Ghulam Mustafa

Rizwan

Zeeshan Ali

Salman

One of our most dependable team members. Always performs at or above expectations. Can always be counted
on to complete tasks in a timely and accurate manner. Motivated to finish tasks and assignments on
time.

Is consistently a top performer among teammates.

Mehtab

Ameer Hamza

Unwilling to work beyond scheduled hours.

Jahanzaib

Janzada

Adil
Effective Performance Appraisal Phrases
Attendance
Strength
1) Always on time (or even early) for meetings and conferences.

2) Prompt and on time for the start of each workday.

3) Respects others by arriving at work and at meetings on time.

4) Adheres to the schedule whenever possible.

5) Never been a no call, no show employee.

6) Achieved perfect attendance over X (weeks, months, years).

7) Inspires others to improve their attendance.

8) Does not deviate from the attendance policy outlined in our employee handbook.

9) Begins each day on time and ready to go.

10) Very reliable about being at work on time.

Weakness
11) Does not meet company standards for attendance.

12) Is frequently late to work.

13) Often exceeds the maximum number of vacation days.

14) Has not met attendance goals set at previous performance review.

15) Disrespects others by regularly arriving late to meetings.

16) Frequently returns late from scheduled breaks.

17) Does not follow the attendance policy.

18) Unreliable about reporting to work on time.

19) Poor attendance frequently affects coworkers.

20) Does not hold others to the company’s high attendance standards.

Attitude
Employees with a good attitude during performance appraisal

Strength
21) Has a cheerful attitude that benefits her teammates.

22) Looks for the positive in every situation.

23) Quick with a smile and a joke to lighten the mood during stressful times.
24) Does not let difficult circumstances get him down.

25) Positive attitude helps others on her team keep their motivation high.

26) Always reports to work cheerful and ready to get to work.

27) Maintains a steady and positive attitude that inspires others.

28) Frequently has a smile for others.

29) Attitude reflects enjoyment of the job.

30) Builds an atmosphere of trust with others on the team.

Weakness
31) Negative attitude in some situations has a tendency to cause problems.

32) Gets upset easily.

33) Needs to work on accepting constructive criticism.

34) Let’s non-work topics provoke her/him.

35) Too easily switches from positive to negative attitude.

36) Allows stress and pressure to get the better of him/her.

37) Erupts into anger over minor issues.

38) Displays of negative emotion affect others on the team.

39) Needs to bring poor attitude under control.

40) Refuses to keep inflammatory comments to himself/herself.

Dependability
Strength
61) One of our most dependable team members.

62) Very reliable in all situations.

63) Willing to do whatever it takes to get the job done.

64) Known for dependability and willingness to work hard.

65) A loyal and trustworthy employee.

66) Consistently demonstrates that he/she cares about his/her job.

67) Always performs at or above expectations.

68) Can always be counted on to complete tasks in a timely and accurate manner.

69) Ready to get the job done no matter how much work is involved.
70) Motivated to finish tasks and assignments on time.

Weakness
71) Unwilling to work beyond scheduled hours.

72) Work results are inconsistent and frequently need to be reviewed.

73) Not a dependable employee.

74) Does not demonstrate a willingness to do what it takes to get the job done right.

75) Does not produce consistent results.

76) Content with leaving work for others to finish.

77) Work results are inconsistent.

78) Reliability is questionable.

79) Is not willing to help employees with their work.

80) Does not care what managers and coworkers think of him/her.

Flexibility
Strength
81) Accepts constructive criticism and works to improve.

82) Shows ability to come up with new solutions to common problems.

83) Is willing to change the way he/she works for the betterment of the team.

84) Shows initiative and flexibility when starting a new task.

85) Capable of handling a variety of assignments.

86) Able to identify new and more efficient methods.

87) Calm under pressure.

88) Willing to admit he/she is wrong.

89) Quick to adapt to alternate points of view.

90) Handles change well.

Weakness
91) Tends to shy away from activities where the process is unknown.

92) Does not excel at projects that require a degree of flexibility.

93) Gets agitated when the plan changes.

94) Uninterested in new responsibilities.

95) Sticks to traditional methods even if a new approach is better.

96) Shuts down when expectations aren’t met.

97) Doesn’t look for new ways of working when things don’t go according to plan.

98) Unwilling to admit he/she is wrong.

99) Does not accept constructive criticism well.

100) Resistant to trying new techniques.

Leadership
Strength
121) Always willing to help a coworker.

122) Makes team members feel comfortable in voicing their opinions and ideas.

