Sample Performance Appraisal Form

STAFF PERFORMANCE APPRAISAL FORM (SUPERVISORY ROLE)Appraisal Period From: Click here to

enter a date.To: Click here to enter

a date.Review date Click here to

enter a date.Employee name: Select name. Employee number:

Designation: Select Title. Department: Choose Department.

Work station: Choose work station. Mobile number:

Supervisor name: Select name. Supervisor title: Select Title.

POLICY STATEMENT AND ANNUAL PERFORMANCE APPRAISAL INSTRUCTIONSPolicy Statement

Company name is committed to Staff Development and Performance Management that contributes to development of the individual and hence of the Company. Annual performance appraisals evaluate the employee’s performance relative to the Company, departmental and position competencies and agreed performance goals and to outline any area requiring improvement or development. Performance appraisals also assess the suitability of the employee for additional responsibilities, succession planning or promotion and where applicable determine the employee’s eligibility for the purpose of salary/merit increment progression.

Annual Performance Appraisal Instructions

This performance appraisal process is designed to evaluate an employee’s performance over a specified period of time. When the process works well, the employee and his/her supervisor plan together to build on strengths and develop those areas needing improvement. During the performance appraisal session, time is set aside to:

1) Restate expectations about job responsibilities and performance standards2) Evaluate job performance against previous expectations3) Discuss future development opportunities and relate them to organizational needs

Supervisors: In evaluating an employee’s performance, you are to identify strengths and areas of performance which require improvement. You are asked to provide examples of the employee’s performance to illustrate the ratings you give. Examples based on your own observations work best. However, second hand observations are permissible if you have verified the information. Such examples clarify your message. Remember to use constructive feedback techniques. The goal is to increase performance, so feedback needs to be carefully presented so that it is internalized and acted on. Ensure that you are recognizing strengths and achievements, and not just documenting opportunities for improvement. Similarly, provide even your strongest employees with ideas for areas where they can grow.

Employees: The more involved you are in the performance appraisal session, the more effective the process is likely to be. Be prepared by collecting evidences of your comments as you have filled the appraisal form. Consider performance over the entire year, reviewing documented feedback, goals and objectives and other sources of performance information.

MANASE GEOFREY - +255 785 65 2949. [email protected] DESIGNED SEPTEMBER 21, 2015 1

name of the company – ANNUAL performance appraisal (review) form





The performance appraisal process should include the following steps:

The employee completes the blue-shaded items in this form and provides the form in soft-copy to their supervisor at least 2 weeks before the planned meeting date.

The supervisor then completes the green-shaded items in this form, without editing the employee’s content in the blue-shaded areas. The feedback should take into account the employee’s self-review, any third party input, the job description, documented objectives, feedback documented over the course of the year, and other sources of information. Supervisors may also find it helpful to access previous reviews and the competency and performance management reference documents.

The employee and their supervisor meet to discuss the review, and edit the form (with objectives, learning plans, additional notes, etc.) after that meeting.

The review form is signed by the employee and their supervisor, and then by the next line of management.

Provide copy of signed Staff Performance Appraisal to employee. Provide signed Staff Performance Appraisal in the Human Resource Department to be kept in the

employee’s personnel file.

MAJOR RESPONSIBILITIES (This is what the employee does)

This section is all about what the employee contributed last year and in the sections that follow you will also provide feedback on how the employee contributed. This section of the Performance Review form is used to record the three to five major activities or goals that the employee is responsible for in their job as well as the evaluation criteria for these. The major activities typically reflect duties described in the job description and/or performance goals. Evaluation criteria encompass such standards as impact, timeliness, cost effectiveness, client satisfaction, accuracy, consistency, etc. During regular review period, the manager and staff member are encouraged to review progress in meeting identified goals or activities, and may decide to revise, add, or delete any of these in order to best meet changing organizational needs.

Employee: Enter information for each of your objectives for the past year, including both the objective and the measures as agreed to with your supervisor. Include any updates/changes that were agreed to over the course of the year. Provide comments on the results achieved as well as any important context.

Supervisor: Review the information provided by the employee. Add comments on achievement and results, context and challenges, and/or feedback for the employee. Provide a rating for achievement against each objective (substantiated by your comments). Provide an overall rating. The overall rating should be a summary, informed by your judgment of the relative importance of each objective, the results achieved, and the context; it is not necessarily an “average” of the ratings for each objective.

Performance Ratings:

Outstanding Consistently far exceeds expectations.







Above Expectations Consistently meets and frequently exceeds expectationsMeets Expectations Consistently meets and occasionally exceeds expectations. Below Expectations Occasionally fails to meet expectations. Improved performance by the next

appraisal period is needed.Needs Improvement Frequently fails to meet expectations. Immediately improvement is needed.

