Culminating Interview of an HR Practitioner

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octopus combo Supervisory/Managerial Performance Appraisal Form

Department: ________________________________________________________ Appraisal Date: _____________________________________________________

Surname: __________________________________________________________ First Name: ________________________________________________________

Job Title: __________________________________________________________ Appraiser’s Name: ___________________________________________________

INTRODUCTION:

This performance appraisal is intended to measure a supervisor/manager’s skills and accomplishments over the period under review. Scores and rankings are used as a tool to determine combined performance and attitude and development/training areas. The scores are applied in order of performance, totaled at the end of the section and then the ranking and future path determined.

Scoring:

Score	Category	Definition
5	Excellent	Objectives delivered before specified time frame and to the quality that exceeds normal standards.
4	Very Good	Objectives delivered within specified time frame and the quality meets the acceptable standard.
3	Good	Progress and quality of work to date is acceptable considering difficulty of goal and impacting factors.
2	Fair	Poor delivery of objective, either quality or time substantially below acceptable standard.
1	Poor	Little or no attempt made at achieving objectives. Poor and untimely delivery. Needs constant reminder of duties
	*	Please circle the asterisk that denotes the objective the Supervisor/Manager meets or demonstrates. 5 asterisks are provided for each Attribute discussed. If only 3* have been met by the Supervisor/Manager, the score is 3-Good, 4* met the score is Very Good etc.

Ranking:

Scoring Range	Performance Category
37 - 45	Excellent Performance. Pace-setting performance. Consistently surpasses all standards; innovative. Ideal for upward mobility.
28 - 36	Good to Very Good Performance. Consistently exceeds normal expectations for the position but may have some challenges. Discuss areas of strengths and weaknesses and work out a plan to overcome weak areas. Discuss career path and plan for a future within the company/group.
19 - 27	Ordinary to Acceptable Performance. Performs to normal expectations of the position in a capable manner and just about meets expectations for quality. Discuss whether the supervisor/manager was given the necessary tools for the job and has the technical expertise needed. Discuss supervisor/manager’s attributes and weaknesses and set out a plan for future training and development. A period for improvement should be established and further review conducted.
10 - 18	Fair. Performance is fair but needs improvement. Discuss whether the supervisor/manager was given the necessary tools for the job and has the technical expertise needed. Discuss supervisor/manager’s attributes and weaknesses and set out a plan for future training and development. A period for improvement should be established and further review conducted.
1 - 9	Poor Performance. Supervisor/Manager may not have been given the tools or does not have the expertise and experience to perform at this level. May also suggest that there is a lack of willingness or inability to perform the requirements of the position. Requires improvement in quality, quantity and timeliness of work to achieve overall satisfactory performance. Supervisor/Manager to be re-oriented with job functions and skills required and placed on probation of not more than three (3) months after which further review is conducted and termination considered if no improvement.

SECTION 1: JOB PREPARATION

Was the supervisor/manager given a written job description? Yes No

Was the supervisor/manager given specific targets and objectives? Yes No

Were duties discussed with the supervisor/manager? Yes No

Does the supervisor/manager possess the knowledge and expertise needed for this job? Yes No

SECTION 2: SUPERVISOR/MANAGER GENERAL PERFORMANCE (To be completed by supervisor/manager prior to start of appraisal.)

What do you consider to be your most important achievements of the past month/few months?

What factors have impeded or facilitated the achievement of your objectives?

What elements of your job interests you the most and the least?

What elements of your job do you find most challenging?

Are there any actions, which management can take to enhance your performance?

SECTION 3: STRETCH OBJECTIVES

Objectives (List the most important ones, if more than 6)	Achieved	Not Achieved	Comments

SECTION 4 – PERFORMANCE REVIEW

	SCORE
Performance Factors (Reflects competencies required for job and desired corporate behaviour at Jakes Holdings Ltd).	1	2	3	4	5	COMMENT/S
1. Job Knowledge and Application: Demonstrates knowledge and understanding of job role Applies skill to produce quality work Able to perform a wide variety of job-related tasks Generates alternative solutions to problems and challenges *Seeks and utilizes opportunities for continuous learning and self-development
2. Planning Develops realistic plans that meet company goals and future needs Demonstrates foresight in recognizing potential problems and develops solutions Foresees changes and trends for department and company Adheres to set time-lines/deadlines *Establishes and documents goals and objectives
3. Budgetary/Expense Control and Reduction Effectively utilizes staff costs by scheduling staff rotas, leave, overtime Utilizes materials and equipment to control capital and operating costs Assists with planning by providing comprehensive justification for budgetary requests Generates innovative ideas to reduce/contain expenses *Makes sound operating decisions that consider costs/benefits
4. Organizational Development Promotes and actively participates in organizational development processes. Supports organizations objectives and mission and has made commitment to our Corporate Responsibility Executes organizational development plan from managers Keeps management informed and submits timely and useful reports *Work well with senior managers, departments and staff to develop plans
5. Organizational Skills Is well organized, and organizes department Adheres to priorities and deadlines Follows through on assignments despite set-backs Plans and schedules work for staff and employees to meet objectives and goals *Demonstrates flexibility in responding to priorities and organizational changes
6. Staff Relationship & Development Effectively deals with staff conflict Provides opportunity for growth, challenges and motivates staff Inspires confidence and respect and motivates employees to achieve department and organizational goals and objectives Conducts regular reviews and meetings with staff, independently or as a group *Delegates appropriately and promotes prides, respect, honesty, integrity and is fair to all staff
7. Performance Standards Accurately evaluates employees and departmental performance Effectively communicates Jakes standards to staff especially customer service Give direct, constructive and appropriate feedback to staff and Managers Produces neat, accurate, thorough and organized work *Performs to the Standards expected of a Supervisor/Manager
8. Problem Solving and Decision Making Accumulates all relevant information prior to making decisions Presents well considered and appropriate alternatives when making recommendations Makes tough and difficult decisions when required to do so Able to solve staff problems *Finds innovative and improved ways of doing things
9. Communication Effectively presents information, exchanges information and receives information both orally and in writing Promotes productivity and pride Appropriately expresses opinions Keeps staff and managers appropriately informed *Values staff- their differing styles, personalities and opinions

