STAFF APPRAISAL FORM

REVIEW PERIOD (from) _______________ to ____________________

Name of appraisee________________________________________ Position ________________________________

Senior Manager undertaking appraisal______________________________________

Supervisor checklist completed (Yes/No)

Staff preparation form completed (Yes/No)

Position description current (if not mark-up changes and forward to HR)

Other (list) _____________________________________

MEASUREMENT RATING CRITERIA

Rating 1 Rating 2 Rating 3 Rating 4 Rating 5

New employee, too early to Less than satisfactory Satisfactory Better than satisfactory Outstanding
determine
Did not meet the standard Met the standard Exceeded the standard Greatly exceeded the
Unsatisfactory standard
Partially met agreed targets Fully met agreed targets Exceeded agreed targets
Significantly below standard Greatly exceeded agreed

Reviewed by: Date: Review: Director :

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Failed to meet agreed targets targets

REVIEWING OF THE POSITION DESCRIPTION

In reviewing the current position description with the employee, the following should be noted:

Since the last appraisal, have there been any changes to the duties that are currently reflected in the pd? If yes, note:

Are there any changes to the pd that would make it more reflective of the duties undertaken by the position? If yes, note:

PERFORMANCE APPRAISAL:

ORGANISATIONAL KEY RESULT AREAS (Applies to ALL Colour Seasons employees)

Task Activity Standard required Rating Comments/Can improve rating by…

Reviewed by: Date: Review: Director :

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 1-5

Customer Focus Able to respond & operate within the Focus on meeting customer needs and
& Public Image framework of a competitive business engaging the customer – whether
environment focussed on achieving results. internal or external

Consciously create a good and lasting

impression of professionalism in every
aspect of work

Act as an ambassador and having a good

understanding of, and promoting, XXXX

Demonstrating Able to translate ideas and opportunities Be persistent in addressing issues and
Initiative into actions, improvements and results. potential obstacles

Willingness to take action rather than

simply thinking about it, identifying
opportunities and doing things now, in
order to avoid potential problems in the
future

Embrace change in a positive and

proactive manner and plan/assist (if
management) program staff

Teamwork Able to work effectively as a member of a Willingness to work in a co-operative and

team and strive to continually improve inter helpful manner with other team
and intra group effectiveness. members

Actively demonstrates working with team

members to achieve common goal(s)

Reviewed by: Date: Review: Director :

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Flexibility Able to adapt to changing requirements and Adapt to a variety of situations and work
work effectively with others. effectively with different people and
groups; in a changing environment

The ability to understand and appreciate

different and opposing perspectives on
an issue, and negotiate positive outcomes
for all in a fair and equitable manner

Time Able to anticipate, plan and/or react to Manage priorities, in consultation with
Management changing circumstances in the business your supervisor
and environment and capacity to influence the
Ensure that quality and standards and
Prioritisation course of events.
met, even under time pressure

Prompt response to requests

Attends all meetings on time and well

prepared

OH&S Be a positive role model for other employees Reports immediately any unsafe work
in the matter of OH&S. practices and cooperates with XXXX to
assist in its compliance with the
obligations under the OH&S and Accident
Compensation legislation.

EEO At all times adhere to XXXX’s Code of Acts in a fair and reasonable manner.
Conduct and Equal Employment Opportunity Immediately reports any breaches of
policy and have a zero tolerance to XXXX Code of Conduct – especially
harassment or bullying. breaches to EEO, discrimination, bullying
or harassment.

Reviewed by: Date: Review: Director :

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Quality Participate and promote XXXX's quality Actively engage in accreditation
framework. processes and activities

May provide policies, procedures and/or

forms in field of expertise

Job Specific Competencies (Applies to the individual's contribution)

KRA Activity Performance Rating Comments/Can improve rating by…

standard 1-5

Technical knowledge Applies skills and knowledge Meets all client's needs,
to application of duties including:

Actively ensures that clients XXXXXXXX

receive the highest quality
service.

Professional development Ensures that knowledge base Attends professional

remains up-to-date development sessions (either
at own initiative or at XXXX)

Networking

Research/reading

Challenges Deals with non-standard Identify challenges during

issues in a professional review period and how dealt
manner with

Reviewed by: Date: Review: Director :

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 How could have been better
managed?

Management support Ensures management is well Feedback to management

appraised of situations as they
How could management
occur
actions be improved? (see
See also "demonstrating management feedback form)
initiative" above

Financial Within scope of position, All decisions/actions taken

always mindful of cost savings mindful of cost implications
where possible and
Openly shares
appropriate
cost/productivity
improvement ideas

Understand & carry-out Grasps meaning of instructions carried out in

instructions instructions (asks if not sure) accurately and in good spirit
(absence of “not-my-job”
Carries out instructions co-
attitude)
operatively and positive
attitude does not need constant
reminders

Acceptance of responsibility Sense of duty Exudes positive attitude

Willingness to accept Accepts additional / different

responsibility responsibilities

Works with the minimum of KRA’s are met with minimal

supervision for own work and assistance from management
subordinate (if any)

Reviewed by: Date: Review: Director :

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Plan and organise Work planned and organised Day-to-day worked efficiently
carried out

Workflow effective and

efficient

Priorities set logically

Sense of urgency All jobs completed on time Deadlines met

Accuracy met

Motivation Is self-motivated Maintains motivation

Positive attitude “can-do” attitude

Analytical and judgement Reasons intelligently Reaches conclusions,

skills decisions and
Uses sound judgement
recommendation logically and
rapidly

Accuracy Attention to detail Factually correct

Consistent high quality of Rework

work
On-time delivery
Job complete

Quality Work is of a high standard Rework

In accordance with system Complaints

requirements
Feedback

Audit results

Reviewed by: Date: Review: Director :

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Quantity Volume of work is of a Work completed on time
reasonable standard

Communication (oral) Clearly and accurately conveys Feedback

ideas, information, plans and
Cooperation from person
directions
talking to

Person can understand…

Communication (written) Clear and accurate written Accurate and logical reports,
materials (reports, etc) letters, notes

Delegation Effectively assigns work to Work fairly and effectively

subordinate apportioned

Ensures subordinate is able to Subordinate carries out duties

carry out instructions effectively

Subordinates receive
appropriate training and
support

Interpersonal Communicates effectively Friendly, clear and effective

with all communication manner

Technology Uses hardware and software Uses technology to save time

to best advantage (and double handling, etc)

OH&S Has been inducted Signed induction form

Aware of hazard i.d. and Displays OH&S awareness for

avoidance themselves and others

Reviewed by: Date: Review: Director :

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Professional appearance Grooming and appearance Well presented at work
reflective of professional role

Attendance Time at work Level of unscheduled absence

(sick leave, etc)
Work times
Ready to commence work on
Flexible to work outside of
time and adheres to breaks
normal hours where required
and finish times

When required works

additional or alternate hours

SPECIAL ACHIEVEMENTS DURING THE REVIEW PERIOD

Reviewed by: Date: Review: Director :

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DEVELOPMENTAL PLANNING

Dot point summary of “can be improved by…” column:

If KRA’s have not been met for previous year, summarise reasons

List any skills, qualifications or other attributes which the employee could bring to the job

What are the short /medium /long term career aspirations of the employee?

Developmental needs that have been identified for the employee. Have previous needs been addressed?

Reviewed by: Date: Review: Director :

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XXXX will sponsor training /development in:

The employee intends to take action for self-development in:

NOTE: USE THIS INFORMATION TO DEVELOP EMPLOYEE'S WORK-PLAN

Reviewed by: Date: Review: Director :

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Manager’s summary:

Employee’s acknowledgement:

I have read and discussed this appraisal with my manager / supervisor. My comments are:

Employee signature_____________________________ Date__________________

Manager signature______________________________ Date__________________

Reviewed by: Date: Review: Director :

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 PERFORMANCE DEVELOPMENT & REVIEW – STAFF WORK-PLAN

EMPLOYEE NAME (print): __________________________________________ POSITION: ______________________________________

MANAGER’S (APPRAISER’S) NAME (print): ___________________________ POSITION: ______________________________________

REVIEW PERIOD THIS WORK-PLAN APPLIES TO: (from) ______________ (to) ______________________

Responsibilities Strategies to Achieve Responsibilities Key Performance Indicators Timeframe for completion

(What do you need to improve?) (What will you do to meet this responsibility?) (How will you know you
have achieved the
improvement?)

Reviewed by: Date: Review: Director :

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 Responsibilities Strategies to Achieve Responsibilities Key Performance Indicators Timeframe for completion

(What do you need to improve?) (What will you do to meet this responsibility?) (How will you know you
have achieved the
improvement?)

Participant Signature: _________________________________ Date: ________________

Appraiser Signature: __________________________________ Date: _______________

Appraiser (print):

Reviewed by: Date: Review: Director :

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 Performance Appraisal

MANAGER CHECKLIST FORM

 (at least) one week’s notice given to employee

 review current performance:

o Position description –

 What are KRA’s?

 Are the same as last year?

o Training received –

 Was there any?

 Was it relevant?

 Is it used?

o Previous objectives –

 Were they challenging, achievable, relevant?

 Were they achieved and were there any problem areas?

 Objectives for the following year:

o Improving performance –

 What is expected?

 How can it be achieved?

 What are the time scales?

o Potential training needs –

 What needs to be learned to improve performance?

 Development opportunities:

o New challenges –

 What can be brought to the job to help meet future needs for both the employee and
MRH

 Does the employee have any specific career aspirations – if so what can be done to help
them achieve their goals

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  Encourage employee to gather information to support previous year’s successes or problem
areas

 Set aside enough time for the session

 Book meeting room or such other venue where there are no interruptions

Approved by: Approved: Issued: Review: Owner:

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 Performance Appraisal

EMPLOYEE CHECKLIST FORM

Name ________________________________________Date________________

Position title______________________________________________________

Your job:

What do you see as your most important responsibilities/tasks?

Are these adequately covered in your position description?

What tasks do you feel you did particularly well and why?

Which tasks do you believe you could have done better and why?

What new skills have you obtained and utilised since the last review?

Any other comments regarding your job?

Performance improvement:

When considering the above section (your job) and your KRA’s, how do you rate your performance
and why?

KRA 1:

I did well because__________________________________________________

I could have done better because____________________________________

KRA 2:

I did well because _____________________________________________

I could have done better because____________________________________

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 KRA 3:

I did well because__________________________________________________

I could have done better because____________________________________

KRA 4:

I did well because__________________________________________________

I could have done better because____________________________________

Generally, how could you have improved your performance?

Were there any impediments to your achieving your optimal performance (eg lack of training, wrong
or inadequate equipment, unclear job role)?

Is [TAFE] taking advantage of your skills and experience (if no – how can it?)

Career development:

What are your personal career objectives?

What are your short / medium / long term goals?

What training or other development can [TAFE] help you to achieve your goals?

JOB SATISFACTION

How do you rate your job?

LOW MEDIUM HIGH

1 2 3 4 5 6 7 8 9 10

Approved by: Approved: Issued: Review: Owner:

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 How can we improve your job satisfaction rating?

Approved by: Approved: Issued: Review: Owner:

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