Objectives/Goals Performance Standards/Measures

1. Employee click here to enter agreed objective number one.

Employee click here to enter agreed performance standard for objective number one.

Employee click here to enter your comments on the results or achievements on objective number one.

Supervisor click here to enter your comments about employee’s results or achievements on objective number one.

-Performance Rate-

2. Employee click here to enter agreed objective number two.

Employee click here to enter agreed performance standard for objective number two.

Employee click here to enter your comments on the results or achievements on objective number two.

Supervisor click here to enter your comments about employee’s results or achievements on objective number two.

-Performance Rate-

3. Employee click here to enter agreed objective number three.

Employee click here to enter agreed performance standard for objective number three.

Employee click here to enter your comments on the results or achievements on objective number three.

Supervisor click here to enter your comments about employee’s results or achievements on objective number three.

-Performance Rate-

4. Employee click here to enter agreed objective number four.

Employee click here to enter agreed performance standard for objective number four.







Employee click here to enter your comments on the results or achievements on objective number four.

Supervisor click here to enter your comments about employee’s results or achievements on objective number four.

-Performance Rate-

5. Employee click here to enter agreed objective number five.

Employee click here to enter agreed performance standard for objective number five.

Employee click here to enter your comments on the results or achievements on objective number five.

Supervisor click here to enter your comments about employee’s results or achievements on objective number four.

-Performance Rate-

Supervisor click here to enter your overall summary or comments on Employee’s major responsibilities.

-Performance Rate-

Performance Competencies and Organizational Values (Skills and behaviors) This section is about how the employee contributed last year and how the employee’s behaviours align with the Company name competencies and organizational values. At the beginning of the review period, the manager and employee are responsible for reaching a shared understanding of the key skills and behaviors as they relate to the individual’s job description. While the employee will be evaluating him or herself regarding the key skills and behaviors, the manager is ultimately responsible for assessing the staff member’s performance against the agreed upon performance expectations and reviewing the assessment with the individual.

Employees: Provide your comments on the behaviors you demonstrate under each competency. Provide examples where possible.

Supervisors: Review the information provided by the employee and provide your feedback. Select the level of each competency demonstrated by the employee.Ensure that your comments cover:







Examples of behaviours supporting your rating; Any measures or evidence linked to these competencies (such as the extent to which a

manager completes high quality performance reviews for staff, or effective budget/variance management);

Particular strengths, specifically relating to competencies; Opportunities for improvement (phrased as constructive feedback) specifically relating to

competencies; and Whether, on the whole, the employee is displaying the target level (or higher) for each

competency. Note: Ensure that you are recognizing strengths and achievements, and not just documenting opportunities for improvement. Similarly, provide even your strongest employees with ideas for areas where they can grow. Remember to use Constructive Feedback techniques.

Competency/Skills Performance Measures/StandardsFunctional(Job) or Technical Knowledge/skills

Demonstrates expertise in skill and knowledge within areas relevant to one’s own function or work group. Applies knowledge and skills to meet job requirements

Applies current best practices in discipline or specialty area. Stays aware of major developments in discipline or specialty area. Recognized by customers and team members for functional

knowledge and skills. Serves as a resource for others regarding major developments in

discipline or specialty area, and facilitates sharing of methods and knowledge.

Employee click here to enter your comments on the above mentioned skill or competency.

Supervisor click here to enter your comments on the how employee demonstrated above skill or competency.

-Performance Rate--Performance Rate--Performance Rate--Performance Rate--Performance Rate-

Problem Solving and Creativity

Considers multiple sides of an issue. Weighs consequences before making final decision.

Not discouraged by ambiguous situations. Is open to new ideas and processes. Adjusts approach to achieve results.

Makes informed decisions based on available and hard to find information and addresses problems in ways that lead to innovative solutions. Utilizes information that is relevant, current and clear.

Creates new ideas and processes despite initial ambiguity of the situation; modifies approach to achieve results in changing situations.

Identifies and analyzes problems; formulates alternative solutions;







takes or recommends appropriate actions; follows up to ensure problems are resolved.


Supervisor click here to enter your comments on the how employee demonstrated above skill or competency.

-Performance Rate--Performance Rate--Performance Rate--Performance Rate--Performance Rate-

Customer service/Service to others

Dedication to meeting the expectations and requirements of internal and external customers; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect; goes above and beyond to anticipate customer circumstances, problems, needs, and expectations and respond accordingly. Follows up with customers to ensure satisfaction.

