Professional Documents
Culture Documents
Initiate the process by completing the following fields. Then save the file, using the employee's name and ID number in the filename (e.g. PR-JohnSmith123456).
EMPLOYEE FIRST NAME EMPLOYEE MIDDLE NAME EMPLOYEE LAST NAME EMPLOYEE ID NUMBER
Now identify 3-5 critical business objectives for the upcoming year.
OBJECTIVE 1 WEIGHTING ALIGNS TO METRICS & MILESTONES
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OBJECTIVE 3 WEIGHTING ALIGNS TO METRICS & MILESTONES
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RATINGS SUMMARY - by Objective
Objective Number: 1 2 3 4 5 Average
Mid-Year Rating and Weight (%): 0 0% 0 0% 0 0% 0 0% 0 0% 0.0
Year End Rating and Weight (%): 0 0% 0 0% 0 0% 0 0% 0 0% 0.0
Total Weights: 0% WARNING: Total of all weights must = 100% or calculated weighted average will be incorrect.
Note: The final weighted averages are only a guide. Adust as necessary before entering on the Ratings Summary sheet.
COMMENTS
MID-YEAR OBJECTIVES SUMMARY
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PERFORMANCE ALIGNMENT REVIEW - BEHAVIORS
0 0 0 0
0 0
BEHAVIOR RATING SCALE - Place cursor over the titles to view rating scale definitions.
5 - Exceptional 4 - Commendable 3 - Fully Effective 2 - Needs Improvement 1 - Unacceptable
RATE BEHAVIORS:
Consider the individuals' demonstration of each behavior and enter a numerical rating from 5 to 1 in the boxes below.
Click on the underscored text to view descriptions.
Use these definitions if you are unsure about which category applies to the employee.
MID-YEAR FINAL INDIVIDUAL CONTRIBUTOR: Exempt employees who do not manage others in a direct reporting relationship.
They may serve as team leaders, coaches, or program managers. These individuals may also work in a matrix
reporting relationship but do not have direct supervisory responsibilities.
Integrity MANAGER OF OTHERS: Exempt employees who have at least one direct report and have performance
appraisal responsibility. Typically, these individuals are entry-level supervisors through senior managers.
EXECUTIVE: Exempt employees who have at least one direct report and have performance appraisal
Team Player responsibility. Typically, these individuals hold higher-level management positions (director or above).
Champion Change
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PERFORMANCE ALIGNMENT REVIEW - RATINGS SUMMARY
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0 0
Consider overall performance on objectives and behaviors and enter a rating for each.
MID-YEAR RATINGS OBJECTIVES: BEHAVIORS:
YEAR END RATINGS
EXCEPTIONAL
Results on Objectives
COMMENDABLE
Mid Year
Year End FULLY EFFECTIVE
NEEDS IMPROVEMENT
UNACCEPTABLE
Behaviors
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PERFORMANCE ALIGNMENT REVIEW - COMMENTS & SIGNATURES
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COMMENTS
MANAGER SUMMARY COMMENTS:
MID YEAR YEAR END
SIGNATURES:
MANAGER SIGNATURE DATE PRINTED NAME
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