Church Employee Performance Evaluation (Page 3 of 4) in pdf

[CHURCH NAME]

STAFF MEMBER EVALUATION INFORMATION

PERFORMANCE FACTOR DEFINITIONS

Job Knowledge – Understands principles, concepts, techniques, requirements, etc. necessary to

accomplish job duties. Keeps abreast of trends, developments, and new concepts in the field which may

improve the ability to perform the job function.

Quantity of Work – Accomplishes job objectives by following assignments and self-initiated projects

through to completion. Completes acceptable volume of work compared with what may reasonably be

expected under existing job circumstances. Meets reasonable deadlines for work completion.

Quality of Work – Provides adequate documentation where expected. Goes beyond stated requirements

as appropriate to produce a better product or result. Accuracy, thoroughness, clarity, and usefulness

evident in completed assignments. Caliber of work produced or accomplished is appropriate or exceeds

expectations.

Creativity – Seeks ways to refine methods and/or identify new ways to carry out tasks.

Time Management – Organizes work to maximize efficiency in use of time.

Planning – Plans and organizes work to achieve maximum efficiency of own time and effort during the

work day.

Financial and Budget Control – Controls costs and meets budgetary objectives through good planning.

Eliminates unnecessary costs, and uses resources prudently

Goals and Projects Performance – Sets realistic work/ministry goals and performs effective assigned

projects.

Managing Job Responsibilities – Manages the various responsibilities of the position in such a way that

priority items are accomplished and other responsibilities are met.

Leadership – Carries out role of leading others as expected and required by the position.

Dependability – Punctuality, responsibility, apparent dedication to task completion, amount of direct

supervision required.

Timelines – Carries out responsibilities and completes tasks or projects according to expected time

schedules.

Attitude – Willingness to fit in with and contribute to church, fellow-workers, individual church members,

and community.

Judgment – Demonstrates intelligence in arriving at decisions and in ability to think and act logically.

Initiative – Takes action in appropriate areas without being told. Effective in coping with unusual

situations and problems. Has new ideas, starts projects, and uses originality to meet and handle work

situations. Can work independently

Personal Appearance – Appropriate Christians dress, cleanliness, neatness, consistency.

Relationship with Church Members – Establishes, maintains, and improves relationships with church

members. Mixes well with all areas of the church family. Reaches out to meet new people.

Relationship with Supervisor – Keeps supervisor informed of progress on the job and possible problems

which may develop. Transmits information in a timely and effective manner. Complies with supervisor’s

instructions, and works through rather than around him or her. Keeps supervisor informed of work

attendance, punctuality, or associated problems.

Relationship with Church Staff – Works well with called and non-called staff. Responds as a team

member to help accomplish the entire work effort of the staff. Seeks and offers assistance and advice as

needed or requested. Maintains good relationships with others.

Confidentiality – Maintains confidentiality that is required of position.

Church Employee Performance Evaluation Page 3

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