Keeps customers informed by providing status reports and progress updates as well as attending their needs on time.

Maintains supportive relationships with customers. Uses initiative to improve outcomes, processes, or measurements.

Seeks opportunities to improve the products and/or services to meet customer needs.


Supervisor click here to enter your comments on the how employee demonstrated above skill or competency

-Performance Rate--Performance Rate--Performance Rate--Performance Rate-

Quality of work Accurately and carefully follows process/procedures for completing work. The work is smart and attractive.

Ensures a high-quality output of work (resulting in minimal acceptable/zero errors)

Attentive to all details and aspects of a job or process to ensure a complete, high quality output.



-Performance Rate-

-Performance Rate-

-Performance Rate-Communication and Is able to effectively communicate and to influence others in order to







interpersonal skills meet organizational goals; shares information openly; relates well to all kinds of people; is able to speak well and write effectively. Encourages direct reports to communicate consistently, clearly and professionally.

Uses diplomacy and tact; can diffuse high-tension situations comfortably.

Listens carefully to others, asks questions for clarification, and ensures message is understood.

Tailors communication style to the needs of each situation and audience.




Time and Task Management Adheres to work schedule and stays productive and focused on assigned tasks during work hours, absences are minimized and follows work unit rules for time and attendance.

Completes required volume of work by established deadlines and sufficiently prioritizes tasks and organizes work flows. Adapts to work changes and re-prioritizes appropriately.

Provides sufficient updates to supervisor and other relevant parties on the status of assigned work. Appropriately escalates work concerns to management when warranted.

Does not require an excessive degree of oversight or correction. Does not place an undue burden on supervisor or colleagues to complete assigned tasks.




Commitment, accountability and reliability

Demonstrates patience and dedicated to achieve organizational goals with available resources even in the challenging environments.

Demonstrates firm attitude and willingness to take time and energy to develop the company and attain excellence in the career and professional development.

Provide reasonable account for his/her activities, accept responsibility for them, and disclose the results in a transparent manner. It also includes the responsibility for money or other entrusted properties.







Proves to be reliable, dependable, predictable and trustworthy to discharge duties in the job description or any other assigned and accepted job as for accuracy, speed, honesty and achievement.




Integrity and Ethics Behaves and expresses oneself in an open and honest manner; is consistent in all cases with what he/she says and does; appropriately handles difficult situations.

Dedicated to uphold oneself to consistently moral and professional ethical standards; having strong moral principles and moral uprightness.

Seeks updated professional ethical standards and knowledge.



-Performance Rate-

-Performance Rate-

-Performance Rate-Respect Treats all customers, suppliers and employees with dignity, equality

and consideration and committed to foster environment of diversity that respects and appreciates individual differences.

Regards company properties and environment with acceptable esteem.

Cultivate a behavior that increase and protect company’s reputation. Employee click here to enter your comments on the above mentioned skill or competency.


-Performance Rate-

-Performance Rate-

-Performance Rate-Teamwork/Collaboration Shares information, knowledge and resources with others to promote

positive and collaborative work relationships. Work with internal and external clients as a team.

Willingness and positively receive help, correction, instruction and







improvement Willingness to help others when asked. Attitude to seek and identify opportunity to help and develop others

even when not asked. Employee click here to enter your comments on the above mentioned skill or competency.



EMPLOYEE DISCUSION QUESTIONSThis section is to be filled with the employee. Supervisor will review the answers and discuss them with the employee during performance review meeting. Aim is to allow supervisor to get deep and broader position of employee in regard to job or his/her career; with the aim to facilitate and boost professional development of the employee.1. Has the past year been good/bad/satisfactory or otherwise for you, and why?

Employee click here to enter your answer in respect to the above question.

2. What do you consider to be your most important achievements of the past year? Employee click here to enter your answer in respect to the above question.

3. What do you like and dislike about working for this Company?


4. What elements of your job do you find most difficult?


5. What elements of your job interest you the most?








6. What do you consider to be your most important aims and tasks in the next year?


7. What action could be taken to improve your performance in your current position by you, and your boss? (This can be as simple as reading a book, serving on a team, observing someone who does it well, asking for feedback on a behavior that you’re trying to change, etc.)


8. What sort of training/experiences would benefit you in the next year? Not just job-skills - also your natural strengths and personal passions you'd like to develop - you and your work can benefit from these.


Supervisor click here to enter your overall summary or comments on Employee’s in respect to competencies or answers to discussion questions.

