What are Examples of Performance evaluation forms?
Choosing and Implementing Effective Performance Evaluation Tools for Municipal Employees
Performance evaluations can be as simple as a written summary of successes and challenges for the year, to more complex computerized systems that gather feedback from co-workers, weigh certain competencies and tie performance to compensation. Cities and towns should choose a format that works well for their needs. Regardless of the form selected, it is important that it ties directly to the work of the position, that criteria for each rating level is clearly
defined, that employees know what they are being evaluated on prior to the evaluation period beginning and that justification can be given for any rating level.
3. Governing the Municipality 89
Sample Performance Evaluation Tool #1
Employee: Position: Supervisor: Department: Date of Evaluation: Start date in position:
SECTION I -‐ GENERAL PERFORMANCE STANDARDS
Consider each standard separately. Mark an X in the appropriate box which most reflects the evaluator’s response. A substandard performance rating on any performance standard must be supported by specific comment in the space provided. Use additional sheets if necessary.
1. JOB KNOWLEDGE, SKILLS, AND ABILITIES: The employee demonstrates the knowledge, skills and abilities necessary to perform work satisfactorily.
□ Does not have the basic knowledge, skills and abilities to perform work satisfactorily.
□ Has the basic knowledge, skills, and abilities to perform work satisfactorily.
□ Has exceptional knowledge, skills, and abilities to perform work.
COMMENTS:
2. QUALITY OF WORK: The employee demonstrates accuracy, attention to detail and effectiveness in completion of work.
□ Work is sometimes inaccurate or incomplete; fails to meet departmental standards.
□ Work is usually accurate and thorough; work meets departmental standards.
□ Work is consistently of excellent quality, accuracy, and detail.
COMMENTS:
3. PRODUCTIVITY: Employee performs work with efficiency, consistency and timeliness.
□ Works slower than expected;
□ Work is of substandard consistency and timeliness.
□ Completes work on time, with consistency and efficiency;
□ Meets departmental standards.
□ Quickly completes work, often ahead of schedule; effectively prioritizes works; exceeds departmental standards.
COMMENTS:
Montana Municipal Officials Handbook 90
5. WORK RELATIONSHIPS: The employee possesses the ability to maintain effective and
productive working relationships with fellow employees, supervisors and the public.
□ Has trouble getting along with other employees, supervisors, and the public.
□ Has a generally positive approach in assisting others; maintains effective working
relationships; meets departmental standards.
□ Exceeds departmental standards; highly cooperative; works hard to promote positive work relationships.
COMMENTS:
7. SAFETY: The employee adheres to the rules and regulations to ensure safety standards are
met.
4. RELIABILITY: The employee exhibits dependability and conscientiousness in performing work and in willingness to accept responsibilities.
□ Sometimes is not dependable and conscientious in performing work;
□ Unwilling to accept responsibilities.
□ Consistently dependable and conscientious; usually accepts responsibilities; meets departmental standards.
□ Extremely dependable; follows through promptly on all tasks; accepts responsibilities; exceeds job goals; show high level of initiative.
COMMENTS:
5. COMMUNICATION: The employee demonstrates the appropriate level of written and verbal
communication skills necessary to satisfactorily perform the job.
□ Communication skills impair work performance.
□ Possesses the required communication skills and is effective in the position; meets departmental standards.
□ Has excellent communication skills; very effective in verbal and written interactions.
COMMENTS:
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□ Fails to follow safety rules and regulations; falls below departmental
□ Follows safety rules and meets departmental standards.
□ Exceeds departmental standards for safety.
COMMENTS:
SECTION II: OVERALL WORK PERFORMANCE: Check the standard which matches the
employee's OVERALL work performance. An overall work performance rating which does not
meet "Job Requirements" requires specific explanation in the comment section. Explanation
must include the specific job performance areas requiring improvement. Attach additional
sheets as necessary.
□ Performance needs improvement to meet Job Requirements.
□ Performance meets Job Requirements
□ Performance exceeds Job Requirements.
COMMENTS:
SECTION III -‐ EMPLOYEE COMMENTS: Comments are encouraged either agreeing, disagreeing or acknowledging the supervisor's evaluation. Attach additional information if needed.
