Microsoft Word Format

An Employee Performance Appraisal document for Administrative Employees. Here is some sample content:

Employee Name: Job Title:

Date of Hire: Department: Supervisor:

Annual Review 90 day Review Review Period: From To

Purpose: The purpose of conducting the Performance Appraisal is to: Develop better communication between the employee and the supervisor; Improve the quality of work; Increase productivity; and Promote employee development. The supervisor should appraise the employees overall performance primarily on whether the employees performance produced the desired results in each of the principle accountabilities of the job during the performance periods.

Performance Rating Categories: Consider the employees performance in each category and designate the level of performance that most accurately describes his/her job performance. Give careful consideration to each category before choosing the rating. The following is a description of each level of Performance:

1. Outstanding The employee consistently exceeds all the expectations for responsibilities and objectives, skills, abilities and commitment required for the job. Possesses superior knowledge of major aspects of the total job and has had experience in each area. Demonstrated superior knowledge and ability to take initiative and improve processes and efficiency resulting in positive impact on the department or organization.

2. Exceeds Expectations / Requirements The employee achieves and frequently exceeds expectations for responsibilities and objectives, skills, abilities and knowledge for the job. Sought to enhance or increase skills, made recommendations / offered possible solutions to improve processes.

3. Meets Expectations / Requirements The employee met established expectations for responsibilities and objectives of the position. Employee demonstrates requisite skills, ability knowledge and commitment for the job.

4. Improvement Needed The employee does not always meet the responsibilities and objectives of the job. Demonstrates some of the requisite skills, abilities and knowledge to do the job, but additional training and or commitment is required. Individual may still be learning the job and/or willingness to develop or improve requisite skills, knowledge maybe in question.

5. Unsatisfactory Job Performance Responsibilities of the position have not been met. Employee does not demonstrate the necessary knowledge, skills, abilities and commitment required for the position...