INDIVIDUAL PERFORMANCE AND CONTRIBUTION DISCUSSION FORM FOR PROFESSIONAL ( Technical Professional, Supervisors) EMPLOYEE NAME RATING PERIOD From JOB THE to WWMEDIATE SUPERIORS NAME DEPARTMENT CATEGORY 1] 2]3f4]o5]6 fz fs | o | 10 em PEFORMANCE LEVEL "have participated in ths discussion with my manager supervisor and have reviewed my records. [Employes Signature Date "have participated in hs discussion with my manager / supervisor and have reviewed my records [ManageriSupenisors Signatures Date | have participated in this scussion wth my manager / supervisor and have reviewed my records. [Retievel Manager Signature ifthe overall performance and contributing rating is 3.6 or above) DatePERFORMANCE AND CONTRIBUTION CATEGORIES PERFORMANCE AND conTRIBUTION RATING || * || > |, 2], 7 | ° PERFORMANCE AND CONTRIBUTION RATING || * || > | ? || 1 || ° 1. Quality of Results: How ofectvely this person produce a high caliber of wrk compared with accepted standards of performance within the department concerning appropriate level of deta, accuracy ‘completeness, thoroughness, scope, format, and amount of correction of revision required 2. Quantity of Results: The extent o which ths person produces a ‘specied amount or volume of work compared to department standards, schedules, commitment, and deadlines, and actively seeks new work ar ‘offers to help oners when not busy with current projects / assignments (COMMENTS / DOCUMENTATION (COMMENTS / DOCUMENTATION PERFORMANCE AND CONTRIBUTION RATING 4 3 2 1 ° PERFORMANCE AND CONTRIBUTION RATING 3. Planning, Organizing, and Maintaining Progress: How ‘flectively this person recognizes primes, formulates scheaules, establishes work abjecves, antcpates potetial problems, understands ‘oF defines responsible, projects needs, organzes the work tobe performed, follows trough on assignments, and requires the approprate level of supervision “4, Judgement and Initiative: How eftectvay tis parson consider the advantages, disadvantages, and possible adverse consequences of atemative, avoids gathering fo much 0° ta ile data ‘aves at sound and timely decsions, recognizes the need for action, ‘assumes responsibilty without prompting ‘COMMENTS / DOCUMENTATION (COMMENTS / DOCUMENTATIONPERFORMANCE AND CONTRIBUTION CATEGORIES PERFORMANCE AND conTRIBUTION RATING || * || > |, 2] 7 | ° PERFORMANCE AND CONTRIBUTION RATING || * || > | ? || 1 || ° 5. Application of Special Technical Expertise: How effectively this person applies advanced concepts, theories, rine, ‘and methods fo project, business problems issues, or questions which {ew athers in the company have the technical expertise to adaress, 6. Customer Orientation and Cooperation: How eftetvely this person maintains a customer orientation, makes efforts to understand the needs of otters, and fosters cooperative work relationships (bath Inside ane outside the departmont tat promote the success ofthe ‘department and company, ‘COMMENTS / DOCUMENTATION. ‘COMMENTS / DOCUMENTATION PERFORMANCE AND CONTRIBUTION RATING PERFORMANCE AND CONTRIBUTION RATING 7. Communications: tow efecively his person verbally ‘communicates information, adapting presentations tothe target aucience ‘and produces writen material whic s clear, concise, et, and snows logical thought progression, 8, Project Leadership and Coordination: How eftecvaly this person operates independently In delegating work to peers and ceordinating the work of otters when given projector assignment leadership responsibilty ‘COMMENTS / DOGUMENTATION (COMMENTS / DOCUMENTATIONPERFORMANCE AND CONTRIBUTION CATEGORIES PERFORMANCE AND CONTRIBUTION RATING || 4 | > | 2 | 1 || ° PERFORMANCE AND. CONTRIBUTION RATING || * || | 2] * | ° 9. Behavior Flexibility: How efectvely this person adapts behavior and approaches and corrals emoton under the demands of tie, maltple, assignments, oppostion. and charging proses and rections 10. Self Development and Appraisal: How effevel this person analyzes hishher ovm performance strengths and weaknesses, ‘accopts consttucveeriism, pafpates in esevantedvcational experiences, reads job-related iRerature, keeps upto-dateon new trends ‘and developments and improves capabilities to meet changing job requrements. ‘COMMENTS / DOCUMENTATION (COMMENTS / DOCUMENTATIONPERFORMANCE PLANNER In this section, you are to work with your staff member on a developmental plan to improve areas of performance concern and / or to acquire knowledge, skills, or abilities for future growth opportunittes. Performance Areas Where Knowledge, Skil, OrAbites That | Developmental Projected Projected Improvements Needed or Future |} Must Be Developed To Result in The ‘Activites Implementation Date |} Completion Dato ‘Growth Opportunities Improvement or Future Growth ‘Assignments “Month Year) || (Month/Year)