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Performance Review

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Employee Performance Review


Necessity requires that enterprises and organizations of all sizes maximize employees skills and abilities. Regardless of the economic environment, companies have an obligation to shareholders to make the most of their investments, whether those investments are in physical facilities, equipment, information technology, training, or people. Conducting regular employee performance reviews provides the opportunity to formally offer staff feedback. Reviewing an employees performance helps managers and directors identify areas of strength and weakness. While many different organizational behavior theories exist, it stands to reason that employees cant improve their performance if theyre not aware issues exist. Further, an underperforming employee may not know how to improve his/her job skills, knowledge, or performance. By implementing structured employee reviews, organizations can help employees determine their strengths and weaknesses and provide specific instructions for improving skills and performance, thereby permitting the employee to make a greater contribution to the organization. The largest stumbling block is often the mechanics. How should organizations proceed? What type of forms should they use? In which areas should performance be measured and graded. Further, how can merit salary increases be linked to performance? While theres no rule stating your organization must use the following process, many companies have found that it works for them. If nothing else, you can use the following forms and procedures to create a platform from which to customize the performance review process for your IT department. You can start the performance review process by grading employees in the following areas: Communication Does the employee convey ideas persuasively in a concise, organized, clear, and professional manner? Interaction Does the employee maintain positive and constructive working relationships with peers and directors? Does the employee show respect and professionalism during crises? Job Knowledge & Skill Does the employee posses and demonstrate the technical and procedural know-how to complete his/her responsibilities? Productivity Is the employee focused on producing results? Does the employee work consistently and demonstrate a desire to excel? Quality Concern Does the employee place emphasis on solving problems properly and not just quickly? Does the employee demonstrate commitment by working off-hours when required or crises arise? Is the employee concerned about an organizations larger goals?

Grade employees using a scale of 1 to 5, with 5 representing the highest level of performance. You can then average those values to create the employees evaluation rating. Work with your accounting and human resources departments to associate salary increases that correspond to the evaluation rating. Take time, when conducting the review, to note an employees accomplishments. Provide specific feedback explaining the particular successes an employee has experienced. No employee is perfect, either. Be sure to note the areas in which an employee can grow. But, be specific. For example, dont just state that an employee needs to develop more expertise working with Windows 2000 Professional. Indicate that the employee should pass Microsoft Exam 70-210, which tests a candidates ability to install, configure, and administer Windows 2000 Professional. Also provide a timeline specifying when the MCP accreditation should be earned. Meet with the employee and discuss any questions that arise. Lastly, provide the employee with the opportunity to add any additional comments before the document is placed in his/her human resources file.

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Performance Review

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Employee Performance Evaluation


Employee Name: Position Title: Period Covered: Due Date: Evaluation Type: PERFORMANCE RATINGS: EXCEPTIONAL PERFORMANCE (rarely achieved) Demonstrates the highest standards of performance excellence and achievement of individual goals. Exceeds most position requirements and expectations. Shows exceptional performance in some aspects of the position. Meets most position requirements and expectations. Shows strong promise for future growth and higher attainment. Does not meet most position requirements and expectations. Overall performance does not match the quality and quantity of peers. Does not meet minimum standards in critical aspects of the job and has numerous performance deficiencies that prevent success at TechRepublic. .

EXCEEDS EXPECTATIONS

MEETS EXPECTATIONS

BELOW EXPECTATIONS

DOES NOT MEET MINIMUM STANDARDS

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Performance Review

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EVALUATION RATING SCALE:


Rate each category 1 5. 1 being the lowest and 5 being the highest and then divide the total number by 5, which is the total number of categories. This total number is the determining factor for the percent merit increase that the employee will receive. Rating: 5 3 1 Exceptional Performance Meets Expectations Does Not Meet Minimum Standards 4 Exceeds Expectations 2 Below Expectations

Evaluation Communication Does the employee convey thoughts and ideas clearly? Does the employee communicate well?

Rating

Interaction - Does the employee maintain positive and constructive working relationships with peers and directors? Does the employee show respect and professionalism during crises? Has the employee established a good rapport with users and other departments?

Job Knowledge & Skill - Does the employee posses and demonstrate the technical and procedural know-how to complete his/her responsibilities? Is the employee able to explain technical subjects effectively to less-technical employees?

Productivity Does the employee produce results? Is the employees work consistent and does he/she spend time effectively?

Quality Concern - Does the employee place emphasis on solving problems properly and not just quickly? Does the employee demonstrate commitment by working off-hours when required or crises arise? Does an employee display concern for an organizations larger goals and the needs of users and other departments?

Evaluation Rating:

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Performance Review

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EMPLOYEE ACCOMPLISHMENTS/DEVELOPMENT: This section is reserved for the Manager to summarize your accomplishments and contributions for this review period: 1) Describe the employees major strengths, focusing on achievements made since the last performance review.

2)

Describe areas the employee needs to improve.

3)

What specific action should the employee take to improve performance in areas needing improvement, and what timeline should the employee follow?

SIGNATURES: Employee Signature: _______________________ Manager Signature: _______________________ Date: __________________ Date: __________________

(Signature signifies performance review was reviewed by employee and does not indicate that employee agrees with the review.)

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Performance Review

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EMPLOYEE COMMENTS:

___________________________________ Employee Signature

________________________________ Date

(Signature signifies performance review was reviewed by employee and does not indicate that employee agrees with the review.)

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