Section 1: PROFESSIONAL COMPETENCIES
Rate the associate’s performance on the following competencies, using the rating scale and definitions below. Also, include examples of how the competency was demonstrated. Use only the ratings below (1, 1.5, 2, 2.5, 3, 3.5, 4, 4.5 or 5).
PERFORMANCE CATEGORY DEFINITIONS
1= Unsatisfactory Performance is consistently below standard expectations for the position. Expectations are rarely met. Individuals performing at this level require constant oversight and direction in order to approach acceptable performance levels.
2= Below Expectations Performance is unsatisfactory from time to time. Although demonstrated performance may reach satisfactory levels it is generally not sustained for significant periods of time. Individuals performing at this level require significant amounts of coaching and direction to achieve acceptable performance levels.
3= Meets Expectations Performance results are meeting the stated objectives of the position. Performance is consistently up to standard. Individuals performing at this level meet their stated objectives within the designated time frames. Mistakes and rework are not a significant issue. Most associates will be classified in this performance category.
4= Exceeds Expectations Performance is often beyond the level expected for the position. Performance demonstrates a skill level that exceeds what is required to fulfill the responsibilities of the position. Individuals performing at this level are consistently completing more work, of a higher quality than their peers in similar positions.
5= Outstanding Performance consistently exceeds the requirements of the position. These individuals are viewed as role models by the rest of the organization. They set the standard for achievement in their work group. They are innovative in their approach to work and are able to positively influence functions outside their span of control.
CUSTOMER SERVICE RATING
Indicator of Performance that “Meets Expectations”: 5
• Identifies and meets internal and external customer expectations, supplying products and services customers perceive as adding value.
List example(s) where this competency was demonstrated:
While it is known that his tears, much like Chuck Norris’s, can cure cancer, Matt does not cry. Instead his fierce determination to eradicate any and all problems in the CSR area and around the building leaves him a feared and determined foe of all computer problems.
TEAMWORK RATING
Indicator of Performance that “Meets Expectations”: 5
• Takes initiative to create teamwork across groups in order to improve overall BUYSEASONS, INC performance.
List example(s) where this competency was demonstrated:
Everyone wants to work with Matt. It doesn’t matter if the project is installing a projector, or repelling a horde of Velociraptors with a spork. His pure hardcore coolness meets and exceeds anything this company has ever had.
COMMUNICATION RATING
Indicators of Performance that “Meets Expectations”: 5
• Clearly communicates critical information promptly and accurately in both written and oral communications.
List example(s) where this competency was demonstrated:
Those in the know fear Matt’s communication skills. In fact, it’s widely believed that Matt invented to word ‘Pity’ and then realizing his mistake he quickly invented the word ‘Fool’. With an inability to send an email that is vague, scathing, and slightly underhanded, his words get to the point, and strike home with more accuracy than a Chuck Norris roundhouse kick to the face.
LEADERSHIP RATING
Indicator of Performance that “Meets Expectations”: 5
• Takes charge to resolve issues, improve quality and efficiency, and creates a shared vision in aligning work area goals with the overall business strategy.
List example(s) where this competency was demonstrated:
It is said that a good leader is willing to send his soldiers to their death. Matt has no problem standing on the precipice and tossing his co-workers over if they don’t follow his every direction and whim. Much like King Leonidas, everyone is willing to give their all for him, and if need be, to even fight in the dark.
PROFESSIONAL AND TECHNICAL EXCELLENCE RATING
Indicator of Performance that “Meet Expectations”: 5
• Understands and demonstrates proficiency in all phases of the job and keeps professional/technical knowledge current.
List example(s) where this competency was demonstrated:
Having never before seen a person stare down a computer virus before, it is quite the experience to watch it done in real life. Matt’s expert hacking of all systems using nothing more than a USB connector in his pinky, his technological skills are truly something to behold.
SENSE OF URGENCY RATING
Indicator of Performance that “Meet Expectations”: 5
• Redirects resources to new initiatives quickly when needed, to support the organization’s critical business goals. Prioritizes work to ensure critical deadlines are met.
List example(s) where this competency was demonstrated:
Matt never hurries. He never has to. They say you can’t outrun the hands of time, and not even the hands of time can out run Matt. His urgency is more like a general malaise as he saunters around as though he owns the place and defeats most problems before they occur.
PRODUCTIVITY RATING
Indicator of Performance that “Meet Expectations”: 5
• Produces a desired amount of high quality professional work that adds value to the organization.
List example(s) where this competency was demonstrated:
Matt’s productivity is unparalleled. His ability to complete every project almost immediately has set the standard for the department, but no one else can achieve it. He was once screen tested for the show “24” but he caught all the terrorists and defeated all the plots in 12 minutes and 42 seconds. So they went with Jack Bauer instead.
EEO/HUMAN RESOURCES MANAGEMENT RATING
Indicator of Performance that “Meet Expectations”: 5
• Establishes development plans and embraces diversity with all direct reports. Develops succession candidates for placement in key positions.
List example(s) where this competency was demonstrated:
No one bothers to argue with Matt, and it is truly the position of HR to merely give him what he wants. While this may seem odd, it isn’t as bad until you look at his keyboard and realize he has no control key, because Matt is always in control.
DELEGATION AND MANAGEMENT RATING
Indicator of Performance that “Meet Expectations”: 5
• Empowers associates by delegating work with authority and accountability to get the job done.
List example(s) where this competency was demonstrated:
Matt has the ability to designate and manage everyone, to their fullest extent, and sometimes past. Often when Matt says Jump, the others in the department wait for him to tell them to come down. Merely jumping, or asking How High no longer cuts it. A natural born leader, only Julius Caesar and Genghis Khan commanded almost as much respect.
Total Rated (Enter the total number of competencies rated) Score
Section 1 Rating: (Total All Individual Ratings / * Rated) 45 9
5
5.0 - 4.5 = Outstanding 4.4 - 3.5 = Exceeds Expectations 3.4 - 2.5 = Meets Expectations
2.4 - 1.6 = Below Expectations 1.5 - 1.0 = Unsatisfactory
Section 2: Comment on Professional Competencies
SECTION 3: PERFORMANCE IMPROVEMENT PLAN
Where an associate has rated below “meets expectations” on any single or overall section, define one to three recommendations or actions to help improve the associate’s performance and/or skill level. Determine a re-evaluation date of not more than 90 days. Contact Human Resources for assistance in setting an appropriate performance improvement plan.
Performance Improvement Needs Action Plan Completion Date Re-evaluation Date
SECTION 4: OVERALL COMMENTS
This unquestionably kick ass super cool employee is only just a boon for this company. I see Matt surpassing Jalem in the series of days, if it weren’t for the fact that he enjoys IT and really doesn’t want to babysit the company any more than he already has to.
More than a raise is in question, we should also pay in full for his brand new car.
The only thing my boss said to me is "Dude, you can't give yourself all 5's." Thus proving that management doesn't read these either, and decide your raise based purely off of whether they like you or don't.
