Performance Appraisal Rating Factors - GENERAL FACTORS - TEAM BASED FACTORS - SUPERVISORY FACTORS
Performance Appraisal Rating Factors
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.
Efficiency with which employee works under stress and responds to change.
Receptive to change/new ideas
Shows poise and/or courtesy in tough situations
Demonstrates ability to modify behavioral style and approach to goal
Degree to which the employee pursues goals with commitment and takes pride in accomplishment.
Takes initiative eagerly
Demonstrates orientation to achieve results
Behavior reflects a desire to excel on the job
Works steadily and actively
Demonstrates self-confidence and positive attitude towards self and others
The extent to which the employee can be depended upon to be available for work and to fulfill position responsibilities.
Reports to work on time
Communicates schedule changes promptly to supervisor
Maintains regular attendance
The extent to which the employee effectively listens, conveys and receives ideas, information and direction.
Seeks to clarify and confirm the accuracy of their understanding of unfamiliar or vague terms and instructions
Makes oral and written communication clear and easy to understand
Assesses and takes steps to improve ability to communicate (written and verbal) so ideas and consultations are conveyed with precision and efficiency
Extent to which employee generates workable and innovative ideas, concepts and techniques.
Attempts to simplify and/or improve procedures and techniques
Initiates new and creative ideas or procedures to enhance the department or organization
Looks for new solutions to old problems
The degree to which the employee takes the initiative to meet internal and external customer needs in a timely and courteous manner.
Examines customer requests to properly identify and resolve customer concerns
Supports customer service efforts through program design, implementation, recovery and follow-up
Serves customers in a manner that increases their confidence and knowledge to resolve their own problems
Acknowledges shortcomings when appropriate
Reaffirms commitment to professional service
asking probing questions that elicit the facts and help the customer through some of the decision-making process
Responds to customer requests on contact date or within 24 hours
The extent to which an employee effectively and enthusiastically accomplishes assignments with minimal supervision.
Independently contributes ideas and projects
Adapts to change
Follows-through on work assignments
Demonstrates eagerness and positivism
Shares ideas and suggestions
Takes on new responsibilities
Willing to assist co-workers
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.
Able to answer difficult questions
Effectively learns new skills
Maintains up-to-date job related information
Ability to analyze problems or procedures, evaluate alternatives, and select best course of action.
Uses of logic and common sense in decision making
Makes appropriate and consistent decisions
Obtains and evaluates pertinent information to determine source of and alternative solutions to problems
The degree to which the employee independently performs and accomplishes assignments.
Requires minimal supervision
Sees and acts upon opportunities
Independently contributes ideas and projects
Promptly undertakes problems and devises solutions
Acts independently within established guidelines
The degree to which the employee shows understanding and sensitivity to needs and problems of others.
Actions are intended to calm, diffuse, and be helpful
Interacts positively with a variety of people in different situations
Accepts and acknowledges suggestions from others
Works cooperatively and effectively with others to achieve unit goals
Extent to which employee demonstrates effective management abilities and overall results.
Effectively sets goals and establishes priorities
Improves work methods
Achieves expected results
Plans and administers budgeted funds
Implements cost-saving procedures, expense control, etc.
Planning & Organizing
The extent to which the employee plans, organizes and implements tasks or programs.
Demonstrates effective use of time and facilities subject to their control
Maintains a clear grasp of daily tasks
Prioritizes duties in a manner consistent with organizational objectives
Effectively manages tasks or program assignments including follow-through and delegation
Problem Solving & Decision Making
Degree to which employee demonstrates ability to clearly isolate, define and seek solutions to problem areas.
Effectively identifies & evaluates alternative solutions
Makes decisions consistent with skills and experience
Recognizes decisions that have to be deferred until all pertinent facts are gathered and analyzed
Flexible in modifying decisions
Degree to which the employee produces the expected quality and quantity of assignments.
Attains conclusive measurable results
Maintains control and work pace
Completes assignments on time and to specifications
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.
Develops and implements new solutions, procedures and concepts
Demonstrates accuracy, thoroughness, and reliability
Shows organization and completeness
Pays attention to detail
Consistently delivers what is required when required
Quantity of Work
The volume of work produced by the employee, along with his or her speed, accuracy and consistency of output.
Accomplishes assigned work in an organized, timely manner
Alerts appropriate team member if deadlines need to be re-negotiated to accomplish work with higher priority
Consider the degree to which employee is a source of supply and support to the department, customers, and/or the organization as a whole.
Masters difficult situations in a timely and effective manner
Answers questions and deals with problems effectively and thoroughly
The degree to which the employee demonstrates dependability in work performance.
Completes work in a timely, capable and reliable manner
Adheres to instructions
Maintains regular attendance
Degree to which employee adheres to safety and health regulations.
Maintains and observes safety and health standards
Notifies others when violating safety and health regulations
Degree to which employee's performance demonstrates stability under time and/or interpersonal pressure and opposition.
Demonstrates composure and good judgment in stressful situations
Maintains appropriate response and outcomes during encounters and/or periods of high levels of pressure
The ability to adhere to one's responsibilities in a timely manner.
Manages multiple tasks with accuracy and efficiency
The manner in which an employee conducts his or herself in the working environment.
Demonstrates effective time management skills
Shows positive attitude
Maintains regular attendance
Meets productivity standards
TEAM BASED FACTORS
The extent to which the employee builds and maintains work relationships and contacts needed to effectively address problems and opportunities associated with their position.
Actively resolves workplace conflicts
Willingly undertakes assigned projects
Supports organizational goals and endeavors
The degree to which the employee works well in a team setting.
Interacts and exchanges idea
Observes the abilities and ideas of fellow team members
Works fairly and attempts to share an equal work-load with others
Working with Others/Cooperation
Extent to which employee works cooperatively with customers, co-workers and the public.
Gains confidence and trust of others
Recognizes strengths and limitations of self and others
Exhibits appropriate sensitivity to others' feelings
Focuses on performance rather than personality in relating to others
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.
Extent to which employee seeks best use of materials, equipment, and staff to maximize efficiency and effectiveness.
Uses effective materials to enhance department and/or job performance
Establishes budget and/or functions within the budget
Delegation & Supervisory Skills
The extent to which the employee shows the ability to effectively authorize work and supervise subordinates.
Clearly defines responsibilities and authority limits of subordinates
Makes effective assignments to subordinates based upon demonstrated skills and knowledge
Motivates employees to think and work independently
Recognizes individual capabilities and assigns work accordingly
Counsels employees in both positive and negative circumstances
Appraises performance and individual contributions
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.
Develops and implements or assures appropriate training or development plans and programs
Provides appropriate support for employee to reach his/her potential and goals
Consider the employee's ability to direct the operations, activity and performance of others.
Gives direction without conflict
Creates environment that guides employees to accomplish unit and individual goals
Provides informal performance feedback on a regular basis
Acknowledges good performance and discusses performance problems
Prepares precise written annual evaluations
Degree to which employee provides opportunities to challenge subordinate's capabilities and develops the knowledge and skills necessary for career development.
Identifies training programs to improve subordinate's performance
Defines and communicates standards of performance and assists employees in achieving these standards
Encourages and supports staff participation in job related activities
Supervising Staff Relations
Consider the extent to which the employee effectively oversees and facilitates staff.
Shows fairness and impartiality in interactions
Demonstrates interest in employee welfare
Elicits staff input where feasible
Responds to staff suggestions and complaints in a serious, sensitive, and timely manner
Facilitates staff adaptability
Anticipates staff problems and takes preventive measures
Resolves disputes among employees
Handles corrective discipline and employee grievances