Supervisor’s signature: Date:
Employee’s signature: Date:
Chief Administrator's signature: Date:
NOTE: By signing this form, the employee acknowledges only that this evaluation was discussed, and a copy has been received by the employee. The employee's signature does not signify agreement with the evaluation.
Montana Municipal Officials Handbook 92
Sample Performance Evaluation Tool #2
Section A
Employee Information- Name
Employee ID
Job Title
Date
Department
Supervisor
Review Period
Using the checklist, the supervisor should place either an S (Satisfactory) or N (Needs Improvement) or O (Other) or NA (Not Applicable) in each of the sub-category boxes confirming they have discussed each of the performance criteria with the employee. Articulate how the employee has performed during the evaluation period in each of the categories. Any category marked with an “N” or “O” will require an explanation below in Section C.
Section B
Supervisor
WORK HABITS:
Dependability/ Attendance/ Punctuality:
Safety & Housekeeping:
Initiative/ Versatility/ Adaptability:
Personal Appearance:
Compliance with Policies & Procedures:
JOB KNOWLEDGE, SKILLS & ABILITIES KSA’S & QUALITY & QUANTITY (PRODUCTIVITY) OF WORK:
Job Knowledge, Skills & Abilities (KSA's):
Quality of Work:
Quantity (productivity) of work:
INTERPERSONAL SKILLS:
Interpersonal Skills:
Work Relationships (teamwork):
Communication Skills:
LEADERSHIP, JUDGEMENT AND STRESS TOLERANCE:
Leadership:
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Judgement:
Stress Tolerance:
BUDGET &/OR FINANCIAL RESPONSIBILITY:
Budget &/or Financial Responsibility
Section C
"Other/ Needs Improvement' & Overall Impression of Employee Performance
Section D
Goals & Objectives
1. Did the employee meet their goals and strategic objectives established for the previous year?
2. Agreed upon goals, training and objectives for upcoming year.
3. What suggested areas of improvement (Training & Development) are required?
MANAGEMENT & SUPERVISION:
Decision making & problem solving:
Planning, organization & delegation of resources:
Performance management:
Section E
Verification of ReviewBy signing this form, you confirm that you have discussed this review in detail with your supervisor. Signing this form does not necessarily indicate that you agree with this evaluation.
Employee Signature:
Date:
Supervisor's Signature:
Date:
Montana Municipal Officials Handbook 94
Employee Self- Evaluation Form
PART I – IDENTIFICATION
Name: Title:
PART II – INSTRUCTIONS
Please complete the following self-evaluation form by responding to the questions listed in each section as appropriate, as well as providing any additional information you wish to share that is not specifically addressed below. This self-evaluation will be used by your supervisor as part of your annual review to evaluate your performance in some or all of the following areas: Knowledge, Dependability, Communication, Interpersonal Skills, Independent Action (or initiative), Professional Development, Leadership, Supervisory Skills, and Teamwork. Please address these areas of performance as appropriate in your responses below. Submit a copy of your self-evaluation to your supervisor prior to your annual review. A copy of your self-‐
evaluation and performance evaluation will be kept in your personnel file. You will be provided with a copy of your performance evaluation. This self‐evaluation form is based on the following four areas: (1) positive areas of job performance, (2) areas that need improvement, (3) feedback for supervisor or department in general, and (4) goals for next year. The goals you set for next year will be part of your next annual review.
PART III – RESPONSE
POSITIVE AREAS OF JOB PERFORMANCE Summarize your accomplishments this year. What do you like most about your job? What parts of your job do you feel strongest in? What were some of your “successes” this past year?
Response:
AREAS THAT NEED IMPROVEMENT What do you like least about your job? What parts of your job do you feel less confident about? What frustrates you or has made meeting goals difficult? What were some of your “challenges” this past year?
Response:
FEEDBACK FOR SUPERVISOR OR DEPARTMENT IN GENERAL Is your current level of supervision meeting your needs? How could it be better? How well is teamwork going for you? What do you still need to learn? What resources would help you do a better job? Do you have any ideas for the department to consider?
