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Exceptional Well-versed on unusual and complex aspects of job. Performs well above accepted standards; uses initiative. Reasonably good knowledge. Not an expert but generally knows what to do and how to do it. Satisfactory; improvement or training needed. Lacks knowledge and understanding. Requires frequent help on routine problems. Must improve. 2. PERFORMANCE LEVEL. Is work accurate and thorough? Exceptional Work always thorough and accurate. Performs above average. Never repeats mistakes. Work usually acceptable; seldom needs major redoing. Seldom repeats mistakes. Satisfactory but improvement desired. Work frequently incomplete or unsatisfactory or needs to be done over. Often repeats mistakes. Comments: Name: Date of Employment: Date: Department: Anniv. Date: Date of Last A ppraisal: Present Assignment: Time in Present Assignment: Evaluation Points 1. KNOWLEDGE OF WORK. Does employee follow procedures, techniques, instructions, etc. needed do the present job? Does employee know how to locate information or instruction? Greene County Employee Performance Appraisal Review Present Salary and Step: Proposed Salary and Step: Education or Training Since Last Appraisal: Reason for Appraisal: Last Evaluation Score: Merit Increase (warranted with score of 60 and above): Listed below are traits, abilities and characteristics descriptive of job performance. Place an next to the descriptive phrase which most nearly describes the employee being rated. Page 1 of 6 ---PAGE BREAK--- 3. QUANTITY OF WORK. Does employee do an acceptable amount of work in one day? Exceptional Does work in excess of assigned. Helps others. Industrious; does more than required. Volume of work is acceptable. Does just enough to get by. Does not meet minimum requirements or do assigned share. Comments: 4. PHYSICAL FITNESS. Does employee have the stamina to work consistently with only moderate Excellent Tires easily and requires frequent rest. Comments: fatigue? Is employee physically alert and energetic? Good health; never tires. Able to perform under various conditions. Energetic; seldom tires. Meets physical and job requirements to do the job satisfactorily. Frequently tires and slows down. Improvement desired. 5. DEPENDABILITY. Can employee carry out an assignment and take care of duties without supervision? Completely trustworthy; carries out responsibilities. Requires minimum supervision. Is reliable. Comments: Exceptional Usually takes care of assigned tasks but needs supervision. Needs prompting to get work done. Improvement desired. Forgetful and unreliable. Cannot be counted on to carry out assigned tasks. Poor attendance and/or tardiness. 6. COOPERATION. Does employee get along well with others? Is employee sensitive to other's views and feelings? supervisors and co-workers. Comments: Exceptional Real team worker. Goes out of way to be constructive and helpful. Genuinely considerate of Gets along well. Works harmoniously with co-workers. Generally cooperative. Rarely annoys others or causes friction. Has difficulty with some co-workers. Insensitive to feelings of others. Troublemaker; discourteous. Unwilling to share workload. Page 2 of 6 ---PAGE BREAK--- 7. ATTITUDE: Amount of interest and enthusiasm in work and related activities. Has made effort at self-improvement or advancement? and improve. Comments: Exceptional Reasonably conscientious; enthusiastic. Needs to be pushed and prodded. Does job assignments routinely with supervision.. No lasting interest. Satisfied with "get by." Objects to or resists doing work not specifically Sustains motivation to do best possible job. Eager to do more than assigned share, to learn Has considerable interest in work. Seeks information to learn more. defined. 8. WORK HABITS: Is employee's work orderly? Is employee prompt? Does employee put tools Sustains motivation to do best possible job. Eager to do more than assigned share, to learn and improve. Comments: Exceptional Reasonably conscientious; enthusiastic. Needs to be pushed and prodded. Does job assignments routinely with supervision.. No lasting interest. Satisfied with "get by." Objects to or resists doing work not specifically Has considerable interest in work. Seeks information to learn more. defined. away? Is employee organized? Is equipment properly used and maintained? 9. JUDGEMENT: Does employee have ability to make good decisions, use of work leaves, emergencies; very safety-conscious. Comments: Exceptional Usually demonstrates sound judgment and responsibility; can make independent decisions; safety precautions? Does employee plan ahead well? Evidences excellent and responsible judgment and initiative in dealing with problems and observes all safety policies. Has limited ability to make sound, independent decisions and does so with guidance and counseling; needs reminding on safety regulations. Often makes rash judgments, acting hastily, ignores safety policies and reminders. Generally makes sound decisions and uses common sense in situations of moderate difficulty; observes basic safety regulations. Page 3 of 6 ---PAGE BREAK--- 10. PERSONALITY: Is employee courteous? Does employee make a good appearance? Are Open, friendly personality; sensitive, considerate of co-workers and/or public. Comments: Exceptional behavior characteristics acceptable? Polite and courteous. Gets along well with others. Adequate. Meets minimum standards of acceptability. Indifferent. Does not actively seek company of other people. Rude, slovenly. Creates tension for co-workers and/or has difficulty in dealing with the public. 11. ATTENDANCE: Is employee regularly on the job and prompt? Comments: Very prompt and regular in attendance. Lax in attendance and/or reporting for work on time. Excellent Always regular and prompt. Usually present and on time. Often absent without good excuse and/or frequently reports for work late. EMPLOYEE EVALUATION SCORE: Page 4 of 6 ---PAGE BREAK--- EMPLOYEE DEVELOPMENT* Future Goals: How well were past goals accomplished?: What formal training or other activity do you recommend? Employee comments: The purpose of the Employee Development Section is to assist and benefit employees in their job performance and/or career development. It shall be the responsibility of the supervisor to offer such assistance to each employee, although acceptance on the part of the employee is to be voluntary. No employee is obligated to accept supervisorial assistance in the Employee Development area of the evaluation. *NOTE: Page 5 of 6 ---PAGE BREAK--- I have read the above and agree with it. I have read the above and disagree with it. Comments: Signature: Date: Signature: Date: SUPERVISOR/RATER: Title: REVIEW: The above review has been reviewed at the time of merit increase due date. SUPERVISOR/RATER: COMMENTS: Signature: Date: MANAGER: COMMENTS: Signature: Date: Page 6 of 6