PERFORMANCE COMPETENCIES
RATING COMMENTS
Bill is an Architect. He designs luxury apartment communities. He works in a team of 5 Architects and reports to the Director of Design.
Bill demonstrates competency in the skills and knowledge required. He learns and applies new skills within the expected time period. He is knowledgeable about current developments in his field and he works within the normal scope of supervision. Bill displays a good understanding of how his job relates to other jobs. He effectively uses the resources and tools available to him.
The work Bill produces is usually highly accurate and thorough. He displays a strong dedication and commitment to excellence. He works hard to improve quality in his own work and promotes quality awareness throughout the organization. Bill is receptive to feedback and uses it to improve his performance. However, Bill is not always as productive as expected for his job. It sometimes takes him longer than satisfactory to complete work and he canât complete the volume of work as compared to his peer group. On average, Bill works on 1-2 projects per month while his team members work on 3-4. Though Billâs work is accurate, he has missed several important deadlines during the past year.
Bill is courteous and displays sensitivity to customers, subcontractors and vendors. He is able to handle difficult or emotional customer situations. He responds promptly when servicing external customers or responding to vendor requests. Bill makes an effort in service recovery and should continue to try and think of ways to address customer concerns before they become significant issues.
Bill is a leader in carefully observing and monitoring proper Company procedures. Even under very unusual conditions not covered by the normal guidelines, he quickly sizes up the situation and determines the appropriate action. Bill has recommended changes to Company policy or protocol which has increased efficiency in his workgroup. This year, Bill drafted the teamâs first policies and procedures manual and it was a very well designed and well written. He pays exceptional attention to ensure proper use of equipment and materials. When faced with difficult problems, Bill weighs the pros and cons of each option and evaluates the potential outcomes. He demonstrates solid judgement and when heâs unable to resolve a problem independently, he consults his manager.
Bill could improve his team relationship skills. Bill likes to work independently and could collaborate more with his coworkers. At times, when others ask Bill for help, he is resistant to helping. Billâs first response is that he is too busy with his own work and rarely follows up with the team member. Billâs manager can always rely on him because Bill always supports his managerâs directives but Bill is slower to support the team objectives. At times, Bill appears defensive in his tone and manner when he is challenged by a co-worker.
Bill regularly delivers information to groups. He effectively leads the monthly âLunch-And-Learnâ technical sessions for the team. He is always very professional and well prepared. Bill researches his topics thoroughly and is always prepared for questions and answers during the sessions. Bill is easy to understand, and these sessions are very valuable. His handout materials are viewed as very valuable reference materials.
Bill is responsive to feedback from his manager; however, his initial reaction is somewhat self-protective. Initially, he defends his point of view or work product before listening to all the feedback. Once Bill processes the feedback, he is generally receptive and open to changing his behavior or accepting new recommendations. Bill should work on soliciting regular feedback from his manager and team members in the upcoming year.
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PERFORMANCE APPRAISAL FORM
PRIVATE
The core of Verde Realtyâs Performance Evaluation Process lies in the communication between the manager and the employee. This dialogue has a number of benefits, all of which are goals of the evaluation process:
· to provide adequate feedback to employees to improve subsequent performance.
· to motivate and compensate employees.
· to identify employee training needs and areas of future career development.
INSTRUCTIONS
The Performance Appraisal Form consists of several performance expectations. Each performance expectation is defined with descriptions of various degrees of behavior ranging from the most negative and most positive performance levels. Raters should use this consistent frame of reference when appraising a particular employee’s performance. These descriptions provide well-defined explanations of each performance level so that the appraiser can avoid making universal, inconsistent judgments. Read each behavior and rate the employeeâs level of performance. Provide comments with specific performance examples. Complete the Performance Rating Worksheet: total the ratings in all categories and circle the overall evaluation category (i.e. outstanding, meets expectations, etc.) The employee, reviewer and reviewerâs manager should sign the evaluation. Send the completed evaluation to the HR Department.