Response:
TRAINING ATTENDED THIS YEAR
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Response:
GOALS FOR NEXT YEAR What are the major points of focus for you in the next 12 months? In what areas are you interested in developing new expertise?
Response:
defined, that employees know what they are being evaluated on prior to the evaluation period beginning and that justification can be given for any rating level.
3. Governing the Municipality 89
Sample Performance Evaluation Tool #1
Employee: Position: Supervisor: Department: Date of Evaluation: Start date in position:
SECTION I -‐ GENERAL PERFORMANCE STANDARDS
Consider each standard separately. Mark an X in the appropriate box which most reflects the evaluator’s response. A substandard performance rating on any performance standard must be supported by specific comment in the space provided. Use additional sheets if necessary.
1. JOB KNOWLEDGE, SKILLS, AND ABILITIES: The employee demonstrates the knowledge, skills and abilities necessary to perform work satisfactorily.
□ Does not have the basic knowledge, skills and abilities to perform work satisfactorily.
□ Has the basic knowledge, skills, and abilities to perform work satisfactorily.
□ Has exceptional knowledge, skills, and abilities to perform work.
COMMENTS:
2. QUALITY OF WORK: The employee demonstrates accuracy, attention to detail and effectiveness in completion of work.
□ Work is sometimes inaccurate or incomplete; fails to meet departmental standards.
□ Work is usually accurate and thorough; work meets departmental standards.
□ Work is consistently of excellent quality, accuracy, and detail.
COMMENTS:
3. PRODUCTIVITY: Employee performs work with efficiency, consistency and timeliness.
□ Works slower than expected;
□ Work is of substandard consistency and timeliness.
□ Completes work on time, with consistency and efficiency;
□ Meets departmental standards.
□ Quickly completes work, often ahead of schedule; effectively prioritizes works; exceeds departmental standards.
COMMENTS:
Montana Municipal Officials Handbook 90
5. WORK RELATIONSHIPS: The employee possesses the ability to maintain effective and
productive working relationships with fellow employees, supervisors and the public.
□ Has trouble getting along with other employees, supervisors, and the public.
□ Has a generally positive approach in assisting others; maintains effective working
relationships; meets departmental standards.
□ Exceeds departmental standards; highly cooperative; works hard to promote positive work relationships.
COMMENTS:
7. SAFETY: The employee adheres to the rules and regulations to ensure safety standards are
met.
4. RELIABILITY: The employee exhibits dependability and conscientiousness in performing work and in willingness to accept responsibilities.
□ Sometimes is not dependable and conscientious in performing work;
□ Unwilling to accept responsibilities.
□ Consistently dependable and conscientious; usually accepts responsibilities; meets departmental standards.
□ Extremely dependable; follows through promptly on all tasks; accepts responsibilities; exceeds job goals; show high level of initiative.
COMMENTS:
5. COMMUNICATION: The employee demonstrates the appropriate level of written and verbal
communication skills necessary to satisfactorily perform the job.
□ Communication skills impair work performance.
□ Possesses the required communication skills and is effective in the position; meets departmental standards.
□ Has excellent communication skills; very effective in verbal and written interactions.
COMMENTS:
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□ Fails to follow safety rules and regulations; falls below departmental
□ Follows safety rules and meets departmental standards.
□ Exceeds departmental standards for safety.
COMMENTS:
SECTION II: OVERALL WORK PERFORMANCE: Check the standard which matches the
employee's OVERALL work performance. An overall work performance rating which does not
meet "Job Requirements" requires specific explanation in the comment section. Explanation
must include the specific job performance areas requiring improvement. Attach additional
sheets as necessary.
□ Performance needs improvement to meet Job Requirements.
□ Performance meets Job Requirements
□ Performance exceeds Job Requirements.
COMMENTS:
SECTION III -‐ EMPLOYEE COMMENTS: Comments are encouraged either agreeing, disagreeing or acknowledging the supervisor's evaluation. Attach additional information if needed.
Supervisor’s signature: Date:
Employee’s signature: Date:
Chief Administrator's signature: Date:
NOTE: By signing this form, the employee acknowledges only that this evaluation was discussed, and a copy has been received by the employee. The employee's signature does not signify agreement with the evaluation.
