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Performance Review Template

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Performance Review Template
Purpose

This template has been designed to assist you with gathering measurable feedback
rega...
Section 8 – Professional Development Plan

Employee Name:


Manager Name:


Title:


Review Date:


For Period:



Section...
Initiative #2 -




Section 2 – Accomplishments and Obstacles

Document accomplishments and discuss the impact these had o...
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Performance Review Template

  1. 1. Performance Review Template Purpose This template has been designed to assist you with gathering measurable feedback regarding an employee’s past performance, attitude, and ability to do their job. Completing performance reviews on a regular basis is essential for maintaining motivation, assessing department capabilities, and managing your staff effectively. Managers who do not complete performance reviews or deal with performance issues reduce employee morale, decrease credibility of management, diminish organizational effectiveness, and contribute to increased costs for resources. Have reviews completed by the employee (self-review), their immediate team members who work with them on a regular basis, and the department manager. Scope of Review Use a standardized review form with which both you and your employees can become familiar. When filling the performance dimensions to be assessed, include responsibilities from the job description, any assigned goals from the strategic plan, as well as needed skills and behaviors for the defined job/role. Use the following standard review form for all employee evaluations. Following is a description of each of the major sections that comprise the employee review. Section 1 – Overview of Previous Quarter Section 2 – Accomplishments and Obstacles Section 3 – Strengths and Opportunities Section 4 – Goals, Targets and Action Items Section 5 – Suggestions for Organizational Improvement Section 6 – Competency Self-Evaluation Section 7 – Competency Manager-Evaluation of Employee
  2. 2. Section 8 – Professional Development Plan Employee Name: Manager Name: Title: Review Date: For Period: Section 1 – Overview of Previous Quarter Goals, Targets, and Action Items Objective #1 - Objective #2 - Objective #3 - Objective #4 - Programs and Initiatives KPIs and Action Items Target Timeframes Program #1 - Program #2 - Initiative #1 -
  3. 3. Initiative #2 - Section 2 – Accomplishments and Obstacles Document accomplishments and discuss the impact these had on the organization. Key Accomplishments for This Review Period Accomplishment 1: Accomplishment 2: Accomplishment 3: Document any obstacles that stood in the way of your objectives. Discuss any added responsibilities that had an impact on established objectives and expected results. Also, indicate how did these results and contributions supported organizational goals? Obstacles for This Review Period
  4. 4. Obstacle 1: Obstacle 2: Obstacle 3: Section 3 – Strengths & Opportunities Summarize the top three strengths and opportunities that need to be focused on. Be sure to consider the following questions: 1. Which strengths were instrumental in helping to achieve goals and results? 2. Which strengths are most important for achieving results next year? 3. Are there ways the employee can build on these key strengths? 4. Which improvements are critical to the employee’s ability to meet objectives? 5. What improvements have the employee’s manager, co-workers, or customers identified during the year? Strengths: 1. Strength 1 2. Strength 2 3. Strength 3 Opportunities:
  5. 5. 1. Opportunity 1 2. Opportunity 2 3. Opportunity 3 Section 4 – Goals, Targets and Action Items for Upcoming Quarter Goals, Targets, and Action Items Objective #1 - Objective #2 - Objective #3 - Objective #4 - Programs and Initiatives KPIs and Action Items Target Timeframes Program #1 - Program #2 - Initiative #1 -
  6. 6. Initiative #2 - Section 5 – Suggestions for Organizational Improvement Document any ideas you have that could improve our department’s processes and procedures. If possible, demonstrate the impact these enhancements would have. Be sure to consider the following questions: 1. Are there organizational processes/procedures that reduce the employee’s effectiveness in meeting objectives? If so, what changes are suggested? 2. Are there any suggestions for improving team collaboration? 3. Are there any ideas on improving customer focus and service? Suggestions:
  7. 7. Section 6 – Competency Self-Evaluation Following are series of questions that have been designed to evaluate the behavior, skills, and attitude that our organization regards as critical for us to reach our individual, department, and corporate goals. 1 EMPLOYEE NEEDS TO FOCUS HEAVILY TO MEET EXPECTATIONS 2 EMPLOYEE NEEDS TO REFINE FOCUS TO MEET EXPECTATIONS 3 EMPLOYEE CONSISTENTLY MEETS EXPECTATIONS 4 EMPLOYEE MEETS AND FREQUENTLY EXCEEDS EXPECTATIONS Performance Level Definitions Following are examples that will help you build a customized template for each job/role within your department. Feel free to modify these competencies as needed to ensure you are accurately assessing the key areas for your company. Please provide a rating for each section based on the following criteria: Behaviors (examples) Displays Leadership Is recognized by peers as a leader. Leads through change and adversity. 1 2 3 4 Establishes clear focus, direction. Motivates and encourages others.
  8. 8. Takes Initiative Tackles problems and takes risks. Seeks out new responsibilities & generates innovative ideas. 1 2 3 4 Recognizes and acts on opportunities. Broadly defines responsibilities. Cares About Quality Is attentive to detail and accuracy. Looks for improvements continuously. 1 2 3 4 Finds root cause of quality problems. Owns/acts on quality problems. Strives for Results Manages a fair workload. Takes on additional responsibilities as needed. 1 2 3 4 Manages priorities and time well. Develops and follows work procedures. Communicates Effectively Communicates well both verbally and in writing. Produces accurate and punctual reports. 1 2 3 4 Uses effective listening skills. Promotes candid and open atmosphere. Creates Effective Relationships
