The following are samples of rating factors and example standards taken from a variety of sources. Some may overlap, and some may need to be expanded to include more descriptive and/or numerical measures. Please feel free to combine or modify them to fit your needs by cutting and pasting. Show General Factors Adaptability Efficiency with which employee works under stress and responds to change.
Assertiveness/Motivation Degree to which the employee pursues goals with commitment and takes pride in accomplishment.
Attendance The extent to which the employee can be depended upon to be available for work and to fulfill position responsibilities.
Communication The extent to which the employee effectively listens, conveys and receives ideas, information and direction.
Performance Appraisal Performance Appraisal
Creativity Extent to which employee generates workable and innovative ideas, concepts and techniques.
Customer Focus The degree to which the employee takes the initiative to meet internal and external customer needs in a timely and courteous manner.
Customer Service
Dependability/Initiative The extent to which an employee effectively and enthusiastically accomplishes assignments with minimal supervision.
Job Knowledge The demonstration of technical, administrative, managerial, supervisory, or other specialized knowledge required to perform the job. Consider the degree of job knowledge relative to length of time in the current position.
Judgment Ability to analyze problems or procedures, evaluate alternatives, and select best course of action.
Initiative The degree to which the employee independently performs and accomplishes assignments.
Interpersonal Relations The degree to which the employee shows understanding and sensitivity to needs and problems of others.
Management Skills Extent to which employee demonstrates effective management abilities and overall results.
Planning & Organizing The extent to which the employee plans, organizes and implements tasks or programs.
Problem Solving & Decision Making Degree to which employee demonstrates ability to clearly isolate, define and seek solutions to problem areas.
Productivity Degree to which the employee produces the expected quality and quantity of assignments.
Quality of Work The ability to set high standards for own personal performance; strive for quality work; put forth extra effort to ensure quality work.
Quantity of Work The volume of work produced by the employee, along with his or her speed, accuracy and consistency of output.
Resourcefulness Consider the degree to which employee is a source of supply and support to the department, customers, and/or the organization as a whole.
Responsibility The degree to which the employee demonstrates dependability in work performance.
Safety Degree to which employee adheres to safety and health regulations.
Stress Tolerance Degree to which employee's performance demonstrates stability under time and/or interpersonal pressure and opposition.
Time Management The ability to adhere to one's responsibilities in a timely manner.
Work Habits The manner in which an employee conducts his or herself in the working environment.
Team based factors Consensus Building The extent to which the employee builds and maintains work relationships and contacts needed to effectively address problems and opportunities associated with their position.
Teamwork The degree to which the employee works well in a team setting.
Working with Others/Cooperation Extent to which employee works cooperatively with customers, co-workers and the public.
Facts [+] Morning Star is a tomato processing company based in California, with revenues of $700 million and over 400 employees. These unremarkable facts would not qualify for a cover story in Harvard Business Review by management guru Gary Hamel (December 2011). What makes the company remarkable is that it has no bosses, titles or promotions. A key element in Morning Star's model is what is called the Colleague Letter of Understanding (CLOU). Every employee negotiates his CLOU with all those affected by his work. This letter sets out what each employee is to accomplish in a given year. Similarly, the company's 23 business units negotiate CLOUs with each other. Staffing decisions are made entirely by colleagues working together. There are no promotions: people take on greater responsibilities after persuading their colleagues they can deliver. Disputes are settled via discussion, mediation or decisions taken by groups of six people. Performance is measured through feedback from colleagues on one's CLOU. Compensation is decided through elected compensation committees. Supervisory factors Cost Effectiveness Extent to which employee seeks best use of materials, equipment, and staff to maximize efficiency and effectiveness.
Delegation & Supervisory Skills The extent to which the employee shows the ability to effectively authorize work and supervise subordinates.
Development of Subordinates Consider the employee's ability to effectively evaluate skills, knowledge, aptitudes, interests and developmental needs bearing on individual and group work performance.
Leadership Consider the employee's ability to direct the operations, activity and performance of others.
Performance Appraisals
Staff Development Degree to which employee provides opportunities to challenge subordinate's capabilities and develops the knowledge and skills necessary for career development.
Supervising Staff Relations Consider the extent to which the employee effectively oversees and facilitates staff.
What should be included in a staff appraisal?What is an appraisal at work?. Defining employee's roles and responsibilities.. Identifying strengths and weaknesses.. Determining compensation and pay packages.. Providing performance feedback to a staff member.. Receiving feedback from the employee.. Improving communication.. What are the 4 factors that affect employee appraisals?Factors to consider for performance appraisals. Punctuality. Punctuality refers to the degree to which an employee is on-time for work. ... . Accountability. ... . Quality of work. ... . Quantity of work. ... . Time management. ... . Teamwork. ... . Reliability. ... . Communication abilities.. What are 4 best practices used in a performance appraisal?Best Practices in Performance Appraisals
Make sure the evaluation has a direct relationship to the job. Consider developing specific criteria for each job, based on the individual job specifications and description. Involve managers when developing the process. Garner their feedback to obtain “buy-in” for the process.
What are the 6 steps in employee performance appraisal?Human Resources Management. Step 1: Establish performance standards. ... . Step 2: Communicate performance standards. ... . Step 3: Measure performance. ... . Step 4: Compare actual performance to performance standards. ... . Step 5: Discuss the appraisal with the employee. ... . Step 6: Implement personnel action.. |