123) Understands strengths of coworkers and delegates effectively.

124) Keeps team engaged and on track.

125) Shows appreciation for a job well done.

126) Motivates team members to work hard.

127) Promotes a culture of learning and understanding.

128) Actively listens and responds to what his/her coworkers say.

129) Excellent example for others to follow.

130) Backbone of his/her team.

Weakness
131) Needs to improve in ability to talk to coworkers without being condescending.

132) Does not inspire teammates to work hard.

133) Does not plan for the future.

134) Does not treat other members of the team as equals.

135) Overanalyzes problems when a quick decision is necessary.

136) Unclear when assigning goals and activities.

137) Rarely gives recognition for a job well done.

138) Fails to keep confidential information.

139) Frequently derails team with unnecessary work.

140) Does not listen to team members.

Performance
Strength
141) Exceeded expectations on goals set during last performance review.

142) Takes initiative to understand what needs to be done.

143) Excels at developing strategies that deliver results.

144) Sets appropriate goals and strives to accomplish them.

145) Is consistently a top performer among teammates.

146) Clearly communicates drive and desire to others.

147) Always at the top of the performance-rating scale.

148) Puts high value on doing a good job.

149) Willing to assist others and help them do good work.

150) Wants to improve at everything he/she does.

Weakness
151) Did not meet performance goal set at last performance review.

152) Does not take initiative unless prompted.

153) Is typically toward the bottom of performance ratings.

154) Does not reach out to go beyond what is expected.

155) Is not known to make significant contributions to the success of the team.

156) Is not able to clearly communicate goals to others.

157) Does not see the value in doing a good job.

158) Not proficient at developing successful strategies.

159) Is not concerned with improving his/her skills.

160) Lacks drive to improve.

Teamwork
Example of teamwork in a business

Strength
161) Proven team player.

162) Encourages teammates to work together toward a common goal.

163) Willing to offer assistance and advice at any time.

164) Promotes a team-centered workplace.

165) Is sensitive and considerate of coworkers’ feelings.

166) Shares ideas and techniques.

167) Builds strong relationships with others by (insert behavior here).

168) Willing to cooperate with coworkers.

169) Takes on more work to help the team excel.

170) Always looking for new ways to help the team.

Weakness
171) Needs to improve teamwork skills.

172) Does not view workplace as a team environment.

173) Always wants to work alone on projects.

174) Coworkers are hesitant to ask him/her for help.

175) Does not work well with others during group projects.

176) Blames others when problems arise.

177) Is frequently insensitive to coworkers’ feelings.

178) Plays everything very close to the vest.

179) Does not share well with others.

180) Often a divisive element within the team.

Time Management
Strength
181) Respects the time of coworkers.

182) Uses time effectively to get the job done.

183) Keeps presentations on schedule.

184) Regularly meets all deadlines.

185) Works hard to stay organized and on time.

186) Driven to complete tasks on time.

187) Very reliable when it comes to time management.

188) Can always depend on him/her to manage time well.

189) Can identify what needs to be done first in order to save time.

190) Sensitive to the constraints of coworkers’ projects.

Weakness
191) Frequently misses deadlines.

192) Is regularly late from break.

193) Does not have a strong concept of how long a task will take.

194) Meetings and presentations tend to exceed allotted time.

195) Takes up the valuable time of others with too much small talk.

196) Disregards the importance of being on time.

197) Does not show a desire to improve time-management techniques.

198) Unreliable in finishing tasks by allotted deadline.

199) Frequently exceeds mandatory due dates.

200) Does not manage time well.

SAMPLE PERFORMANCE COMMENTS

PERFORMANCE PLANNING AND REVIEW TRAINING

SAMPLE PERFORMANCE EXPECTATIONS

The rating scale for Performance Planning and Review is made up of five factors: Poor, Needs Improvement, Meets
Requirements, Exceeds Requirements, and Outstanding. Any factor rated poor or needs improvement MUST have
performance comments. For any factor, performance comments should support the rating given.

If there have been counseling sessions, letters of commendation or reprimand, or unofficial performance reviews
within the rating period, the supervisor should keep documentation on file and site these occurrences in the
performance comments on the official rating.

Below are examples of comments that would support individual ratings. These are generic in nature and examples
only. Performance comments should be tailored to the individual employee and be based on the employee's
individual performance expectations.

Good Luck!

Work Product
Dependability
Cooperativeness
Adaptability
Communication
Daily Decision Making/Problem Solving
Service to Clients/Public
Use of Equipment and Materials
Project Planning and Implementation
Work Group Management
Performance Planning and Review

WORK PRODUCT - The quality and quantity of work produced by the employee.
Poor:

Has made frequent errors that are harmful to business operations.

The supervisor/department head has received numerous complaints about the quality of work.
The quality of work produced is unacceptable.
Does not complete required paperwork.
Needs Improvement:

Is not as careful in checking work product for errors as he/she could be.
Tends to miss small errors in work product.
Required paperwork is completed late or is only partially complete.
Meets Requirements:

Does not require constant supervision.

Error rate is acceptable, and all work is completed timely.
Forms and required paperwork are completed on time with minimal errors.
Exceeds Requirements:

Managers and co-workers have commented on high levels of accuracy and work productivity.
Takes pride in work and strives to improve work performance.
All memos, reports, forms and correspondence are completed on time with no errors.
Outstanding:

Has less than a 1% error rate on work product.

Accuracy is excellent.
Quantity of work produced is outstanding.

DEPENDABILITY - Being where he/she should be doing what he/she is supposed to do.
Poor:

Often calls in to work without prior approval, resulting in excessive unscheduled absences.
Leaves the work area unattended to run personal errands.
Is frequently late to work
Frequently leaves work early.
Needs Improvement:

Occasionally calls in to work without prior approval, resulting in unscheduled absences.

Occasionally arrives late to work.
Sometimes does not make sure all work is completed before leaving for the day.
Occasionally leaves work early.
Meets Requirements:

Consistently arrives to work on time.

Makes sure work area is covered at all times.
Has had no unscheduled absences, except for documented emergencies.
Exceeds Requirements:

Has a good attendance record.

Can always be counted on to work overtime when necessary without complaint.
Outstanding:

Always at work and on time.

Never misses work without prior approval and appropriate notification.
Has had no unscheduled absences during the rating period.

COOPERATIVENESS - Working with people.

Poor:

Projects an attitude of superiority that turns off other employees.

Not cooperative and frequently criticizes others.
Displays excessive negativity when working with others.
Needs Improvement:
Displays occasional negativity when working with others.
Rarely offers to assist others in the office.
Makes negative comments that affect working relationships with others.
Meets Requirements:

Is usually able to answer customer questions.

Maintains good working relationships with coworkers.
Exceeds Requirements:

Demonstrates “team player” behavior views individual success as imperative to group success.
Direct, straightforward, honest and polite.
Outstanding:

Always cordial and willing to help coworkers, students, and clients.

Enthusiastic, energetic and displays positive behavior.

ADAPTABILITY - Adjusting to change.

Poor:

Usually needs direct supervision, even for mundane and everyday tasks.
Is not able to think independently or to deal with unexpected occurrences.
Needs Improvement:

Gets flustered in unusual situations.

Does not always make the best decisions to fit the situation.
Meets Requirements:

Usually adjusts well to changes in the work place.

Maintains good customer service relations, even under stress.
Exceeds Requirements:

Looks for ways to streamline procedures to improve efficiency and customer service.
Sets priorities and adjusts them as needed when unexpected situations arise.
Outstanding:

Adapted to new systems and processes well and seeks out training to enhance knowledge, skills and abilities.
Always seems to know when to ask questions and when to seek guidance.

COMMUNICATION - Giving and receiving information.

Poor:

Reports, forms, memos and correspondence are often completed late or not at all.
Uses a condescending tone when talking to others in the office.
Needs Improvement:

The supervisor/department head has received a few complaints about contradictory or bad information being given
out by the employee.
Phone messages are often unclear or incomplete.
Meets Requirements:

Takes messages, writes correspondence, deals with customers and coworkers with sufficient attention to detail.
Reports are accurate and well written using proper grammar and punctuation.
Exceeds Requirements:

Students and coworkers feel comfortable coming to this employee with questions and comments.
Comes to supervisor/department head with any questions that employee does not know off-hand
Outstanding:

Always asks questions and seeks guidance when not sure of what to do.
Demonstrates excellent oral and written communication skills.

DAILY DECISION MAKING/ PROBLEM SOLVING - Thinking on the job.

Poor:

Frequently comes to the wrong conclusions and assumes things.

Did not make sure that all subordinates were productive at all times, which is a daily requirement of this job.
Needs Improvement:

Needs to develop analytical skills necessary to weigh options and choose the best way to deal with situations.
Spends too much time focusing on less important aspects of daily job.
Meets Requirements:

Often offers workable solutions to problems.

Uses good judgment in solving problems and working with others.
Uses PPR ratings in making decisions related to new hires, promotions and merit increases.
Exceeds Requirements:

Can zero in on the cause of problems and offer creative solutions.

Displays strong analytical skills.
Outstanding:

Always offers ideas to solve problems based on good information and sound judgment.
Displays initiative and enthusiasm during everyday work.
Conducts research or seeks counsel of experts to gather information needed in making actual decisions.

SERVICE TO CLIENTS/PUBLIC
Poor:

Frequently rude and impolite.

Demonstrates poor customer relations skills.
Frequently carries on personal conversations in person or on the phone while clients and customers wait.
Needs Improvement:

Gets annoyed with clients who ask too many questions.

Frequently forgets to follow through on customer requests.
Meets Requirements:

Usually maintains a competent and professional demeanor in dealing with clients and the public.
Courteous and knowledgeable.
Tries to be helpful.
Exceeds Requirements:

Answers all questions promptly and accurately.

Forwards any complaints or problems to supervisor immediately.
Outstanding:

Always follows through and finds the answers to any questions and reports back to the customer promptly.
Employee has received numerous letters of commendation for excellent customer service.

USE OF EQUIPMENT AND MATERIALS

Poor:

Has destroyed equipment through misuse during this rating period.

Wastes supplies.
Deleted required software in error.
Never services equipment.
Needs Improvement:

Doesn't heed warning messages on equipment.

Sometimes forgets to turn equipment off at the end of the day.
Doesn't always get equipment serviced as recommended by the manufacturer.
Meets Requirements:

Takes good care of equipment and uses supplies efficiently.

Turns off and secures all equipment at the end of the shift.
Exceeds Requirements:

Quickly learns new software programs.

Uses queries and reports to maximize efficiency in the office and find errors.
Outstanding:

Is able to troubleshoot and solves all work related problems quickly and efficiently.
Reports problems immediately if to the appropriate personnel.

PROJECT PLANNING AND IMPLEMENTATION

Poor:

Work projects have suffered from lack of follow-through.

Important documentation for projects has been lost or destroyed erroneously.
Does not plan ahead to meet work deadlines.
Needs Improvement:

Does not keep supervisor informed of potential problems as they arise.

Project plans are poorly designed.
Project plans are not carried out as assigned or on time.
Meets Requirements:

Prepares project plans on time and in sufficient detail.

End of year statements are complete and accurate.
Maintains and monitors progress of project plan in order to stay on target.
Exceeds Requirements:

Gets the most out of scarce resources.

Projects normally are within budget and are well planned.
Outstanding:
Anticipates problems before they occur.
Provides meaningful information to decision makers that helps in the preparation and implementation of projects.
Plans projects and carries them out so that projects are completed ahead of schedule and under budget.

WORK GROUP MANAGEMENT

Poor:

Dictates to others rather than involving them in the decision making.

Has reduced subordinates to tears.
Yells and screams at subordinates.
Needs Improvement:

Assumes others should know what to do and how to do it with little or no training.
Frequently becomes impatient when things aren't done their way.
Meets Requirements:

Draws on the knowledge and skills of others.

Available when needed and has an open door policy for subordinates.
Assigns work fairly and resolves disputes and grievances of subordinates fairly.
Exceeds Requirements:

Very supportive of coworkers and subordinates attempts at improvement.

Sets an example for subordinates in following departmental and university policy and procedures.
Outstanding:

Outstanding ability to explain and teach.

Inspires others to do better.

PERFORMANCE PLANNING AND REVIEW

Poor:

Had one unrated Performance Planning and Review rating in this rating year.
Did not conduct timely planning sessions on all subordinates.
Needs Improvement:

Although planning sessions were completed, they were not completed within Civil Service mandated timelines.
Did not meet personally with the employee to go over appraisals.
Meets Requirements:

All PPR's were completed by the anniversary dates of all subordinates.

Works with employees in setting mutual goals.
Makes an effort to counsel employees and document performance (both positive and negative) throughout the year.
Maintains a supervisor file that contains documentation of performance on each subordinate throughout the year.
Has had no unrated PPR's or untimely planning sessions in this rating year. Always completes PPR's well within the 60
day deadline date.
Exceeds Requirements:

Is proactive in performance evaluations.

Has an open door policy for all subordinates.
Outstanding:

Encourages employees to improve knowledge, abilities and skills.

Maintains detailed written performance documentation that needs no explanation.