  9. 9. Builds strong relationships. Is flexible/open-minded. 1 2 3 4 Solicits performance feedback & handles constructive criticism. Works well with others. Shows Dependability Sets high personal standards & meets commitments. Works independently & accepts accountability. 1 2 3 4 Stays focused under pressure. Meets attendance requirements & completes work. Problem Solving Breaks down problems into smaller components. Can simplify and process complex issues. 1 2 3 4 Understands the difference between critical and unimportant details Considers multiple solutions & expertly handles obstacles. Planning & Goal Setting Develops challenging, yet realistic plans. Aligns plans with company goals. 1 2 3 4 Plans for and manages resources. Balances short- and long-term goals. Example Behaviors
  10. 10. Criteria 1 Criteria 2 1 2 3 4 Criteria 3 Criteria 4 Example Behaviors Criteria 1 Criteria 2 1 2 3 4 Criteria 3 Criteria 4 Skills (examples) Consult your job descriptions and add the required skills into these competency areas. You will certainly have to customize this section for the various roles within your department. Following are a few examples for an intermediate marketing manager. Sales Knowledge & Experience Understands the buying cycle and sales process. Able to promote company effectively. 1 2 3 4 Knows how to use internal CRM system. Develops collateral/content that is used by sales team. Online Campaign Management
  11. 11. Manages campaigns across multiple online channels. Understands affiliate and partnership strategies. 1 2 3 4 Can effectively measure results of campaign investment. Employs search engine optimization techniques. Measurement & Analytics Has ability to measure results of marketing initiatives. Contributes to formulation of marketing dashboard & reports. 1 2 3 4 Is able to predict revenues based on past results & current efforts. Can effectively demonstrate business case/ROI for investments. Communications Management Effectively determines needs of key internal/external stakeholders. Provides information to project stakeholders in a timely manner. Collects and disseminates information. This includes status reporting, progress 1 2 3 4 measurement and forecasting. Clear, concise speaker who communicates in required languages. Example Skills Criteria 1 Criteria 2 1 2 3 4 Criteria 3 Criteria 4 Section 7 – Competency Manager-Evaluation of Employee
  12. 12. Following are examples that will help you build a customized template for each job/role within your department. Feel free to modify these competencies as needed to ensure you are accurately assessing the key areas for your company. Please provide a rating for each section based on the following criteria: Behaviors (examples) Displays Leadership Is recognized by peers as a leader. Leads through change and adversity. 1 2 3 4 Establishes clear focus, direction. Motivates and encourages others. Takes Initiative Tackles problems and takes risks. Seeks out new responsibilities & generates innovative ideas. 1 2 3 4 Recognizes and acts on opportunities. Broadly defines responsibilities. Cares About Quality Is attentive to detail and accuracy. Looks for improvements continuously. 1 2 3 4 Finds root cause of quality problems. Owns/acts on quality problems. Strives for Results
  13. 13. Manages a fair workload. Takes on additional responsibilities as needed. 1 2 3 4 Manages priorities and time well. Develops and follows work procedures. Communicates Effectively Communicates well both verbally and in writing. Produces accurate and punctual reports. 1 2 3 4 Uses effective listening skills. Promotes candid and open atmosphere. Creates Effective Relationships Builds strong relationships. Is flexible/open-minded. 1 2 3 4 Solicits performance feedback & handles constructive criticism. Works well with others. Shows Dependability Sets high personal standards & meets commitments. Works independently & accepts accountability. 1 2 3 4 Stays focused under pressure. Meets attendance requirements & completes work. Problem Solving
  14. 14. Breaks down problems into smaller components. Can simplify and process complex issues. 1 2 3 4 Understands the difference between critical and unimportant details Considers multiple solutions & expertly handles obstacles. Planning & Goal Setting Develops challenging, yet realistic plans. Aligns plans with company goals. 1 2 3 4 Plans for and manages resources. Balances short- and long-term goals. Example Behaviors Criteria 1 Criteria 2 1 2 3 4 Criteria 3 Criteria 4 Example Behaviors Criteria 1 Criteria 2 1 2 3 4 Criteria 3 Criteria 4 Skills (examples) Consult your job descriptions and add the required skills into these competency areas. You will certainly have to customize this section for the various roles within your department. Following are a few examples for an intermediate marketing manager.
  15. 15. Sales Knowledge & Experience Understands the buying cycle and sales process. Able to promote company effectively. 1 2 3 4 Knows how to use internal CRM system. Develops collateral/content that is used by sales team. Online Campaign Management Manages campaigns across multiple online channels. Understands affiliate and partnership strategies. 1 2 3 4 Can effectively measure results of campaign investment. Employs search engine optimization techniques. Measurement & Analytics Has ability to measure results of marketing initiatives. Contributes to formulation of marketing dashboard & reports. 1 2 3 4 Is able to predict revenues based on past results & current efforts. Can effectively demonstrate business case/ROI for investments. Communications Management Effectively determines needs of key internal/external stakeholders. Provides information to project stakeholders in a timely manner. Collects and disseminates information. This includes status reporting, progress 1 2 3 4 measurement and forecasting. Clear, concise speaker who communicates in required languages.
  16. 16. Example Skills Criteria 1 Criteria 2 1 2 3 4 Criteria 3 Criteria 4 Section 8 – Professional Development Plan This section should be completed once the employee and manager have agreed upon desired areas for improvement. Be sure your professional development plan is linked to the upcoming department goals & objectives. Your development plan should include specific development objectives, related activities to support knowledge & skill growth, and measures & timeframes for completion. Employee Development Plan: Developmental Objective 1: Developmental Objective 2: Developmental Objective 3: Thank you for completing this Performance Review. By assessing past performance and evaluating future organizational development needs, we are demonstrating our commitment to professional growth and success.
  17. 17. By signing, you agree to focus on your strengths and opportunities to develop further. Additionally, we agree to include your suggestions for process improvement. Employee Name: Manager Name: Employee Signature: Manager Signature: Review Date: Review Date:

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