-Performance Rate-

SETTING GOALS FOR THE NEXT YEAR (REVIEW PERIOD)This section is to be completed by the employee and then discussed and agreed upon with the manager or supervisor. Identify objectives that will be undertaken in this coming year, along with measures, and an appropriate timeline and completion date for each objective. When describing the measures, be sure to consider how you will measure achievement for each objective at the Year End Performance Review. Keep in mind that during the review period, goals and evaluation criteria may be revised, added, or deleted in order to best meet changing organizational needs. The measures for each objective should be specific, observable, and indicate progress or final objective completion.

When identifying objectives, remember to write them as SMARTER goals. Objectives should be:

Specific (specify a single result that is precise and observable) Measurable (written in observable terms specifying a quantifiable desired outcome where possible); Achievable (realistic and attainable, but represents an appropriate level of challenge)







Relevant (directly related to the employee’s responsibilities and within his/her control) Time-based (time limited and progress towards the desired outcome can be reported) Ethical (that respect and meet ethical standards) Recorded (Goals, executions process and achievement should be recorded)

Objective Measures/Standards Timeline (Deadline)1. Employee click here to enter

objective number one for the next review period.

Employee click here to enter measures or standard of the objective one.

Employee click here to enter deadline to

accomplish objective one.

2. Employee click here to enter objective number two for the next review period.

Employee click here to enter measures or standard of the objective two.


accomplish objective two.

3. Employee click here to enter objective number three for the next review period.

Employee click here to enter measures or standard of the objective three.


accomplish objective three.

4. Employee click here to enter objective number four for the next review period.

Employee click here to enter measures or standard of the objective four.


accomplish objective four.

5. Employee click here to enter objective number five for the next review period.

Employee click here to enter measures or standard of the objective five.


accomplish objective five.

GROWTH AND DEVELOPMENT PLAN







This section is to be completed by employee, discussed and agreed upon with the supervisor. Identify the learning goals and associated key learning activities, appropriate timeline, and completion date. The goals you create should be SMARTER goals (Specific, Measureable, Achievable, Relevant, Time-based, Ethical and Recorded), and remember to focus on a few areas where further development can have a more significant impact on the employee’s performance.

Learning Goals: Identify the skills and competencies that will be the focus of learning for the upcoming year. When identifying a goal, think of the desired expected learning or final outcome.

Type of learning goal: Identify whether a goal is Operational (Op) or Developmental (Dev) in nature.

Operational goals: On-the-job training and/or classroom training that enables trainees to acquire the knowledge & skills necessary to reach the level of proficiency required to perform the full duties of a position.

Developmental: Any learning activity to improve abilities, capabilities, competencies and attitudes in order to meet corporate needs.

Key Learning Activities: Identify how the learning will take place. For example: specific developmental assignments, special projects, coaching/mentoring, acting assignments, reading, video, job shadow, classroom training, etc.

Timeline and Goal Completion Date: Identify when the specific learning activities will take place and estimate a completion date for each learning goal.

Learning goalsType Proposed Learning Strategy

Op Dev Learning Activities Timeline (Completion date)1. Employee click here to

enter learning objective one.

Employee click here to enter learning activities for objective one.

Employee click here to enter completion date for learning

objective one.2. Employee click here to

enter learning objective two.

Employee click here to enter learning activities for objective two.


objective two.3. Employee click here to

enter learning objective three.

Employee click here to enter learning activities for objective three.


objective three.4. Employee click here to

enter learning objective four.

Employee click here to enter learning activities for objective four.


objective four.5. Employee click here to

enter learning objective five.

Employee click here to enter learning activities for objective five.


objective five.SIGNATURES

For Employee:







I acknowledge that I have received the review feedback, and that I have had the opportunity to share my perspective. I understand the Objectives and Learning Plan. By signing this form, I confirm that I have discussed my review in detail with my supervisor. Signing this form does not necessarily indicate that you agree with the evaluation.

Signature: Date: Click here to enter a date.

Name: Select name. Title: Select Title.For Supervisor:I have discussed the contents of this Performance Plan – Year-End Performance Review with the employee in a review meeting and stand behind this review and my feedback. I will provide ongoing performance feedback to the employee and regularly review progress with the employee. I agree to and support the proposed Objectives and Learning Plan


Name: Select name. Title: Select Title.For Next Line of Management:

To enter comments from next line of management click here.


Name: Select name. Title: Select Title.

“Failure to plan, is to plan to failure”

Note: In case of any query related to Performance Review or Human Resource in general you can at any time seek information from Human Resource Department. Human Resource Department is fully committed to provide support to individual professional development and the company at large.

Human Resource Department Operating Principles

We include and excel together We imagine and innovate We focus on services We are accountable to each other

We simplify



Documents

Sample Performance Appraisal Form