ࡱ> q` zbjbjqPqP *:: |||||||d """8P"l"4w3#(((((+- B2D2D2D2D2D2D2$-4h6\h2|.((..h2||((13:/:/:/..|(|(B2:/.B2:/:/||:/(# ""/(:/V/G30w3:/6*/6:/6|:/..:/.....h2h2*/...w3....444"444"$||||||  Monterey Bay Aquarium Research Institute PERFORMANCE APPRAISAL FORM Employee s Name:  FORMTEXT       Position Title:  FORMTEXT      Division:  FORMDROPDOWN Period of Review: FORMTEXT      Time in Job:  FORMTEXT      Supervisor s Name:  FORMTEXT      Supervisor s Title:  FORMTEXT       The main purpose of the appraisal is to fairly assess and communicate an employee s job performance. This is accomplished by comparing the employee s actual performance to his or her assigned duties and responsibilities. Through this process, special accomplishments may be noted, as well as areas where job development is needed. The performance evaluation allows an opportunity to discuss and clarify job expectations, and set objectives for the next review period. Degree of Importance: Rate the importance of each performance dimension, as follows: 3 High 2 Medium 1 Moderate 0 Not Applicable Performance Rating: Please evaluate the employee according to the following definitions: 5) Outstanding Employee consistently exceeds job expectations by demonstrating outstanding performance and knowledge to carry out the routine, as well as the most complex and demanding portions of the position. 4) Excellent Employee consistently exceeds most performance expectations. Performance is routinely at an above acceptable level. 3) Fully Acceptable Employee consistently meets job expectations and may exceed some standards. Performance is at a fully acceptable level. 2) Fair Employee meets some but not all performance expectations. Overall, inconsistent achievement of job expectations. 1) Unsatisfactory Employee does not meet job expectations. Performance is not at an acceptable level. Marked improvement is required. Performance Dimensions:Degree of ImportancePerformance RatingJob Knowledge: The extent in which the employee uses information, procedures, equipment and techniques, for example, in performing the current job.  FORMTEXT       FORMTEXT       FORMTEXT      Problem Solving: Properly researched, selected, and combined facts to reach sound conclusions. Made appropriate choices when faced with alternative course of action. Analyses resulted in appropriate actions and/or recommendations.  FORMTEXT       FORMTEXT       FORMTEXT      Quality: Evaluated tasks in terms of accuracy, thoroughness and follow through.  FORMTEXT       FORMTEXT       FORMTEXT      Productivity: Focused on accomplishment of the essential functions of the job; evaluating the quantity and timeliness of work performed against expected results.  FORMTEXT       FORMTEXT       FORMTEXT      Interpersonal Effectiveness: Achieved positive results in dealing with other people. Effectively dealt with others in the work environment. Worked with others and gained their cooperation. Had a positive impact on others. Interpersonal skills helped in achieving objectives. Performed well in group efforts. Contributed toward group decisions.  FORMTEXT       FORMTEXT       FORMTEXT      Communication Skills: Produced timely, effective communications. Obtained and considered necessary information from others. Conveyed to others information that was necessary for them to possess. Demonstrated effective listening skills.  FORMTEXT       FORMTEXT       FORMTEXT      Initiative: Evaluate the employee s self-starting ability, resourcefulness, and creativity, relative to job duties and responsibilities.  FORMTEXT       FORMTEXT       FORMTEXT      Dependability: Evaluate job performance in terms of punctuality, meeting deadlines, and attending scheduled meetings, for example.  FORMTEXT       FORMTEXT       FORMTEXT      Flexibility: Responds willingly to changes in procedure, technology, responsibility, and assignments.  FORMTEXT       FORMTEXT       FORMTEXT      Planning/Organizing: Set clear objectives, organized tasks and resources to accomplish them. Set challenging, but realistic objectives. Carefully planned time and priorities when conflicting demands occurred. Allowed adequate lead time for attending to necessary administrative details. Met appropriate deadlines.  FORMTEXT       FORMTEXT       FORMTEXT      Safety: Maintained and enforced safe work practices and facilities. Observed safe work practices and rules.  FORMTEXT       FORMTEXT       FORMTEXT      Unique:  FORMTEXT       FORMTEXT       FORMTEXT      In addition to the above, supervisors are evaluated on the following:Degree of ImportancePerformance RatingLeadership & Judgment: Was willing to make decisions and commit to courses of action. Took timely action to get the job done after assessing risks and uncertainties. Did not act impulsively, risking negative consequences. Demonstrated ability to make thoughtful and timely decisions that had positive results.  FORMTEXT       FORMTEXT       FORMTEXT      Supervision: Effectiveness in communicating relevant issues to staff. Ability in setting priorities and assigning tasks. Ability in ensuring completion of assignments.  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FORMTEXT       FORMTEXT       FORMTEXT      Fiscal Responsibility: Ability to plan and develop budget for approval. Ability to operate within approved budget. Proper use and allocation of funds.  FORMTEXT       FORMTEXT       FORMTEXT      Personnel Effectiveness: Effectiveness in making recommendations on new hires, terminations, and promotions, for example. Conducted fair and timely performance evaluations. Ability to provide work-related counseling and guidance. Administer disciplinary action, as appropriate. Adhere to policies and procedures.  FORMTEXT       FORMTEXT       FORMTEXT       Overall Performance Evaluation: (please check one)  FORMCHECKBOX  Outstanding Employee consistently exceeds job expectations by demonstrating outstanding performance and knowledge to carry out the routine, as well as the most complex and demanding portions of the position.  FORMCHECKBOX  Excellent Employee consistently exceeds most performance expectations. Performance is routinely at an above acceptable level.  FORMCHECKBOX  Fully Acceptable Employee consistently meets job expectations and may exceed some standards. Performance is at a fully acceptable level.  FORMCHECKBOX  Fair Employee meets some but not all performance expectations. Overall, inconsistent achievement of job expectations.  FORMCHECKBOX  Unsatisfactory Employee does not meet job expectations. Performance is not at an acceptable level. Marked improvement is required. Supervisor s Comments: (List noteworthy accomplishments and/or areas where improvement is needed, including examples in cases where employee was rated below "fully acceptable")  FORMTEXT       Performance Objectives for the Following Review Period: (include objectives, plans of action, and dates for completion)  FORMTEXT       Employee Comments: (attach separate sheet if necessary)  FORMTEXT       Signature of Immediate Supervisor: __________________________________________________________Date: _________________________ Signature of Division Director (or Comptroller): _______________________________________________ Date: _________________________ Signature of Director of Human Resources: ___________________________________________________ Date: _________________________ Employee s Signature: My signature acknowledges that I have read and understood the contents of this evaluation, but does not necessarily imply I concur with it. 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