Performance Evaluation (Page 5 of 6) in pdf

Performance Evaluation Page 5

Planning/Organizational Abilities: Incumbent is evaluated on the ability to set priorities, forecast needs, effectively use financial and human resources,

schedule activities, and determine proper course of action. Consider ability to plan objectives or goals, organize work, direct the flow of work, delegate

responsibilities when appropriate and follow through to achieve results. Does he/she adhere to City policies and procedures and established schedules to

accomplish his/her work; maintain flexibility to schedule unforeseen events?

Responds to stimuli "after the facts.” Is often caught unaware by

Sometimes anticipates problems before they arise. Generally

Always anticipates problems before they arise and acts to

unforeseen events or circumstances. Is generally seen as

determines appropriate course of action. Generally uses time

deal with them before they become crises. Prepares for

reacting to problems rather than being in charge of situations.

wisely. Organizes workload to meet priorities.

possible circumstances or side effects. Thinks "a move or

two in advance.” Extraordinary ability to analyze a

Too frequently wastes time due to duplicated efforts,

mismanagement of resources or misplaced materials.

problem/need and to effectively coordinate resources to

accomplish goals. Consistently displays creative and

innovative methods in organizing workflow and activities.

Rating:

Comments:

Initiative: Incumbent is evaluated on the ability to demonstrate self-motivation in resolving issues without awaiting a directive and the desire to learn new

things/skills. Consider the degree to which the employee is a self-starter, goes ahead with jobs without having to be told (within the limits of his/her job) and

carries them out through to completion.

Consider amount of supervision required; employee's interest in taking on additional assignments and

responsibilities. Is employee creative in handling difficult assignments? Does he/she introduce new, creative ideas or courses of action? Does he/she take

calculated risks to resolve problems?

Does not seek ways to improve individual or department

Often seeks ways to improve individual and department

Always looks for ways to improve, and initiates without

performance.

performance

prompting. Challenges status quo and offers viable

solutions.

Rating:

Comments:

Leadership: Incumbent is evaluated on the ability to influence the activity of others in a desired direction, often by setting an example and establishing

credibility, thereby inspiring employees' trust and loyalty. Consider the ability to lead and train others and to get results through teamwork; the ability to

inspire confidence; the ability to inspire employees to adhere to City policies and procedures.

Disrupts group processes, reinforces divisiveness, distrust.

Presents positive image and provides adequate direction and

Consistently constructive, exceptionally helpful without

Tends to break down group consensus. Avoids situations

leadership. Generally involves group in problem solving.

expecting personal recognition or gain. Is instrumental in

requiring leadership, direction and control.

building group consensus.

Rating:

Comments:

Budgetary Controls/Commitment to Productivity/Administration of Resources: Incumbent is evaluated on the ability to control costs, exercise economy

and effectively maximize the available resources. Considerations include performance in contributing to department/City plans, ability to forecast and

maintain budgetary projections, and wisely use, track and approve departmental expenditures.

Classic bureaucratic behavior; seeks to maximize budget, enlarge

Generally seeks ways to improve productivity. Generally

Solidly committed to productivity improvement; constantly

seeking ways to do "more with less.” Enlargement of budget

sphere of influence. Consistently asks for more people, bigger

demonstrates ability to work within budget constraints and track

budget. Views budget as money to be spent, rather than

departmental expenses.

is not the goal; better performance is. Make best use of

resources to be used to deliver services. Pays no attention to

resources. Controls expenditures carefully; is aware of

expenditures. Is unaware of status throughout year. Expects

weak areas, and acts to correct them before trouble occurs;

others to worry. Sometimes over-runs budget.

consistently finishes year without budget overruns.

Rating:

Comments:

Motivation and Development of Subordinates/Relationships with Subordinates/Ability to Delegate: Incumbent is evaluated on the ability to recognize

performance strengths and limitations of subordinates, use coaching and mentoring techniques to effectively help them overcome their limitations, and to

motivate subordinates to achieve their maximum potential. Considerations include timely completion of assignments and evaluations, ability to delegate

responsibilities, effectiveness of performing in training, coaching, mentoring and developing subordinates.

Hoards good employees, inhibiting their opportunities for

Recognizes employees' strengths and limitations. Generally

Sincerely wants subordinates to achieve personally. Will

progress. Lets them make avoidable mistakes so they won't look

displays effective coaching techniques. Generally respected and

assist their progress, even if it means helping them go on to

"too" good. Fails to guide or motivate employees. Is disliked, even

admired by subordinates. Often delegates assignments. Provides

another department or organization. Helps them avoid

feared, by subordinates, who feel alienated, confused or fearful

adequate instructions in order to complete tasks.