Greg,
I am! I have a good time every day. I love it when you post, that makes my day. In the organizational structure that you mention I am too far removed from your box to be your boss. I would rather employ you as my direct report. Here is your first task: SELF EVALUATION
Performance Evaluation Form
1 = Needs Development (N)
2 = Meets Expectations (M)
3 = Meets Most Expectations, Exceeds Some Expectations (M+)
4 = Exceeds Expectations (E)
Employee Name: Greg Mann Date: February 10,2009
Section 1: Self Development or Development of Others:
Objectives (Work or Behavior) N M M + E
1. Has the employee taken steps for self-improvement (University classwork, field specific training, or seminars)? 1 2 3 4
2. As a manager, did he/she hold regular staff meetings to communicate priorities and address issues?
Or, did the employee contribute in staff meetings conducted by his/her manager and contribute toward the departmental/company objectives? 1 2 3 4
3. As a manager, did the employee provide regular feedback to their employees around agreed upon objectives? 1 2 3 4
4. When considering the interpersonal and professional behavior of the individual, is the employee a role model to others in the company? 1 2 3 4
5. (Optional: Department objective) 1 2 3 4
6. (Optional: Department objective) 1 2 3 4
Comments:
Section 2: Continuous Improvement:
Objectives (Work or Behavior) N M M + E
1. Does the employee operate in a collaborative manner with their peers and other departments? 1 2 3 4
2. Does the employee seek out best practices to perform their function? 1 2 3 4
3. Has this employee improved at least one process in their area of responsibility this year? 1 2 3 4
4. Would this employee’s peers or co-workers consider them an advocate of continuous improvement? (use of lean practices, continuous improvement) 1 2 3 4
5. (Optional: Department objective) 1 2 3 4
6. (Optional: Department objective) 1 2 3 4
Comments:
Section 3: Innovation:
Objectives (Work or Behavior) N M M + E
1. Does this person encourage initiation, implementation, and/or development of new ideas, products, processes or services to create a competitive advantage? 1 2 3 4
2. Does the employee challenge the status quo through innovative thinking and offering new ideas? 1 2 3 4
3. Has this person offered or suggested an innovative idea around a product, process, or service? 1 2 3 4
4. As a manager, does this person encourage others to think creatively and support an environment where new ideas and concepts are embraced? 1 2 3 4
5. (Optional: Department objective) 1 2 3 4
6. (Optional: Department objective) 1 2 3 4
Comments:
Section 4: Quality and Safety:
Objectives (Work or Behavior) N M M + E
1. Does the employee understand the needs of their respective customer(s)? 1 2 3 4
2. Does the employee hold themselves to the highest level of quality standard in the work they do? 1 2 3 4
3. As a manager, does the employee clearly communicate the importance of quality in their area of responsibility? 1 2 3 4
4. As a manager, does the employee clearly communicate the importance of a safe work environment in their work place? 1 2 3 4
5. Does the employee respect the importance of safety and operate in a safe manner? 1 2 3 4
6. (Optional: Department objective) 1 2 3 4
Comments:
Calculation: (Above Sections 1 through 4)
Sub Total: Average (total points divided by the number of questions answered)
Section 5: Department Specific Evaluation Calculation (Department Metrics/Scorecard)
Attach individual department evaluation. Determine Score for this section on a scale of 1 to 4.
Sub Total: (Total points divided by number of objectives measured.)
Overall Total: (50% weighting for each Sub Total = Overall Total.)
Section 6: Career Development
Career Objectives:
o What are the employee’s short and long term career objectives?
Manager Comments:
Action Plan, Training and Development:
o Employee suggested action plan items for the next calendar year.
Manager Comments:
Next Performance Review specifics:
o Manager/Employee follow up dates.
Signatures:
Employee: Date:
Manager: Date:
