General Performance Evaluation Form

Use the General Performance Evaluation Form to assess and rate overall job knowledge, results, communication skills, problem-solving skills, etc.

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General Performance Evaluation Form

General Instructions

2. Has the supervisor reviewed the employee’s job description, and job standards (expectations/objectives/duties) for the rating cycle to ensure the appraisal relates to the specific responsibilities, job assignments, and standards that were conveyed to the employee for the rating cycle?

Photo Comment

Communication Of Performance Standards

Job Knowledge/Skills

Work Results

Communications

Initiative/Problem Solving

Interpersonal Relations/Equal Employment Opportunity (EEO)

Work Habits

Supervision/Management

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Checklist by GoAudits.com – Please note that this checklist is intended as an example. We do not guarantee compliance with the laws applicable to your territory or industry. You should seek professional advice to determine how this checklist should be adapted to your workplace or jurisdiction.

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General Performance Evaluation Form

Use the General Performance Evaluation Form to assess and rate overall job knowledge, results, communication skills, problem-solving skills, etc.

1. Is the employee a supervisor or non-supervisor?

2. Has the supervisor reviewed the employee’s job description, and job standards (expectations/objectives/duties) for the rating cycle to ensure the appraisal relates to the specific responsibilities, job assignments, and standards that were conveyed to the employee for the rating cycle?

3. Is the appraisal based on the employee’s performance during the entire review period, not isolated incidents or performance before the current review period? Has the supervisor obtained and reviewed the necessary input and supporting data?

4. Has the supervisor rated each factor in relation to the standards established and the guidelines listed on the form for each rating?

5. Has the supervisor provided an overall rating based on the rating of individual factors, adherence to significant performance standards, and accomplishment of essential functions?

6. Has the supervisor assessed the employee’s strengths and identified opportunities where the employee could improve or require additional knowledge or skill?

7. Has the supervisor included projected development needs to meet anticipated assignments during the next rating period?

8. Has the supervisor obtained employee input regarding their training needs?

9. Has the supervisor considered the employee’s participation and willingness to participate in employee development opportunities when rating?

10. Has the supervisor discussed and obtained comments and the signature/date of the reviewing officer before discussing with the employee?

11. Has the supervisor signed/dated the form, met with the employee to discuss the rating, and obtained the employee’s signature/date/comments?

12. Has the supervisor arranged for a reviewing officer discussion if requested?

13. Has the supervisor updated the employee's job description, essential job functions, and performance standards/objectives for the next rating cycle?

1. When were the performance standards (objectives, duties, expectations, etc.) for this rating period conveyed to the employee?

2. When was the progress review(s) conducted (at least once during the rating cycle)?

1. Is the employee demonstrating superior job skills and knowledge?

2. Is the employee effectively applying their skills and knowledge to work assignments?

3. Is the employee willingly mentoring staff and sharing knowledge?

4. Is the employee seeking and applying innovative and relevant techniques?

5. Does the employee's work reflect thorough and current knowledge/skills of the job and its impact on agency activities and related resources?

6. Is the employee using opportunities to expand their knowledge/skills and sharing information with staff?

7. Does the employee's work reflect adequate knowledge/skills for the job?

8. Does the employee have some knowledge of related work?

9. Is the employee staying current with major changes impacting their knowledge or skill?

10. Is the employee accepting change?

11. Is the employee often demonstrating a lack of basic or sufficient job knowledge/skills to perform routine functions of the job?

12. Is the employee occasionally resistant to changing knowledge and/or skill requirements or processes, including opportunities for knowledge/skill enhancement?

13. Is the employee consistently demonstrating a lack of basic job knowledge and/or skills to perform their job?

14. Is the employee rarely taking advantage of available skill enhancement or training opportunities?

15. Is the employee often resistant to changing requirements?

1. Is the employee's work consistently exceeding expectations of quality, quantity, customer service, and timeliness?

1. Is the employee consistently communicating in a clear, effective, timely, concise, and organized manner?

2. Is the employee articulate and persuasive in presenting and soliciting complex or sensitive data?

3. Is the employee proficiently organizing and presenting difficult facts and ideas orally and in writing?

4. Is the employee seeking and providing feedback?

5. Is the employee keeping others informed?

6. Is the employee listening with understanding?

1. Is the employee consistently resolving unit/team problems and promoting improvements?

2. Is the employee maximizing resources, innovation/technology to streamline/improve?

3. Is the employee analyzing the full dimension of complex problems?

4. Does the employee require minimal supervision?

5. Is the employee suggesting innovations to improve operations or streamline procedures?

6. Is the employee carrying through solution implementation with routine supervision or follow-up?

7. Is the employee resolving routine problems?

8. Is the employee consistently failing to recognize or seek help in resolving routine problems?

9. Is the employee demonstrating an inability to work individually or in a team?

10. Does the employee rarely suggest improvements?

11. Does the employee require frequent reminders and supervision?

1. Is the employee consistently promoting and maintaining a harmonious/productive work environment?

2. Is the employee respected and trusted and often viewed as a role model?

3. Is the employee actively promoting EEO/diversity programs?

4. Is the employee frequently fostering teamwork, cooperation, and positive work relationships?

5. Is the employee handling conflict constructively?

6. Does the employee usually interact in a cooperative manner?

7. Is the employee avoiding disruptive behavior?

8. Is the employee dealing with conflict and frustration appropriately?

9. Is the employee treating others equitably?

10. Does the employee often have difficulty getting along with others and allow personal bias to affect job relationships?

11. Does the employee require reminders regarding the needs and sensitivities of others?

1. Does the employee's work reflect the maximum innovative use of time and resources to consistently surpass expectations and improve operations?

2. Is the employee serving as a role model with regard to work policies and safety standards?

3. Is the employee frequently planning and organizing work to timely and effectively accomplish job duties with appropriate use of resources?

4. Is the employee suggesting and implementing improvements and exceeding organizational work/safety rules and standards?

5. Is the employee's work planned to meet routine volume and timeliness and usually fulfilling operational and customer service needs?

6. Is the employee adhering to organizational work policies/safety rules and procedures with few exceptions?

7. Does the employee frequently lack organization and planning of work and not adequately use available resources?

8. Is the employee often not meeting standards in complying with work policies/safety rules and/or care of equipment?

9. Is the employee consistently failing to meet expected standards due to lack of effective organization, use of equipment/resources, or inattention to customer service needs?

10. Is the employee resisting established work policies/safety rules and procedures?

1. Is the employee regularly exceeding expectations?

2. Is the employee implementing innovative policies, resources, and technology to maximize efficiency and service?

3. Is the employee committed to and promoting excellence; leading by example, energizing performance, and teamwork?

4. Is the employee using and encouraging creative decisions and solutions?

5. Is the employee acting as a positive change agent?