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Job Performance Review Summary

Job Performance Review Summary



|Views: 9,598 |Likes:
Published by ryantaylor16
Job Performance Review Summary to be used when doing someone's review. Our company practices five pillars of customer service excellence and then graded in their review using them. Check it out
Job Performance Review Summary to be used when doing someone's review. Our company practices five pillars of customer service excellence and then graded in their review using them. Check it out

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Published by: ryantaylor16 on Jun 25, 2008
Copyright:Attribution Non-commercial


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Performance Review Summary Sheet
The Performance Review Summary Sheet is
to be completed by the employee’s manager
at the end of the annual review process. The employee may also choose to complete it prior to the performance discussion.
documentation may be attached as necessary. Include the employee’s name, social security
number and date on all additionaldocuments.
Employee Last Name First MIEmployee #PositionReview PeriodFrom to
Performance Evaluation
Use the scale below to evaluate the employee’s performance on each factor A, B & C.
Far Exceeds:
Clearly and consistently demonstrates extraordinary and exceptionalaccomplishments in all major areas of responsibility.
Accomplishments are well beyond reasonable, but demanding standards of  performance, especially in the key areas of responsibility. These individualsconsistently demonstrate truly outstanding achievements in terms of quality andquantity of output.
Performance clearly meets all major requirements of the position in terms of quality and quantity of output. Individuals of this level consistently perform in aneffective and professional manner.
Met some not all:
Performance does not fully meet job requirements in all areas of major responsibility. The need for improvement is clearly evident.
Does not meet:
This Rating is not acceptable for more than 6 months. If an employeedoes not meet minimum job requirements, they should receive an action plan withdefinitive action plans to improve performance.
Far ExceedsExceedsMetMet Some Not AllDoes Not Meet
A. Job Performance:
Applies professional/technical skills, solves problems quickly and effectively, completes andfollows through on assignments
. See specific performance measured on page 2.
B. Annual Goals:
Reaches established goals and expectations.
See specific goals on page 2.
August 2003
C. Core Values Leadership;Resident Satisfaction:
Focuses on Resident needs, ensures the resident is satisfied, works to retain the residents business, focuses on solutions.
Integrity in Relationships:
Fosters open communication, listens to others, strives to get along with teammates,residents, vendors, clients, and employees.
Teamwork and Trust:
Builds relationships, gets along with people who are different from themselves, addresses andresolves conflict positively, influences others, openly shares information.
Fiscal Responsibility:
“Good Judgment”-“Doing the right thing”, decisive, involves others, learns quickly andadapts well to change. Ensures we are prudent in delivering products and/or service.
Innovative services & products:
Shares ideas to “new ways” of providing better service, whether it is a new productor new process.
Individual Initiative, expression & creativity:
Provides direction, motivates others, leads by example, providesfeedback, coaches and develops others.
Job Performance:
Specific performance measured.
Established goals and expectations:
Specific goals set at the beginning of the year and rate.
RatingCore Values – Behaviors:
List expected Core Values “behaviors” and / or demonstrated behavior and rate.
August 2003
RatingOverall Rating:
Consider ratings on job performance; set goals and Core Values leadership behaviors with its various components.Consider how this employee has performed overall for the review period.
Overall Rating
Employee Comments:
Record below any comments desired as a result of the Performance Review discussion.
Development Plan/Goals:
Identify opportunities for employee development and action plans to enhance performance. Begin by asking theemployee for their thoughts and ideas. In the Performance Review discussion, agree on the Development Plan anddocument below.
Development OpportunityAction PlanTarget Date
Future Development
August 2003

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