Performance
Nivlac30
2014.docx
PERFORMANCE APPRAISAL
(MANAGEMENT/SALARIED/PSAM)
Employee Name: Security Number:
Job Title: Operations Manager Date of Hire: 6/27/2014
Location: Department: Warehouse
Date Current Position Began: Click here to enter a date. Date of Last Appraisal: 6/27/2014
Person Conducting this Appraisal:
Reason for Review: Annual Review
Instructions
Carefully evaluate employee’s work performance against established objectives and accountabilities. Assign a performance rating and a weighted score for each objective. Write the performance rating and the weighted score in the corresponding boxes. Add all weighted scores and record total on overall performance rating section. Complete this form during year-end and mid-year reviews. Adjust goals based on business objectives if necessary at mid-year review.
Definitions of Categories
Objective: The objective describes what you will work on to achieve the business results in the coming year.
Accountabilities: The accountabilities define the tasks you will perform to meet the objective.
On-Target Performance Measures: The on-target performance measure is the expected or desired business result.
Actual Performance: The actual performance is the mid-year and/or annual performance results
Definition of Performance Ratings
5 = Significantly Above Target (SAT) – Performance significantly exceeded expectations.
4 = Above Target (AT) – Performance consistently exceeded expectations.
3 = On-Target (OT) – Performance met most and exceeded some expectations.
2 = Below Target (BT) – Performance met some but not all expectations.
1 = Significantly Below Target (SBT) – Performance is significantly below expectations.
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Part I: Business Objective #1 |
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Objective: Manage Bulk Loading Cases per Resource Hour |
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Accountabilities
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(Process) On-Target Performance Measures
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(Results) Actual Performance
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Mid-Year Appraisal Comments: |
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Year-End Appraisal Comments: |
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How to calculate weighted score: 1. Multiply: .25 by each Business Objective performance rating. Example: (AT) Above Target = 4 x .25 = 1.0 weighted score.
2. Add all weighted scores and record total on overall performance rating section.
Note: A below target rating requires the development of specific action plans, a timetable, and frequent reviews to address the areas needing improvement. |
Weighted Score/Performance Rating |
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Part I: Business Objective #2 |
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Objective: Manage Loading Accuracy |
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Accountabilities
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(Process) On-Target Performance Measures
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(Results) Actual Performance
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Mid-Year Appraisal Comments: |
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Year-End Appraisal Comments:
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How to calculate weighted score: 1. Multiply: .25 by each Business Objective performance rating. Example: (AT) Above Target = 4 x .25 = 1.0 weighted score.
2. Add all weighted scores and record total on overall performance rating section.
Note: A below target rating requires the development of specific action plans, a timetable, and frequent reviews to address the areas needing improvement. |
Weighted Score/Performance Rating |
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Part I: Business Objective #3 |
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Objective: Safety and Housekeeping |
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Accountabilities
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(Process) On-Target Performance Measures
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(Results) Actual Performance
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Mid-Year Appraisal Comments: . |
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Year-End Appraisal Comments:
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How to calculate weighted score: 1. Multiply: .25 by each Business Objective performance rating. Example: (AT) Above Target = 4 x .25 = 1.0 weighted score.
2. Add all weighted scores and record total on overall performance rating section.
Note: A below target rating requires the development of specific action plans, a timetable, and frequent reviews to address the areas needing improvement. |
Weighted Score/Performance Rating |
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Part II: People/Interpersonal Relationship Development Objective |
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Objective: Development of bulk loader knowledge through cross-training |
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Accountabilities
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(Process) On-Target Performance Measures
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(Results) Actual Performance
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Mid-Year Appraisal Comments: |
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Year-End Appraisal Comments:
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How to calculate weighted score: 1. Multiply: .15 by each Business Objective performance rating. Example: (AT) Above Target = 4 x .15 = .6 weighted score.
2. Add all weighted scores and record total on overall performance rating section.
Note: A below target rating requires the development of specific action plans, a timetable, and frequent reviews to address the areas needing improvement. |
Weighted Score/Performance Rating |
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Part III: Personal Development Objective |
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Objective: Improve knowledge of Warehouse Operations |
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Accountabilities
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(Process) On-Target Performance Measures
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(Results) Actual Performance
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Mid-Year Appraisal Comments: |
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Year-End Appraisal Comments: |
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How to calculate weighted score: 1. Multiply: .10 by each Business Objective performance rating. Example: (AT) Above Target = 4 x .10 = .4 weighted score.
2. Add all weighted scores and record total on overall performance rating section.
Note: A below target rating requires the development of specific action plans, a timetable, and frequent reviews to address the areas needing improvement. |
Weighted Score/Performance Rating |
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Part IV: Overall Performance Rating |
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SBT Significantly Below Expectations Score 0.00 – 1.59 |
BT Met Some But Not All Expectations Score 1.60 – 2.59 |
OT Met Most and Exceeded Some Expectations Score 2.60 – 3.59 |
AT Consistently Exceeded Expectations Score 3.60 – 4.59 |
SAT Significantly Exceeded Expectations Score 4.60 – 5.00 |
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Part V: Overall Summary |
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Comments:
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Part VI: Salary Recommendation |
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Pay Data |
Current |
Proposed |
% Change |
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Salary |
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Part VII: Employee Year-End Comments |
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(A separate sheet may be attached to this document.)
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This evaluation of performance against objectives has been reviewed with the employee.
Signature of Employee Date
Signature of Appraiser Date
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Part VIII: Leadership/Management Assessment |
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Towering Strength (TS) |
Demonstration of this competency is considered the benchmark or “gold standard.” |
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Strength (S) |
Demonstration of this competency is above standard. |
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At Standard (AS) |
Demonstration of this competency is at a high standard. Meets most expectations of consistent performance. |
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Needs Improvement (NI) |
Demonstration of this competency does not yet meet standard. |
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Not Demonstrated (ND) |
Individual has not demonstrated this competency. |
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Not Applicable (NA) |
Competency does not apply to the job. |
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Competencies |
TS |
S |
AS |
NI |
ND |
NA |
Comments |
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Results Oriented |
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Customer Focus |
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Results Oriented |
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Analytical Thinking |
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Industry Knowledge |
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Problem Solving |
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Executional Excellence |
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Influencing |
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Business Acumen |
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Planning & Organization |
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Business Analysis |
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Functional / Technical |
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People Development |
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Coaching |
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Professional Maturity |
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Development of Employees |
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Communication |
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Team Player |
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Part IX: Leadership Assessment Summary |
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Summary and Development Strategy: |
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Development Plan: |
