"Church Employee Performance Evaluation Form"

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[CHURCH NAME]
STAFF MEMBER PERFORMANCE EVALUATION
SELF-EVALUATION
STAFF MEMBER_______________________
POSITION________________________
EVALUATION PERIOD___________________
PERFORMANCE FACTOR
5
4
3
2
1
Excellent
Very Good
Good
Fair
Unsatisfactory
Job Knowledge
Quantity of Work
Quality of Work
Creativity
Time Management
Planning
Financial and Budget Control
Goals and Project Performance
Managing Job Responsibilities
Leadership
Dependability
Timeliness
Attitude
Judgment
Initiative
Personal Appearance
Relationship with Church Members
Relationship with Supervisor
Relationship with Church Staff
Confidentiality
STRENGTHS:
WEAKNESSES
1.
1.
2.
2.
3.
3.
_________________________________
Staff Member Signature
[CHURCH NAME]
STAFF MEMBER PERFORMANCE EVALUATION
SELF-EVALUATION
STAFF MEMBER_______________________
POSITION________________________
EVALUATION PERIOD___________________
PERFORMANCE FACTOR
5
4
3
2
1
Excellent
Very Good
Good
Fair
Unsatisfactory
Job Knowledge
Quantity of Work
Quality of Work
Creativity
Time Management
Planning
Financial and Budget Control
Goals and Project Performance
Managing Job Responsibilities
Leadership
Dependability
Timeliness
Attitude
Judgment
Initiative
Personal Appearance
Relationship with Church Members
Relationship with Supervisor
Relationship with Church Staff
Confidentiality
STRENGTHS:
WEAKNESSES
1.
1.
2.
2.
3.
3.
_________________________________
Staff Member Signature
[CHURCH NAME]
STAFF MEMBER PERFORMANCE EVALUATION
STAFF MEMBER_______________________
POSITION________________________
EVALUATION PERIOD___________________
DATE____________________________
PERFORMANCE FACTOR
5
4
3
2
1
Excellent
Very Good
Good
Fair
Unsatisfactory
Job Knowledge
Quantity of Work
Quality of Work
Creativity
Time Management
Planning
Financial and Budget Control
Goals and Project Performance
Managing Job Responsibilities
Leadership
Dependability
Timeliness
Attitude
Judgment
Initiative
Personal Appearance
Relationship with Church Members
Relationship with Supervisor
Relationship with Church Staff
Confidentiality
STRENGTHS:
WEAKNESSES
1.
1.
2.
2.
3.
3.
____________________________
________________________________
Signature of Staff Member
Signature of Evaluator
[CHURCH NAME]
STAFF MEMBER EVALUATION INFORMATION
PERFORMANCE FACTOR DEFINITIONS
Job Knowledge – Understands principles, concepts, techniques, requirements, etc. necessary to
accomplish job duties. Keeps abreast of trends, developments, and new concepts in the field which may
improve the ability to perform the job function.
Quantity of Work – Accomplishes job objectives by following assignments and self-initiated projects
through to completion. Completes acceptable volume of work compared with what may reasonably be
expected under existing job circumstances. Meets reasonable deadlines for work completion.
Quality of Work – Provides adequate documentation where expected. Goes beyond stated requirements
as appropriate to produce a better product or result. Accuracy, thoroughness, clarity, and usefulness
evident in completed assignments. Caliber of work produced or accomplished is appropriate or exceeds
expectations.
Creativity – Seeks ways to refine methods and/or identify new ways to carry out tasks.
Time Management – Organizes work to maximize efficiency in use of time.
Planning – Plans and organizes work to achieve maximum efficiency of own time and effort during the
work day.
Financial and Budget Control – Controls costs and meets budgetary objectives through good planning.
Eliminates unnecessary costs, and uses resources prudently
Goals and Projects Performance – Sets realistic work/ministry goals and performs effective assigned
projects.
Managing Job Responsibilities – Manages the various responsibilities of the position in such a way that
priority items are accomplished and other responsibilities are met.
Leadership – Carries out role of leading others as expected and required by the position.
Dependability – Punctuality, responsibility, apparent dedication to task completion, amount of direct
supervision required.
Timelines – Carries out responsibilities and completes tasks or projects according to expected time
schedules.
Attitude – Willingness to fit in with and contribute to church, fellow-workers, individual church members,
and community.
Judgment – Demonstrates intelligence in arriving at decisions and in ability to think and act logically.
Initiative – Takes action in appropriate areas without being told. Effective in coping with unusual
situations and problems. Has new ideas, starts projects, and uses originality to meet and handle work
situations. Can work independently
Personal Appearance – Appropriate Christians dress, cleanliness, neatness, consistency.
Relationship with Church Members – Establishes, maintains, and improves relationships with church
members. Mixes well with all areas of the church family. Reaches out to meet new people.
Relationship with Supervisor – Keeps supervisor informed of progress on the job and possible problems
which may develop. Transmits information in a timely and effective manner. Complies with supervisor’s
instructions, and works through rather than around him or her. Keeps supervisor informed of work
attendance, punctuality, or associated problems.
Relationship with Church Staff – Works well with called and non-called staff. Responds as a team
member to help accomplish the entire work effort of the staff. Seeks and offers assistance and advice as
needed or requested. Maintains good relationships with others.
Confidentiality – Maintains confidentiality that is required of position.
[CHURCH NAME]
STAFF MEMBER EVALUATION INFORMATION
EVALUATION MARKING DEFINITIONS
Excellent (expert, extremely consistent) – Clearly outstanding. Excels in virtually all
aspects of requirements on a sustained basis. Performance of a rare quality. Almost
always performs even difficult and complex responsibilities competently and
thoroughly. Consistently innovative. Decisions invariably sound.
Very Good (very often above average) – Exceptional. Excels in many aspects of
requirements.
Frequently performs even difficult and complex responsibilities
competently and thoroughly. Often innovative. Decisions most often sound.
Good (acceptable, average) – Satisfactory. Performance fully meets expectations for
most aspects of the job requirements. Performance is steady, reliable, and competent.
Soundness of decisions meets expectations.
Fair – Some deficiencies. Performance meets expectations for some aspects of the job
requirements. Job objectives are sometimes not met or are met with minimum level of
acceptability. Performance needs to be improved. Decisions are often not sound.
Unsatisfactory – Performance is below expectations for almost all aspects of the job
requirements. Job objectives are not being met. Decisions are not sound.
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