Total Score of Performance Factors: _______/45 MARKS

Total Score Ranking attributed= Total Score of Performance Factors ÷ 9= ________

SECTION 5: PERFORMANCE SUMMARY

Summarize the Manager/ Supervisor’s overall performance (considering objectives, results and competencies). Make additional comments or observations in the space provided. Use a separate sheet, if required.

SECTION 6: DEVELOPMENT PLAN(Use separate sheet if required)

Overall recommendations should consider activities/actions to improve maintain or enhance performance and motivation, e.g. coaching, training, etc.

Short-terms areas for development	Time-period or by when	Development process, e.g. training type, social intervention/counselling, etc.

SECTION 7: FUTURE PERFORMANCE (Use separate sheet if required)

Performance or Stretch Objectives (state specific objectives if any)	Time-period or by when	Action (state how this will be achieved and measured)

SECTION 8: SIGNATURES

Employee:

I agree with this review. I disagree with this review.

My signature does not indicate acceptance of the review but rather that it has been discussed and I have read and understood the review.

Employee Signature:___________________________________ Date:____________________________________

Appraiser:

I have discussed and completed the performance review for this supervisor/manager.

Appraiser’s Name:_____________________________________ Appraiser’s Signature: ______________________________

Date:_________________________________

Reviewing Manager’s Comments:

Reviewing Manager’s Name:__________________________________ Signature:____________________________

Reviewing Manager’s Title:__________________________________ Date: ________________________________

	SCORE
Performance Factors (Reflects competencies required for job and desired corporate behaviour at Jakes Holdings Ltd).	1	2	3	4	5	COMMENT/S
1. Job Knowledge and Application: Demonstrates knowledge and understanding of job role Applies skill to produce quality work Able to perform a wide variety of job-related tasks Generates alternative solutions to problems and challenges *Seeks and utilizes opportunities for continuous learning and self-development
2. Planning Develops realistic plans that meet company goals and future needs Demonstrates foresight in recognizing potential problems and develops solutions Foresees changes and trends for department and company Adheres to set time-lines/deadlines *Establishes and documents goals and objectives
3. Budgetary/Expense Control and Reduction Effectively utilizes staff costs by scheduling staff rotas, leave, overtime Utilizes materials and equipment to control capital and operating costs Assists with planning by providing comprehensive justification for budgetary requests Generates innovative ideas to reduce/contain expenses *Makes sound operating decisions that consider costs/benefits
4. Organizational Development Promotes and actively participates in organizational development processes. Supports organizations objectives and mission and has made commitment to our Corporate Responsibility Executes organizational development plan from managers Keeps management informed and submits timely and useful reports *Work well with senior managers, departments and staff to develop plans
5. Organizational Skills Is well organized, and organizes department Adheres to priorities and deadlines Follows through on assignments despite set-backs Plans and schedules work for staff and employees to meet objectives and goals *Demonstrates flexibility in responding to priorities and organizational changes
6. Staff Relationship & Development Effectively deals with staff conflict Provides opportunity for growth, challenges and motivates staff Inspires confidence and respect and motivates employees to achieve department and organizational goals and objectives Conducts regular reviews and meetings with staff, independently or as a group *Delegates appropriately and promotes prides, respect, honesty, integrity and is fair to all staff
7. Performance Standards Accurately evaluates employees and departmental performance Effectively communicates Jakes standards to staff especially customer service Give direct, constructive and appropriate feedback to staff and Managers Produces neat, accurate, thorough and organized work *Performs to the Standards expected of a Supervisor/Manager
8. Problem Solving and Decision Making Accumulates all relevant information prior to making decisions Presents well considered and appropriate alternatives when making recommendations Makes tough and difficult decisions when required to do so Able to solve staff problems *Finds innovative and improved ways of doing things
9. Communication Effectively presents information, exchanges information and receives information both orally and in writing Promotes productivity and pride Appropriately expresses opinions Keeps staff and managers appropriately informed *Values staff- their differing styles, personalities and opinions