3 = Satisfactory

5 = Excellent

Please respond to each of the items below by circling

the one number that most closely describes the extent
to which you agree or disagree with the statement.

INSTRUCTIONS

1 = Unsatisfactory

Employee Job Performance Scale

1 TIMELINES:
Consider the degree to which an activity is completed,
or a result produced, at the earliest time desirable
from the standpoints of coordinating with the outputs
of others, maximizing the time available for other
activities.
2 QUALITY OF WORK:
Consider neatness, accuracy, and dependability of
results regardless of volume.
3 QUANTITY OF WORK:
Consider the volume of work produced under normal
conditions. Disregard errors.
4 NEED FOR SUPERVISION:
Consider the degree to which you carry out a job
function without either having to request supervisory
assistance or requiring supervisory intervention.
5 INTERPERSONAL IMPACT:

Consider the degree to which you promote feelings of

1
2
3
4
self-esteem, goodwill, and cooperativeness among coworkers and leaders.
Note: Employee Performance Scale is adapted from Wiedower, K. A. (2001). A
shared vision: The relationship of management communication and contingent
reinforcement of the corporate vision with job performance, organizational
commitment, and intent to leave [Doctoral dissertation]. UMI: 3030139