Sample Employee Appraisal Reports PDF
Sample Employee Appraisal Reports PDF
Sample Employee Appraisal Reports PDF
Employee Name:
Employee ID #:
Position Title
Grade:
COMPLETION
DATE
SUPERVISORS
INITIALS
EMPLOYEES
INITIALS
IMPORTANT
PLEASE READ ALL INSTRUCTIONS BEFORE BEGINNING EAR
INTRODUCTION
DEVELOPING AN EFFECTIVE EMPLOYEE APPRAISAL REPORT
This Employee Appraisal Report (EAR) is designed to achieve four important objectives relating to each
employees professional development and continued employment at AED. These objectives are:
1. To assist each employee and their supervisor establish and agree upon performance objectives for the
employees work during the upcoming year;
2. To clarify the supervisors expectations and the employees understanding of their responsibilities,
leading to maximum performance and high productivity;
3. To open a dialogue between the employee and the supervisor regarding the employees expertise in
eleven fundamental job competencies necessary to be successful at AED; and,
4. To obligate both the employee and the supervisor to specific actions which are monitored throughout
the year, and which form the basis for the employees final performance review at the end of the year.
The foundation of the EAR is the eleven job competencies (JCs) that are listed below. The majority of these JCs
are relevant to every job at AED. Under each JC, there are definitions describing activities and behaviors that
demonstrate proficiency in the respective JC. Together at the performance objective setting stage, the employee
and the supervisor will determine which JCs apply to the employees job. These JCs reflect AEDs values, and
proficiency in these activities is crucial to AEDs mission. At the end of the year, each supervisor will rate the
employee in their ability to satisfactorily perform in the following JCs, which are applicable to their job:
Communication
Diversity
Job Knowledge
Productivity
Professionalism
Team Work
Business Principles
Corporate Wellness
Innovation
Leadership
Staff Development
The employee locates the EAR on the AED portal under AED Forms, Human Resources. S/he saves
the form as a Word document on his/her personal drive. The employee completes the performance
objectives and criteria for measurement in preparation for a discussion with the supervisor. These
objectives can be adapted from the employees formal job description, work plan, contract, and/or
department goals. The criteria for measurement for each performance objective will indicate which job
competency or competencies it demonstrates, using the phrase [Demonstrating:].
STEP 2:
The employee and the supervisor meet to formally agree on performance objectives and criteria for
measurement for the upcoming year. The performance objectives are recorded in SECTION I of the
EAR (please see the example below).
In SECTION II, the first 6 competencies apply to all jobs. During the goal setting meeting, the
supervisor and employee will determine which of the remaining 5 competencies apply to the
employees job. This will be indicated by placing an X in the box in the column to the left of each
applicable competency.
Further training in this process is presented annually in the Washington, DC headquarters during the
AED workshop entitled Setting Performance Goals. Those individuals unable to attend this
workshop will find the workshop outline on the AED portal under Management Services, Human
Resources, Training.
Performance Objective
Example: Performance Objective
Provide technical leadership in HIV/AIDS
activities related to nutritional care and
support.
STEP 5:
The employee reads the EAR and completes SECTION IV and SECTION V.
STEP 6:
The employee and the supervisor meet to discuss SECTION II, SECTION III, SECTION IV, and
SECTION V of the EAR. Both the employee and the supervisor sign the EAR form. Copies of the
completed form are made for the supervisor and the employee.
STEP 7:
The supervisor completes the Employee Appraisal Report Approval Sheet (also found on the AED
portal under AED Forms, Human Resources). This page is placed at the beginning of the EAR
and is used as a cover sheet. The supervisor signs this page and forwards the entire EAR to the
project/center director for approval. The project/center director reviews the EAR and signs the
Employee Appraisal Report Approval Sheet indicating their approval of the rating and salary
increase recommendation. The project/center director forwards the entire EAR to the group
director who reviews the EAR and signs the Salary Recommendation and Approval Sheet
indicating their approval of the rating and the recommended salary increase. The group director
sends the original EAR form to the Human Resources Office.
NOTE: A supervisors performance review is considered a formal recommendation for salary
action, but salary decisions are not final until the Officer-in-Charge, the VP of HR, and the
President have reviewed all performance reviews for equity and fairness. Therefore, no salary
recommendation should be discussed with the employee until the approved amount is given
to the supervisor in December.
If the supervisor is recommending a promotion, they must complete and submit a new job
description, along with a copy of the Promotion and Equity Review Request Form to the
Vice President & Director of Human Resources prior to the review conversation. The specific date
these documents are required will be announced each fall.
Performance Objective
A.
A.
A.
A.
A.
A.
A.
A.
SECTION II
COMPETENCY EVALUATION
Expertise in all or most of the following competencies is essential for success at AED. In this section, the
supervisor must rate the employee in each competency that applies to the current job. (Specific details about the
degree to which the competencies were or were not met should be included in SECTION III.)
DESCRIPTION OF RATINGS
1 = Unsatisfactory
Employee has not reached an acceptable level of competency in this area. Skills
and behaviors that require this competency are seriously deficient and require
significant correction.
2 = Needs Improvement
3 = Successful
4 = Excellent
Employee excels in this competency. Skills and behaviors that require this
competency are exceptional and consistent. Employees skills and behaviors in
this area exceed normal expectations.
Competency - Diversity
-
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Competency- Productivity
-
Competency - Professionalism
-
Works cooperatively & effectively with supervisors, colleagues, & other staff at
all levels to accomplish tasks & goals
Accepts (& offers) constructive criticism & feedback from (to) supervisors,
colleagues, & to other staff at all levels
Exercises responsibility, courtesy, dependability & respect in work teams
Applicable
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Competency- Innovation
-
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Competency - Leadership
-
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
Rating
1 = Unsatisfactory
2 = Needs Improvement
3 = Successful
4 = Excellent
SECTION III
PERFORMANCE OBJECTIVES EVALUATION
Please explain how the employee met the performance objectives established for this year.
Please indicate what areas of improvement are still needed to successfully meet performance objectives.
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Using the definitions below, please select an overall performance rating for this year.
1 = Unsatisfactory
(This rating necessitates developing a Performance Improvement Plan. An employee receiving this rating
must be placed on performance probation. This must be done with the approval of HR. Please contact
Employee Relations Officer, Shanna Hines at ext. 8739)
2 = Needs Improvement
3 = Successful
4 = Excellent
1 = Unsatisfactory
2 = Needs Improvement
Performance was deficient and needs improvement. Only some of the performance
objectives were attained. Employees efforts often required rework or other
corrective measures. Employee needs improvement in many of the job
competencies to meet required standards of performance.
3 = Successful
Performance and work quality meets all expectations. Majority of the performance
objectives were attained. Employee demonstrated proficiency in the job
competencies most relevant to their job. Output was typical of a capable,
productive performer. Employee fully meets required standards of performance.
4 = Excellent
Performance was commendable and often viewed as a model for other employees.
All of the performance objectives were attained. Employee demonstrated
proficiency in all the job competencies. Outputs exceeded normal expectations.
Employee reached this level of excellence by demonstrating exceptional
knowledge, skill and/or ability.
SIGNATURES
This review and its subsequent rating have been discussed with me. Employees signature does not necessarily
imply agreement with the rating or the contents of the review.
Supervisors Signature
Date
Employees Signature
Date
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Job Title:
Grade:
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Job Title:
Grade:
What internal and external professional development activities will you participate in during the upcoming year?
INTERNAL
CareerPower Workshop
Mentoring Program
Executive Coaching
In-House Seminars
EXTERNAL
Job Related Seminars
Continuing College Education
Professional Certification
Other:
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