Harry understands how to manage personalities similar to his, but has not worked very hard managing other types of personalities on his team. Tom contributes to the success of the team on a regular basis.
She needs to get her schedule in order to help her coworkers. Greg has not fully understood why customer service training is important and frequently is late to class and does not participate.
Harry understands how to handle difficult employees and manage a high maintenance staff, yet we continue to have above average turnover on his team.
Often offers workable solutions to problems.
Harry has too much difficulty saying no to customer requests and it frequently causes lost revenue. Takes messages, writes correspondence, deals with customers and coworkers with sufficient attention to detail. Is not able to think independently or to deal with unexpected occurrences.
Jenny is clearly not a short term thinker — her ability to set short and long term business goals is a great asset to this company. Brian should communicate project status updates more frequently.
Keep the goals realistic. In meetings, Paul is very good at extracting unique ideas out of people — some you might not consider as very creative people.
Jenny must improve her foreign language skills to stay competitive in this industry. Peter has a very strong personality and this has caused a rift on our team. Teri is very good at handling difficult situations with customers.
For the most part, Paul has been good with his schedule. Ben is such a quality worker, but unfortunately his punctuality is abysmal. Give Context to Not Meeting Goals Perhaps you failed to meet all your goals due to the emergence of different priorities or factors outside your control.
Fred is a very creative innovator.
He is unwilling to work beyond his normally scheduled 40 hours. Negative George has a tendency to interrupt others while they are speaking and does not pay adequate attention to what they are saying.
Jim lacks a disciplined approach to time management and lacks the ability to effectively manage his time. Adapted to new systems and processes well and seeks out training to enhance knowledge, skills and abilities. She should continue to adapt this to her position in the company.performance planning and review training SAMPLE PERFORMANCE EXPECTATIONS The rating scale for Performance Planning and Review is made up of five factors: Poor, Needs Improvement, Meets Requirements, Exceeds Requirements, and Outstanding.
Writing Effective Co-worker Comments. The company uses these summaries of the characteristics of effective co-worker comments, and also provides specific examples: Characteristics of effective co-worker comments.
Make comments that support your scores. Don’t make accusatory, hurtful, or “personal” comments. Example of a written performance review There is usually a place for written comments in a performance review.
Keep these professional, and. Get examples of self-appraisal comments that illustrate the information and details you should include in your performance review self-appraisal. Completed Examples: You can view these examples on-screen or print them by selecting the print function from your browser menu.
Management Review. Appraisal Plan Examples This document is provided to assist managers/supervisors and non-supervisory employees in understanding the components of the USDA Performance Management Process. A brief summary of the areas that need to be incorporated to performance plans follows.Download