Employee Performance Appraisal Form - Caribbean Nazarene College (Page 4 of 4) in pdf

INSTRUCTIONS

JOB KNOWLEDGE: In depth knowledge of all requirements of the job. How well does the employee understand all

phases of the job as defined by the job description or performance standards set for the position?

QUALITY OF WORK: Accuracy and neatness. Does the employee produce a high quality work product? Is quality

work a priority for the employee?

PRODUCTIVITY: Consider employee’s ability to prioritize and organize work effectively to meet assigned deadlines.

Were assignments timely completed and appropriate follow-up implemented? Is the employee a self starter?

DEPENDABILITY: Employee needs little or no direction. To what extent can the employee be relied upon to carry out

instructions; and the degree to which the employee can work with limited supervision?

ATTENDANCE: Attendance and punctuality are very important in maintaining a normal work load and efficient

schedule. Employees are expected to report to work regularly and be ready to perform their assigned duties at the

beginning of their assigned work shift. Is the employee absent frequently? Are the absences affecting his/her

performance? Does this pattern constitute a hardship on the work environment?

COMMUNICATION: Displays appropriate verbal & non- verbal (eye contact, body language) skills, listening skills and

techniques. Does the employee actively work on identifying barriers to communication and reducing them

CHARACTER: Employee displays CNC’s mission statement in behaviour and attitude. Demonstrates Christian

values, self discipline, loyalty, honesty, trustworthiness, dependability and ethics in the workplace.

RELATIONS WITH OTHERS: Consider employee’s abilities to maintain a positive and harmonious attitude in the

work environment. How well does the employee relate to the supervisors, co-workers and the broader University

community.

SUPERVISOR ABILITY: In the evaluation of this factor, consider the employee’s ability to organize, plan, train,

delegate and control the work of subordinates in an effective manner.

LEVELS OF PERFORMANCE: THE EMPLOYEE’ S PERFORMANCE SHALL BE RATED IN ONE OF THE

FOLLOWING CATEGORIES:

EXCEED PERFORMANCE STANDARDS: An evaluation resulting from overall performance which is significantly

above the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS: An evaluation resulting from performance which fully

meets the performance standards of the position. The supervisor must contact Human Resources to initiate a

Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

BELOW PERFORMANCE STANDARDS: An evaluation resulting from performance which fails to meet the minimum

performance standards of the position. The supervisor must contact Human Resources to initiate a

Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

RATING FACTORS

THE FOLLOWING ARE CONDITIONS THAT SHOULD BE CONSIDERED WHEN ASSESING THE EMPLOYEE’S

PERFORMANCE:

Score

Rating

Very low

Low

Average

High

Very high

CNC Performance Appraisal Form revised 28/04/14

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Employee Performance Appraisal Form - Caribbean Nazarene College Page 4