As a partner of NFP, Golden & Cohen is committed to the career development of all employees. As such, managers should complete a performance evaluation for each employee annually. The evaluation must be objective, job specific, meaningful and should cover the entire period being reviewed. The assessment should be used to review job duties and expectations, acknowledge outstanding performance, suggest ways to improve performance, and form the basis for compensation review.
The written evaluation should be followed up with a discussion between the manager and employee. These interviews provide an opportunity for feedback where productive performance can be reinforced and performance concerns addressed.
Managers should rate the employee’s performance in each category by using the following scale. An explanation for the rating including comments on commendable performance or areas of improvement or development should be provided in the area marked for comments.
1 Excellent – Consistently exceeds expectations. Performance leaves little, if anything, to be desired.
2 Exceeds Expectations – Frequently exceeds job requirements. Accomplishments were above the established standards.
3 Meets Expectations – Consistently performs at acceptable levels. The employee performs efficiently.
4 Needs Improvement – Performs slightly below the minimum requirements for the job. Corrective action may be necessary.
5 Unacceptable – Performance which is significantly below minimum requirements. Immediate action may be required.
Loading...