Performance Appraisal

Performance Evaluation
Self Appraisal Management Appraisal

First: Last: Job Title:

Employee ID Number: Department:
Location City / State: Company Number:
Rating Period Ending
Manager:
Month: Year:
Overall Performance Rating:

The Performance Management process is based

on a model that encourages team members and
managers to use Performance Management as a
proactive business tool.
The model places professional development
ownership in the hands of the person who will
benefit most - the team member.

Evaluation is an annual opportunity for mangers

and team members to formally assess team
member performance. By measuring the team
member's job performance against his or her plan
for the year, team members and managers will
discuss whether the team member achieved their
performance goals, contributed to their
department's success, and advanced in their
critical success factors.

Performance Appraisal 1
PERFORMANCE GOALS
At ProVest, we rely on every team member to strive for peak performance. Everyone has the
opportunity to make a significant contribution to his or her own future, and the future of the
entire organization.

In priority order, list the Performance Goals set during the previous review period. These should
be the same SMART goals from the prior year's Performance Plan. Place a check below the
appropriate performance rating.

5 = Outstanding Performer: Exceeds all performance expectations

4 = High Performer: Meets all performance expectations
3 = Strong Performer: Meets all performance expectations
2 = Improvement Needed: Meets some but not all performance expectations
1 = Unacceptable: Does not meet performance expectations

Goals (From your performance plan) Rating (Check One)

Developed ACH Payment Processing Skills as company 5 4 3 2 1
increased ACH transactions across companies.

Trained on manual invoices and check request entry into 5 4 3 2 1

Tracker Accounting

Trained in autopay payment processing and reconciliations 5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

5 4 3 2 1

Performance Appraisal 2
 SUCCESS FACTORS
How to assess success factors: Success factors are characteristics that can enhance
individual's growth and performance, and they define the behaviors, skills, and attributes that
every team member is expected to possess and display. Managers and team members should
discuss the importance of each success factor in the team member's current position and then
evaluate the team member's performance over the last year in each category.*
For all team members: Rate the frequency with which (i.e., how often) the team exhibits the
behaviors as defined for each success factor on a 5-point scale and check the appropriate
level:
5 = Exhibits behaviors consistently and/or reliably, and is recognized as an expert by others
4 = Exhibits behaviors consistently and/or reliably
3 = Exhibits behaviors on a regular basis
2 = Exhibits behaviors occasionally
1 = Exhibits behaviors rarely, if at all

Change Orientation - 5 4 3 2 1 Leadership 5 4 3 2 1

Adaptability
Demonstrates adaptability to changing business conditions; initiates Serves as a resource for others; motivates others to perform at
creative solutions to facilitate rapid response to the environment; and high levels; offers ideas delegates work appropriately; and takes
influences others to take action. initiative to get results.
Additional Comments on Adaptability: Additional Comments on Leadership:

Communication 5 4 3 2 1 Results Orientation 5 4 3 2 1

Demonstrates high performance standards; makes clear

Demonstrates active listening skills; uses clear communication techniques contributions; can be counted onto achieve goals. Completes
to convey messages; presents issues in a clear and concise manner, and assignments accurately and in time allocated or less, constantly
influences others through written and verbal communication as necessary. demonstrates commitment to meet deadlines and pays close
attention to details.
Additional Comments on Communication: Additional Comments on Results Orientation:

Job Knowledge - 5 4 3 2 1 Teamwork 5 4 3 2 1

Shows commitment to team objectives; values each person's

Keeps informed of current approaches and technical skills relevant to the
contribution to the team; consults opinions of others when
job; develops new skills and acquires knowledge to enhance current role;
appropriate; keeps managers and others advised; and
anticipate and prepares for change.
encourages the participation of everyone on the team.
Additional Comments on Job Knowledge/Continuous Learning: Additional Comments on Teamwork:

Customer Service 5 4 3 2 1 Fostering Diversity 5 4 3 2 1

Orientation
Addresses the needs of internal and external customers enthusiastically Appreciates and respects varying backgrounds, perspectives and
and in a timely manner, identifies new ways to meet customer needs of others.
requirements; and influences the work team to achieve high levels of
customer service and responsiveness.
Additional Comments on Customer Service Orientation: Additional Comments on Fostering Diversity:

Performance Appraisal 3
Problem Solving and 5 4 3 2 1 Risk Management/ 5 4 3 2 1

Decision-Making
Makes prompt and sound decisions based on multiple sources of
information; weighs alternatives and their potential outcomes; organizes
information efficiently; and evaluates impacts of decisions on their work
environment.
Additional Comments on Problems Solving and Decision Making:
Compliance
Takes initiative to assess risk and develop effective strategies to
minimize risk; understand the budget process and priorities;
complies with legal requirements, audit, regulatory and line of
business compliance programs, and their associated policies and
procedures.
Additional Comments on Risk Management/Compliance:

Planning and 5 4 3 2 1 Punctuality 5 4 3 2 1

Administration
Makes effective use of scheduling time by assigning priorities to work
Demonstrates responsibility and reliability in attendance. Arrives
activities; documents and files information for future reference; keeps
to work and other related commitments (i.e. meetings) in a timely
detailed and accurate records, tracking activities and insuring proper
manner. Displays flexibility in schedule to meet deadlines.
follow-up.
Additional Comments on Planning and Administration: Additional Comments on Punctuality:

Managing Performance 5 4 3 2 1 Managing Retention 5 4 3 2 1

And Development (For management positions only)

(For management positions only)
Creates an environment where team members feel valued;
Clarifies business objectives; assists in performance planning; supports
provides the tools and resources so team members can be
team members' development goals; provides ongoing feedback;
successful in their jobs; builds an inclusive environment where
evaluates; provides opportunities for development and growth; and
diverse team members can thrive; and addresses individual team
rewards as appropriate.
members' needs to build their commitment to the company.
Additional Comments on Managing Performance and
Additional Comments on Managing Retention:
Development:

*Helpful Hint: To enhance feedback and coaching, managers are encouraged to further solicit
team member input regarding ways to increase the frequency of the desired behavior(s) during
the next performance cycle.

Briefly describe the team member's strengths as well as opportunities for development.

Performance Appraisal 4
OVERALL PERFORMANCE RATING
How to rate overall performance: Check the rating that most accurately describes the
results as well as the development growth achieved during the past year.

Helpful Hint for rating: When assigning an overall rating, it is important to consider the
team member's overall performance relative to performance goals and success factors. Start
with a clear understanding of level 3 performance (Strong Performer: Meets overall
performance expectations). It is reasonable to expect that most team members will be rated a
3 since the normal distribution of team member performance across large organizations is
represented by a bell curve. Only team members who often exceed performance expectations
should receive higher ratings; conversely, team members who do not meet performance
expectations should be rated lower.

5 = Outstanding Performer: Exceeds all performance expectations

4 = High Performer: Meets and often exceeds all performance expectations

3 = Strong Performer: Meets overall performance expectations

2*= Improvement Needed: Meets some but not all performance expectations

1*= Unacceptable: Does not meet performance expectations

*
For team members rated 1 or 2, please contact and discuss with Human Resources prior to delivery.

Team Member Comments / Reaction (Optional)

NOTE: Each team member (with the assistance of his/her manager) is responsible for identifying his/her Performance Goals
and Development Plan for the next review period. Please use the on-line Performance Planning form designed especially for this
purpose.

_____________________________________ ________________________________
Team Member signature Date Reviewing Manager signature Date
(The team member's signature indicates that he/she was given the opportunity to read this and add comments;
it does not necessarily signify total agreement)

Performance Appraisal 5