Full Text
File: cop\evalform.doc March 1996 ; revised January 2000 EMPLOYEE EVALUATION FORM EMPLOYEE NAME (Last, First) SUPERVISOR DEPARTMENT/DIVISION Date of This Review: Regular Review Date of Hire: New Hire/Probation/Trial Service Period of This Review: Special (Define): to DIRECTIONS FOR USE OF THIS FORM: The purpose of this form is to provide a communication tool and to establish consistency for evaluating employee performance. At the beginning of each evaluation period, the employee and his/her supervisor shall meet to review the job description and to write specific job duties on page two, and goals on page three for the upcoming evaluation period. At the end of the evaluation period, the supervisor will complete the evaluation form. The supervisor may ask for comment and input from the employee prior to completing the evaluation form. Use the following definitions for rating categories on pages two and three: Exceeds Expectations - Superior performance that surpasses what is expected a majority of the time. Employee has exceeded all goals and performance standards established for this review period. Meets Expectations - Competent day-to-day performance is attained and any shortcomings are generally balanced by some superior performance characteristics. Employee has fully achieved all goals and performance standards established for this review period. Does Not Meet Expectations - Day-to-day performance shows significant limitations and definite need for improvement is noted. Employee has not fully met the goals and performance standards established for this review period. The supervisor and department director will meet to discuss the employee’s evaluation and the recommended action which will be presented by the director to the City Manager and Human Resources Manager for confirmation. After the evaluation form is signed by the City Manager, the supervisor and employee will meet to discuss the evaluation and to set goals for the next evaluation period. SUPERVISOR DATE DIRECTOR/MANAGER DATE HUMAN RESOURCES DIRECTOR DATE CITY MANAGER DATE I have reviewed this evaluation. My signature does not necessarily mean I agree with the evaluation. EMPLOYEE DATE ---PAGE BREAK--- EMPLOYEE EVALUATION FORM Page 2 AREAS OF RESPONSIBILITY List the primary responsibilities of this position in order of importance during the goal setting session; then rate current performance of these responsibilities. Responsibility:: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: Responsibility:: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: Responsibility: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: Responsibility: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: Responsibility: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: ---PAGE BREAK--- EMPLOYEE EVALUATION FORM Page 3 GOALS AND OBJECTIVES List goals and objectives in order of importance during the goal setting session; then rate achievement of each goal or objective. Be specific in listing objectives to be completed and results desired. Goals & Objectives: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: Goals & Objectives: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: Goals & Objectives: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: Goals & Objectives: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: Goals & Objectives: Exceeds Expectations Meets Expectations Does not meet expectations Explanation of Rating: ---PAGE BREAK--- EMPLOYEE EVALUATION FORM Page 4 PERFORMANCE AND PROFESSIONAL STANDARDS USE OF RESOURCES, TIME AND EQUIPMENT: How efficiently does employee use available resources? Could time and equipment be utilized more effectively? Are deadlines met? RULES, POLICIES, AND REGULATIONS: Does employee comply with stated rules and policies? Are work areas kept free from hazards? Is equipment used safely and according to safety regulations? INTERPERSONAL RELATIONS, TEAMWORK, AND COMMUNICATIONS: Does employee work effectively with teams to accomplish departmental goals? Is written and verbal communication clear and concise? Is necessary information shared with supervisor and co-workers? PUBLIC RELATIONS AND CUSTOMER SERVICE: Are courtesy and professionalism shown in all situations? Does the employee take extra steps when appropriate to assist customers? Based on the achievements of goals and the performance review, I am recommending the following: Employee has achieved all goals and performance standards established for this review period. If employee is not at top pay step, employee will advance to next step. If employee is at top pay step, there will be no adjustment in pay. Employee has not fully met the goals and performance standards established for this review period. Supervisor and employee will review the goals and performance standards again in six months. Performance pay to be evaluated at the next annual review. PERFORMANCE SUMMARY Summarize whether or not the employee met the job responsibilities, goals and performance standards on pages two through four. Use specific examples of achievements and areas needing improvement to justify rating.