Montana Municipal Officials Handbook 92
Sample Performance Evaluation Tool #2
Section A
Employee Information- Name
Employee ID
Job Title
Date
Department
Supervisor
Review Period
Using the checklist, the supervisor should place either an S (Satisfactory) or N (Needs Improvement) or O (Other) or NA (Not Applicable) in each of the sub-category boxes confirming they have discussed each of the performance criteria with the employee. Articulate how the employee has performed during the evaluation period in each of the categories. Any category marked with an “N” or “O” will require an explanation below in Section C.
Section B
Supervisor
WORK HABITS:
Dependability/ Attendance/ Punctuality:
Safety & Housekeeping:
Initiative/ Versatility/ Adaptability:
Personal Appearance:
Compliance with Policies & Procedures:
JOB KNOWLEDGE, SKILLS & ABILITIES KSA’S & QUALITY & QUANTITY (PRODUCTIVITY) OF WORK:
Job Knowledge, Skills & Abilities (KSA's):
Quality of Work:
Quantity (productivity) of work:
INTERPERSONAL SKILLS:
Interpersonal Skills:
Work Relationships (teamwork):
Communication Skills:
LEADERSHIP, JUDGEMENT AND STRESS TOLERANCE:
Leadership:
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Judgement:
Stress Tolerance:
BUDGET &/OR FINANCIAL RESPONSIBILITY:
Budget &/or Financial Responsibility
Section C
"Other/ Needs Improvement' & Overall Impression of Employee Performance
Section D
Goals & Objectives
1. Did the employee meet their goals and strategic objectives established for the previous year?
2. Agreed upon goals, training and objectives for upcoming year.
3. What suggested areas of improvement (Training & Development) are required?
MANAGEMENT & SUPERVISION:
Decision making & problem solving:
Planning, organization & delegation of resources:
Performance management:
Section E
Verification of ReviewBy signing this form, you confirm that you have discussed this review in detail with your supervisor. Signing this form does not necessarily indicate that you agree with this evaluation.
Employee Signature:
Date:
Supervisor's Signature:
Date:
Montana Municipal Officials Handbook 94
Employee Self- Evaluation Form
PART I – IDENTIFICATION
Name: Title:
PART II – INSTRUCTIONS
Please complete the following self-evaluation form by responding to the questions listed in each section as appropriate, as well as providing any additional information you wish to share that is not specifically addressed below. This self-evaluation will be used by your supervisor as part of your annual review to evaluate your performance in some or all of the following areas: Knowledge, Dependability, Communication, Interpersonal Skills, Independent Action (or initiative), Professional Development, Leadership, Supervisory Skills, and Teamwork. Please address these areas of performance as appropriate in your responses below. Submit a copy of your self-evaluation to your supervisor prior to your annual review. A copy of your self-‐
evaluation and performance evaluation will be kept in your personnel file. You will be provided with a copy of your performance evaluation. This self‐evaluation form is based on the following four areas: (1) positive areas of job performance, (2) areas that need improvement, (3) feedback for supervisor or department in general, and (4) goals for next year. The goals you set for next year will be part of your next annual review.
PART III – RESPONSE
POSITIVE AREAS OF JOB PERFORMANCE Summarize your accomplishments this year. What do you like most about your job? What parts of your job do you feel strongest in? What were some of your “successes” this past year?
Response:
AREAS THAT NEED IMPROVEMENT What do you like least about your job? What parts of your job do you feel less confident about? What frustrates you or has made meeting goals difficult? What were some of your “challenges” this past year?
Response:
FEEDBACK FOR SUPERVISOR OR DEPARTMENT IN GENERAL Is your current level of supervision meeting your needs? How could it be better? How well is teamwork going for you? What do you still need to learn? What resources would help you do a better job? Do you have any ideas for the department to consider?
Response:
TRAINING ATTENDED THIS YEAR
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Response:
GOALS FOR NEXT YEAR What are the major points of focus for you in the next 12 months? In what areas are you interested in developing new expertise?
Response: