Staff Performance Appraisal Form - Dallas Summer Musicals

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CONFIDENTIAL
S
P
A
TAFF
ERFORMANCE
PPRAISAL
The purpose of this appraisal form is to provide a written record for the staff member and his or her supervisor on the nature
of the former’s job and his or her performance in it. Supervisors are urged to be frank in their evaluation both for the benefit
of the staff member and for the accuracy of this appraisal record. This appraisal will become a part of the staff member’s
personnel file.
Staff Member
Job Title
Department/Office
Supervisor
Appraisal Period
Date of Appraisal
Section I is to be complete by the staff member being evaluated
.
I. MAJOR RESPONSIBILITIES List the major responsibilities of your position in approximate order of importance. After
you complete this section, forward this form to your supervisor.
Sections II, III and IV are to be completed by the Supervisor.
II. SUPERVISOR’S REVIEW OF RESPONSIBILITIES Review the above list of major responsibilities and note your
concurrence or comment on any additions, deletions or changes in priority that you feel are appropriate.
CONFIDENTIAL
S
P
A
TAFF
ERFORMANCE
PPRAISAL
The purpose of this appraisal form is to provide a written record for the staff member and his or her supervisor on the nature
of the former’s job and his or her performance in it. Supervisors are urged to be frank in their evaluation both for the benefit
of the staff member and for the accuracy of this appraisal record. This appraisal will become a part of the staff member’s
personnel file.
Staff Member
Job Title
Department/Office
Supervisor
Appraisal Period
Date of Appraisal
Section I is to be complete by the staff member being evaluated
.
I. MAJOR RESPONSIBILITIES List the major responsibilities of your position in approximate order of importance. After
you complete this section, forward this form to your supervisor.
Sections II, III and IV are to be completed by the Supervisor.
II. SUPERVISOR’S REVIEW OF RESPONSIBILITIES Review the above list of major responsibilities and note your
concurrence or comment on any additions, deletions or changes in priority that you feel are appropriate.
III. PERFORMANCE FACTOR RATINGS: Using the following definitions check the box that most closely describes
the staff member’s performance for each of the required performance factors. If a performance factor does not
apply, please leave blank.
EXCEPTIONAL: Contributions and excellent work are widely recognized. Performance consistently exceeds all
defined expectations, producing important and impactful results through superior planning, executing and
creativity.
HIGHLY EFFECTIVE: Most performance objectives exceed expectations. Projects and objectives are
completed in a manner that expands the scope and impact of the assignment and increases the impact on the
business. The employee is viewed as having made notable contributions to the department.
EFFECTIVE: Performance is competent and effective along established expectations; initiative, resourcefulness
and good judgment are consistently exercised. Employee makes a solid, reliable and meaningful contribution to
the department.
IMPROVEMENT REQUIRED: Performance falls below expectations on one or two job requirements and
responsibilities. A performance improvement plan should be created.
UNSATISFACTORY: Performance falls below expectations on several critical job requirements and
responsibilities. Without significant improvement reassignment or separation are indicated. A performance
improvement plan must be in place.
HIGHLY
EXCEPTIONAL
EFFECTIVE
IMPROVEMENT
UNSATISFACTORY
Performance Factor
EFFECTIVE
1. QUALITY OF WORK
Consider accuracy, thoroughness, effectiveness.
2. FLEXIBILITY
Consider performance under pressure and
handling of multiple assignments.
3. INITIATIVE
Consider the extent to which the employee sets
own constructive work practice and recommends
and creates own procedures.
4. DEPENDABILITY
Consider the extent to which the employee
completes assignments on time and carries out
instructions.
5. INTERPERSONAL RELATIONS
Consider the extent to which the employee is
cooperative, considerate, and tactful in dealing
with supervisors, subordinates, peers, faculty,
students and others.
6. ORGANIZATION
To what extent are projects well conceived,
analyzed, and carried out systematically?
7. COMMUNICATIONS ABILITIES
Are the individual’s thoughts expressed clearly
and Concisely?
a. Written
Oral
b.
8. FACING ISSUES
How well does the individual come to grips with
unpleasant issues and seek to solve them by
constructive action at this or her own level?
9. UTILIZATION OF RESOURCES
The degree to which the individual has utilized
funds staff or equipment economically and
effectively.
10. STAFF DEVELOPMENT
The extent to which the individual provides
guidance and opportunities to his or her staff for
their development and advancement in the
Organization. (Supervisors only)
IV. SUPERVISORY COMMENTS: Comment on the staff member’s strengths and weaknesses. Also comment on any
other factors of performance that were not included in Section III that you think should be included.
Supervisor: sign and give form to staff member
Date
V. STAFF MEMBER COMMENTS: This section may be left blank or it may be used to comment in support of or in
disagreement with appraisals and observations recorded on this form. Note other relevant aspects of your job or
performance.
Staff member: sign and return form to your supervisor within 48 hours receipt
Date
VI.
REVIEWER’S SIGNATURE: The signature of the rater’s supervisor indicates that he or she has read the
completed Staff Performance Appraisal.
Date
Return form to rating supervisor.

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