The following are samples of rating factors and example standards taken from a variety of sources. Some may overlap, and some may need to be expanded to include more descriptive and/or numerical measures. Please feel free to combine or modify them to fit your needs by cutting and pasting. Show
General Factors Adaptability Efficiency with which employee works under stress and responds to change.
Assertiveness/Motivation Degree to which the employee pursues goals with commitment and takes pride in accomplishment.
Attendance The extent to which the employee can be depended upon to be available for work and to fulfill position responsibilities.
Communication The extent to which the employee effectively listens, conveys and receives ideas, information and direction.
Performance Appraisal Performance Appraisal
Creativity Extent to which employee generates workable and innovative ideas, concepts and techniques.
Customer Focus The degree to which the employee takes the initiative to meet internal and external customer needs in a timely and courteous manner.
Customer Service
Dependability/Initiative The extent to which an employee effectively and enthusiastically accomplishes assignments with minimal supervision.
Job Knowledge The demonstration of technical, administrative, managerial, supervisory, or other specialized knowledge required to perform the job. Consider the degree of job knowledge relative to length of time in the current position.
Judgment Ability to analyze problems or procedures, evaluate alternatives, and select best course of action.
Initiative The degree to which the employee independently performs and accomplishes assignments.
Interpersonal Relations The degree to which the employee shows understanding and sensitivity to needs and problems of others.
Management Skills Extent to which employee demonstrates effective management abilities and overall results.
Planning & Organizing The extent to which the employee plans, organizes and implements tasks or programs.
Problem Solving & Decision Making Degree to which employee demonstrates ability to clearly isolate, define and seek solutions to problem areas.
Productivity Degree to which the employee produces the expected quality and quantity of assignments.
Quality of Work The ability to set high standards for own personal performance; strive for quality work; put forth extra effort to ensure quality work.
Quantity of Work The volume of work produced by the employee, along with his or her speed, accuracy and consistency of output.
Resourcefulness Consider the degree to which employee is a source of supply and support to the department, customers, and/or the organization as a whole.
Responsibility The degree to which the employee demonstrates dependability in work performance.
Safety Degree to which employee adheres to safety and health regulations.
Stress Tolerance Degree to which employee's performance demonstrates stability under time and/or interpersonal pressure and opposition.
Time Management The ability to adhere to one's responsibilities in a timely manner.
Work Habits The manner in which an employee conducts his or herself in the working environment.
Team based factors Consensus Building The extent to which the employee builds and maintains work relationships and contacts needed to effectively address problems and opportunities associated with their position.
Teamwork The degree to which the employee works well in a team setting.
Working with Others/Cooperation Extent to which employee works cooperatively with customers, co-workers and the public.
Facts [+] Morning Star is a tomato processing company based in California, with revenues of $700 million and over 400 employees. These unremarkable facts would not qualify for a cover story in Harvard Business Review by management guru Gary Hamel (December 2011). What makes the company remarkable is that it has no bosses, titles or promotions. A key element in Morning Star's model is what is called the Colleague Letter of Understanding (CLOU). Every employee negotiates his CLOU with all those affected by his work. This letter sets out what each employee is to accomplish in a given year. Similarly, the company's 23 business units negotiate CLOUs with each other. Staffing decisions are made entirely by colleagues working together. There are no promotions: people take on greater responsibilities after persuading their colleagues they can deliver. Disputes are settled via discussion, mediation or decisions taken by groups of six people. Performance is measured through feedback from colleagues on one's CLOU. Compensation is decided through elected compensation committees. Supervisory factors Cost Effectiveness Extent to which employee seeks best use of materials, equipment, and staff to maximize efficiency and effectiveness.
Delegation & Supervisory Skills The extent to which the employee shows the ability to effectively authorize work and supervise subordinates.
Development of Subordinates Consider the employee's ability to effectively evaluate skills, knowledge, aptitudes, interests and developmental needs bearing on individual and group work performance.
Leadership Consider the employee's ability to direct the operations, activity and performance of others.
Performance Appraisals
Staff Development Degree to which employee provides opportunities to challenge subordinate's capabilities and develops the knowledge and skills necessary for career development.
Supervising Staff Relations Consider the extent to which the employee effectively oversees and facilitates staff.
What is the term for the feeling of pride and accomplishment that comes from achieving life goals?Psychological success. the feeling of pride and accomplishment that comes from achieving life goals.
What term is used to describe a career that is changing frequently due to changes in the person's interests abilities and values as well as changes in the work environment?Protean career: A career that frequently changes based on changes in the person's interests, abilities, and values and in the work environment. -to remain marketable, employees must continually develop new skills.
Which of the following are examples of job enlargement?Examples of job enlargement. Example 1: Adding smaller tasks to help an employee improve their skills. ... . Example 2: Horizontal job enlargement. ... . Example 3: Training. ... . Increased employee engagement. ... . Work flexibility. ... . Positive challenges. ... . Training opportunities. ... . Individual growth.. Which term describes the process of formally evaluating an employee's performance against their job description?Performance appraisal means evaluating an employee's current and/or past performance relative to his or her performance standards. Performance appraisal always involves setting work standards, assessing the employee's actual performance relative to those standards, and providing feedback to the employee.
|