The Performance Appraisal form is designed to help the manager make thorough, factual and objective evaluations of employees. When making the appraisal, consider only that performance which occurred during the period under consideration. Performance prior to this period or predictions of future performance are not to be considered. Please include comments clarifying the ratings. Comments are especially important where performance is below expectations.
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Employee Name
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Position
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Hire
Date
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Department/Company
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Supervisor
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Rating Period
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90-day evaluation ( ) Other ( )
Annual ( )
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Appraisal written and given by:
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Date
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Appraisal approved by:
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Date
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Job Knowledge
: employeeâs understanding of his/her job responsibilities gained through experience, education or specialized training
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Unacceptable
1
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Less than Expected
2
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Meets Expectations
3
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Exceeds Expectations
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4
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Superior
5
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Rating
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Inadequate knowledge of duties; Cannot complete majority of basic tasks; Requires considerable direction; Little understanding of required system.
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Demonstrates adequate understanding of all elements of this job; Can proceed without special instruction on all regular work; Has basic understanding of the required systems.
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Is very knowledgeable over a wide range of job responsibilities; Requires minimal direction; Thoroughly understands and successfully performs related tasks; Strong functional expertise with required systems.
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____
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COMMENTS:
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Quality of Work
: Consider accuracy and neatness of work produced under normal circumstances; ability to follow through and produce a quality work product
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Work lacks accuracy; Work does not meet company standards; Poor organizational skills; Lacks follow through; Lacks attention to detail.
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Performs work thoroughly and accurately, meeting company standards; Acceptable organizational skills; Generally follows through; Produces a quality product
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Work achieves the highest standards of excellence; Exemplary organizational skills; Always follows through; Exceptional attention to detail; Consistently produces high quality product.
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COMMENTS:
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Quantity
: Consider volume and productivity; ability to manage time to meet work deadlines and commitments; ability to stay focus and produce high volume of work
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Has difficulty meeting goals and deadlines; Inability to prioritize tasks to meet important commitments; Poor time management and tends to get caught up in low-priority tasks; Slow work pace.
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Plans, tracks, and completes duties and assignments by expected dates; Able to personally manage time and resources to ensure work is completed.
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Can manage competing demands on time and remain focused on key objectives; Excellent at prioritizing tasks to ensure key objectives and deadlines are met.
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COMMENTS:
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Customer Service/Customer Expectations
: ability to provide great customer service; consider ability to meet and/or exceed customer expectations
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Poor customer relations; Poor voice tone and demeanor; Lacks customer follow through; Unresponsiveness to customer needs.
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Polite and friendly to all customers; Generally responsive to customer issues/needs; Consistently follows up on customer requests.
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Thoroughly understands internal and external customer expectations; Skilled in dealing with and satisfying even difficult customers; Proactively anticipates customer needs; Highly responsiveness; Always follows up on customer needs/requests.
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COMMENTS:
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Policies and Procedures
: follows policies and procedures; understands importance/value of company policies and procedures
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Minimal compliance with policies and procedures; Sees policies as a burden; Always questions policy; Lacks basic understanding of policies; Inconsistently applies policies.
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Maintains compliance with applicable policies, procedures, standards, and regulations; Able to relate to routine operations in a manner that is consistent with existing solutions to problems; Rarely questions policies and procedures.
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Always conforms to policies and procedures; maturely questions policy when appropriate; is committed to, and recognizes the value of policies and procedures; Recommends changes to policy or assists in policy development.
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__
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COMMENTS:
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Problem Solving and Decision Making
: ability to solve problems and make good decisions using appropriate judgment
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Rarely anticipates or recognizes potential problems; Fails to identify root causes; Acts hastily without considering all factors; Unable to make basic decisions or doesnât understand decision-making authority.
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Usually able to recognize a developing problem and take action to correct it; Usually identifies the cause of a problem before taking corrective steps; Uses good judgment to make appropriate decisions.
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Can quickly recognize and respond to potential problems when they occur and takes immediate action before they become fully developed; Careful to investigate and identify the cause of a problem before proceeding with corrective measures; Uses sound judgment at all times; Always makes good independent decisions.
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COMMENTS:
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Motivation and Attitude
: ability to sustain level of motivation; willing to go above and beyond to reach goals; taking initiative with a positive attitude.
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Fails to convey a positive personal image; puts forth minimal effort; always has to be reminded to stay focused and complete tasks; Negative attitude;
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Maintains self-motivation; Conducts self in a positive and enthusiastic manner; Puts forth adequate effort;
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Displays energy and enthusiasm in performing daily responsibilities; gives maximum effort and consistently goes beyond what is expected. Always displays a positive attitude and is a role model for other; Able to create positive energy in others.
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COMMENTS:
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Teamwork:
Ability to cooperate and maintain good team relations.
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Limited skill in building rapport with co-workers; Negative influence on team; Rarely offers assistance to others; Uncooperative; Rarely supports manager and/or company goals..
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Cooperative in dealing with co-workers and supervisor; Assists others when asked; Supportive; Maintains good relationships with team members; Supports manager and company goals.
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Willingness and ability to work harmoniously with others; Always respects the feelings of others; Always offering assistance where needed; Extremely cooperative.
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COMMENTS:
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Dependability
: consider ability to rely on employee
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Rarely punctual; Fails to keep supervisor informed of schedule changes; Unreliable; Socializes excessively and fails to focus on the task at hand; Fails to regularly adhere to personal appearance standards.
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Usually punctual; Generally informs supervisor of any schedule changes; Can be relied on to focus on the task at hand; Adheres to personal appearance standards.
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Always punctual; Informs manager and team of any schedule changes whatever the reason; Always keeps promises; Can always be relied on to fill in wherever needed; Always presents professional image.
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COMMENTS:
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Communication
: ability to communicate in verbal and written form
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Verbal communication is unclear and confusing; Fails to provide timely feedback and/or keep manager informed; Fails to listen.
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Verbal communications are clear and concise; Demonstrates proper telephone technique and etiquette; Provides timely feedback to co-workers and manager; Listens appropriately to ensure understanding.
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Excels in verbal communication; Effectively organizes ideas to present information in a logical way; Persuasive; Always keeps manager and co-workers informed of relevant information; Superior listening skills; Ability to understand and communicate even difficult information.
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COMMENTS:
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Responsibility and Accountability
: consider whether employee takes responsibility for his/her own actions and holds himself/herself accountable
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Unacceptable
1
Less than Expected
2
Meets Expectations
3
Exceeds Expectations
4
Superior
5
Rating
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Rarely takes responsibility for actions; Makes excuses and/or blames others; Inability to understand impact of own behavior on others; Responds defensively to constructive feedback.
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Seeks responsibility and accepts accountability for actions; Responds appropriately to constructive feedback.
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Accepts complete responsibility for all personal errors; Seeks out constructive feedback and responds positively; Readily makes changes based on feedback; Holds himself/herself and others to high standards of conduct; Always looking for ways to improve process efficiency.
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COMMENTS:
PERFORMANCE RATING WORKSHEET
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OVERALL EVALUATION
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Total ratings for all performance categories
(total both sections for managers/supervisors)
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Circle the appropriate evaluation category
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RATING SCALE
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Outstanding
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50-55 points
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Exceeds Expectations
39-49 points
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TOTAL EVALUATION SCORE
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Meets Expectations
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30-38 points
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Below Expectations
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22-29 points
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Unsatisfactory
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21 or below
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Required Signatures
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If not signed, please indicate why?
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_________
___________
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___________________________ââ_________
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______________
______
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_________
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Employee Signature Date
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Reviewer signature
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Date
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____________________________________
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I have read and acknowledged this to be a fair appraisal of my performance during review period.
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______________
______________________
______________________
Department Head Signature
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______
Date
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VERDE REALTY
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VERDE REALTY
� INCLUDEPICTURE “cid:image002 @01C43730.7E94DEE0” \* MERGEFORMATINET ���
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