EMPLOYEE PROGRESS UPDATE

EMPLOYEE INFORMATION

Employee’s Name:       Trainers’ Name:      

Supervisors’
Employee’s Title:            
Name
Employee Start Date:       Workstation:      

Please select the appropriate review type

Evaluation Appraisal Transfer

Monthly Review: 1 2 3 4

Date :      

PART A: COMPETENCY WORKSHEET

Improvement Required
Role Model to Others

Unsatisfactory
Competent
Very Good

Assess the level of effectiveness during the review period; mark

with a TICK
 Discipline
1. Discipline. The employee should have the standard in to both
behavior and Performance – Basically it is the benefit of the
individuals and the company, efficiently and effectiveness as the
means of achieving of organizational goals
2.
3. Meeting – Attends weekly toolbox meetings. Visits the work
area and discus problem so as o find the resolutions for the
same.

4. Achieve the results – Delivers the results against planned

targets. Shows high energy level and passion in getting the
desired results. Gets results by knowing the process and driving
for successful production.
5. Quantity of work - Consistently achieves the level of work
output required of the job. Focuses on resources to achieve
objectives.
6. Working Efficiently - Aware of operating parameters for each
section and ensures they are always met. Ensures pre-start
notes are completed and communicated at shift change.
Ensures all work planned for the shift is completed on time.
Provides agreed feedback via Shift Report Sheet. Ensures shift
handover notes are completed and communicated at shift
change.
7. Using Sound Judgment – Demonstrates the ability to decide
and solve a problem in time in a systematic way. Displays
objective analytical power - develops accurate, objective
assessments of the issues even in complex or difficult
situations.

8. Developing One-self – Always committed to improvement.

Builds on good ideas, learns from own mistakes and improves
the routine way of doing things. Thinks and has a desire to
succeed and add value to work. Finds alternative ways of
working.
9. Taking Initiatives - Initiates activities without being told to do
so. Displays a sense of urgency in getting the job done. Adapts
“a can do” attitude.
10. Tolerance - Shows tolerance in the face of constraints. Is willing
and able to adjust to multiple demands, rapid change and
shifting priorities.
11. Adaptability - is willing and able to do new or different jobs as
required.

12. Acting with Integrity - Acts with respect and adherence to strict
morals or ethics, operating within the company

13. Work Commitment – Behaves like an owner. Defines priorities

and readily puts in the extra time and effort. Is punctual, reliable
and in attendance as expected. Treats Company assets as own.
 Accepts accountability for own actions and results.

14. Teamwork – Builds trust with other employees. Values and

treats others with respect and dignity. Shows consistency
among principles, values, and behaviors. Works co-operatively
as a member of a team, and is committed to the overall team
objectives. Works with tolerance and respect.
15. Communication Skills - Interacts with people openly and
directly. Expresses ideas precisely, persuasively and effectively.
Listens first, and responds appropriately to others. Able to
communicate, shares knowledge and relevant information.
16. Motivation – Leads, motivates and influences people to
achieve desired results, regardless of reporting lines. Able to
engage people with meaningful explanations.
17. Developing Others - Provides coaching and feedback
opportunities for other people to develop to their fullest potential.
Assists in training of new team members.

Table 1 Rating Guide

1. Transfer the agreed ratings from competency worksheet by circling the appropriate numbers in the
summary of competencies (Table 1).

2. Total the individual scores and determine a grand total, which has to be posted into a box provided.

Unsatisfactory
Role model to

Improvement
Competent
Very good

Required
others

Summary of Competencies

1. Work Attitudes 20 18 12 8 0
2. Behavior 20 18 12 8 0
3. Punctuality 5 4 3 2 0
4. Achieving results 5 4 3 2 0
5. Quantity of work 5 4 3 2 0
6. Working efficiency 5 4 3 2 0
7. Using Sound Judgment 5 4 3 2 0
8. Developing One-self 5 4 3 2 0
9. Taking Initiatives 5 4 3 2 0
10. Tolerance 5 4 3 2 0
11. Adaptability 5 4 3 2 0
12. Acting with Integrity 5 4 3 2 0
13. Work Commitment 5 4 3 2 0
14. Teamwork 10 9 6 5 0
15. Communication Skills 5 4 3 2 0
 16. Motivation 5 4 3 2 0
17. Developing Others 10 9 6 5 0
18. Business Orientation 5 4 3 2 0
19. Practical Creativity 5 4 3 2 0
Total of Individual                              
Competencies

Grand Total =      

Table 2: Overall Performance Interpretation Guide

Grand Total
Code Rating

Observed
Behavior

Evidence of Knowledge and Skills

Results were consistently outstanding with an exceptional high degree

of success throughout the review period. The rating is for individuals
who have accomplished outstanding results against highly demanding
by far. Recognized as a
Surpasses all targets
133 – 140

goals while performing day to day responsibilities with a very high

A degree of competence. Such individuals are well known to be
role model

competent, dependable, good team players and role models - requiring

little follow-up. An individual rated at this level is an unusually high
achiever for his/her experience level and clearly outperforms others
who are in the same level.
Results consistently exceed job requirements throughout the review
period. This rating is for individuals who have made contributions
Meets & Exceeds Job

beyond what one would normally consider as acceptable for the

118 – 132

requirements

position. Such individuals go beyond normal standard requirements in

B+ seeking out problems and solutions, assuming responsibility and
maintaining a consistently high level of success at both the individual
and team level. An individual rated at this level is perceived to have
performed higher than the general norms in terms of his/her
competencies, responsibilities, and performance.
Meets Job Requirements

Results were fully acceptable and in-line with job requirements

throughout the review period. This rating is for individuals who have
competently performed all day to day responsibilities and at times
exceeded normal expectations for the position. Individuals’ performance
84 – 117

B satisfied the company’s and department’s directions. Likewise, the

individual accomplished the major goals/objectives that had been
established for his her role. An individual rated at this level has
accomplished tasks/assignments with minimal problems or errors and
required little follow-up or correction by the superior.
 Results have not fully met expectations throughout the review period.
C+ Improvement is needed in one or more areas. This rating is for an

requirements Job Minimal Meets

individual who has not achieved targets. An individual rated at this level
requires additional help and direction, beyond the norm from his/her
56 – 83 superior.

Results were not acceptable and did not meet minimum acceptable job
requirements throughout the review period. Considerable
requirements Fails to meet

improvements are clearly needed in most areas. This rating is for

individuals who have consistently failed to meet the job requirements.
After coaching on the job, he/she could not fulfill job responsibilities.
C Unsatisfactory performance may results from lack of ability or
0 - 55

unwillingness to put forth the effort to ensure acceptable performance.

An individual rated at this level requires his/her superior to establish an
improvement plan immediately. Failure to meet the improvement
timetable requires that the individual be removed from the job through
re-assignment, demotion, or discharge.

PART B: FEEDBACK AND DEVELOPMENT PLAN

1. Supervisor’s Comments:
     
     
     
     
     
     
     
     
     

2. Employee’s Comments:

     
     
     
     
     
     
     
     

3. Training/Development Focus:

     
     
     
     
     
     
     
     

PART C: ENDORSEMENTS

By signing-off this plan the employee and management agree to fulfil their individual obligations. The
employee to ensure that the plan is executed, and management to afford the opportunities

           
Employee’s Name Signature Date
           
Supervisor/Workstation Signature Date
Managers’ Name
           
Name Signature Date
           
Training Managers Name Signature Date
           
CHRO Name Signature Date

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