Performance Evaluation
Self Appraisal Management Appraisal
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 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
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:
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 Compliance
Takes initiative to assess risk and develop effective strategies to
Makes prompt and sound decisions based on multiple sources of
minimize risk; understand the budget process and priorities;
information; weighs alternatives and their potential outcomes; organizes
complies with legal requirements, audit, regulatory and line of
information efficiently; and evaluates impacts of decisions on their work
business compliance programs, and their associated policies and
environment.
procedures.
Additional Comments on Problems Solving and Decision Making: Additional Comments on Risk Management/Compliance:
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:
*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.
2*= Improvement Needed: Meets some but not all performance expectations
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