end of the year staff evaluation

Annual Staff Evaluation:

Performance Appraisal Review:

PERFORMANCE APPRAISAL REVIEW

EMPLOYEE INFORMATION EMPLOYEE NAME

JOB TITLE

PERIOD COVERED BY THIS APPRAISAL

FROM TO

TYPE OF REVIEW ❑ Coach In Training ❑ BiAnnual ❑ Annual ❑ Managing SubStandard

Performance

MANAGERS NAME

KEY TO RATING SCALE Exceptional Performance: Unique and exceptional accomplishments Above Average Performance: Clearly and consistently above what is required Average Performance: Consistently meets the requirements of the job in all aspects Below Average Performance: Sometimes acceptable, but not consistent Unsatisfactory Performance: Does not meet the minimum requirements of the job

4110 Enterprise Ave, Suite 106, Naples, FL 34104 ● (239) 2638122 www.crossfitnaples.com.com

PERFORMANCE APPRAISAL

Employee's Summary of Past Appraisal Period Name of Employee: Date: Employee Title: 1. List what you consider were your primary job duties or goals during the past appraisal period (List in order of priority): ___________________________________________________________________________

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2. Describe your contributions, successes, goal achievements or improvements during the past appraisal period: ___________________________________________________________________________

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Manager's Summary of Past Appraisal Period Name of Employee: Date: Employee Title: 1. List what you consider the primary job duties or goals for the employee during the past appraisal period (List in order of priority): ___________________________________________________________________________

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2. Describe contributions, successes, goal achievements or improvements made by the employee during the past appraisal period: ___________________________________________________________________________

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EMPLOYEE PERFORMANCE FACTORS Use this section to describe employee performance on specific factors. In the space provided, mark the appropriate rating with an "x" and provide comments as needed

Job Knowledge: *Understands job duties and responsibilities *Has necessary job skills and knowledge *Understands, operates systems *Understands and promotes organizational mission and values

* Keeps current with new developments

Rating: ❑ Exceptional Performance ❑ Above Average Performance ❑ Average Performance ❑ Below Average Performance ❑ Unsatisfactory Performance

Comments

Dependability: * Meets commitments * Works independently * Accepts accountability * Adapts well to change * Stays focused under pressure * Meets time and attendance requirements


Comments


Quality: * Is attentive to detail and accuracy * Makes ethical decisions * Recognizes that making continuous improvements is the key to meeting customer needs

* Takes ownership of problems and prioritizes effectively


Comments

Problem Solving & Initiative: * Anticipates and prevents problems * Defines problems, identifies root cause * Overcomes obstacles * Generates alternative solutions * Helps implement process improvement * Uses data in decision making


Comments

Communication: * Listens effectively * Is approachable, willingly shares information * Seeks to clarify and confirm the accuracy of their understanding of unfamiliar or vague terms

* Makes oral and written communication clear and easy to understand

* Maintains confidentiality (doesn't discuss coworkers' or customers problems)


Comments


Teamwork: * Makes positive contributions to team projects * Comes prepared to meetings, sticks to agenda * Helps prevent, resolve conflicts * Promotes reaching consensus * Develops positive working relationships * Is flexible and openminded * Promotes mutual respect * Exhibits a positive "can do" attitude


Comments

Productivity & Effectiveness: * Takes on additional responsibilities as needed * Manages resources and priorities in an effective manner

* Develops and follows work procedures * Manages time well * Develops realistic plans * Aligns plans with organizational goals


Comments


PERFORMANCE SUMMARY When providing comments consider the employee's performance against objectives, key factors from the Employee Performance section above, and strengths/potential improvements.


Comments



Employee's Summary of Next Appraisal Period Name of Employee: Date: Employee Title: 1. Describe any specific goals, objectives, changes or improvements you will implement for the next appraisal period. Include any obstacles in achieving these things, and suggest possible solutions. ___________________________________________________________________________

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2. Describe the coaching, training or development activities that you would like to pursue during the next appraisal period: ___________________________________________________________________________

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PERFORMANCE APPRAISAL Supervisor's Summary of Next Appraisal Period

Name of Employee: Date: Employee Title: 1. List what you consider to be the primary job duties or assignments at this time (List in order of priority): ___________________________________________________________________________

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specific goals, objectives, changes or improvements desired of the employee during the next

appraisal period (List in order of priority):

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3. Describe the coaching, training or development activities you would support for the employee during the next appraisal period: ___________________________________________________________________________

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Employee's Job Duties, Goals And Development Plan For Next Appraisal Period

(Consensus Statement) 1. Primary job duties and goals for the next appraisal period: (Include specific changes or improvements needed in employee performance, if any): ___________________________________________________________________________

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2. Coaching, training or development activities to be pursued in the next appraisal period:

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3. Date for next review of these duties and objectives:

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EMPLOYEE COMMENTS Use the following space to make any comments regarding the above appraisal and/or objectives for the next appraisal period.


SIGNATURES Employee Signature _________________________________________________ Date_________________ (Your signature does not necessarily signify your agreement with the appraisal; it simply means that the appraisal has been discussed with you). Appraiser's Signature ________________________________________________ Date_________________


Performance Review Pre-Work: PART 1 Name:

PART 2 This form helps both parties prepare for a constructive Performance Review Meeting. It allows the person being reviewed to prepare their responses at their own pace, ensuring that employee input is not overlooked during the review meeting. At the same time it allows the individual conducting the review an opportunity to prepare for any concerns or questions the employee may have. Please complete and return this form to the Office Administrator at least one week prior to the date of your review.

1. What have you done well this period? What have you achieved this period?

2. What have you found most difficult and why?

3. What solutions would you recommend to address the above issues?

4. Are there factors outside of your control, which have affected your performance?

5. What do you think is the best way to address these issues, if any, and by whom?

6. Have you any skills, aptitudes or knowledge not fully utilized in your job? Are there skills that you wish to develop?


7. What aspects of your job give you the most satisfaction?

8. Are there any aspects of your job with which you are dissatisfied?

9. What do you think about the strategy of the company?

10. If you have submitted ideas or suggestions for improvement, have they been well received, acknowledged and acted upon?

11. What Goals/Objectives do you want to achieve in the next review period?

PART 3: How do you rate the company in the following areas? Your perception is very important to us. 1

Very Poor 2 Poor

3 Average

4 Good

5 Very Good

Do you feel this area is: Improving (I) Not Improving (NI) or the Same (S)?

Organizational clarity

I NI S Strategic Direction/Vision

I NI S

Communication – Top Down

I NI S Communication – Bottom Up

I NI S Concern for Job Enrichment

I NI S


Concern for Employee Development

I NI S

Utilization of Technology

I NI S Compensation I NI S Sense of Urgency

I NI S Commitment to Quality

I NI S PART 4: Your Role Do you understand your role in the company? Is clarification required? Do you feel others understand your role? Do you have a clear job description? When was it last updated?

PART 5: How often would you like to receive a performance review (Note: This does not constitute a salary review) □ Monthly □ Quarterly □ SemiAnnually □ Annually


end of the year staff evaluation

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