Professional Documents
Culture Documents
2023Eva
2023Eva
2023Eva
OBJECTIVE:
አላማ፡
Provide objective criteria for personal performance evaluations on a standard basis within your organization.
በድርጅትዎ ውስጥ በመደበኛ ሁኔታ ለሰራተኞች የስራ አፈፃፀም ግምገማዎች ተጨበጭ መመዘኛዎችን ማቅረብ፡፡
Compel you to examine all of the individual trait affecting employee performance.
በሰራተኛ አፈፃፀም ላይ ተጽእኖ የሚያሳድሩትን የግለሰብ ባህርያትን በሙሉ እንዲመረምሩ ያስገድዱዎታል፡፡
Help you to support your conclusion and recommendation for job classification and compensation improvements.
የስራ ምደባ እና የካሳ ማሻሻያዎች መደምደሚያዎን እና ምስክርዎን እንዲደራጁ ይረዳዎታል፡፡
PROCEDURE:
አሰራር፡
Decide for each the level at which the employee performed for this rating period.
ሰራተኛው ለዚህ የደረጃ አሰጣጥ ጊዜ ያከናወነበት ደረጃ ለእያንዳንዱ ይወስኑ፡፡በደረጃ መስጫው ውስጥ ተጓዳኝ የዋጋ ቁጥሩን ይፃፉ፡፡
Write the corresponding value number in the rating column. Add the numbers to obtain a total score.
ጠቅላላ ውጤት ለማግኘት ቁጥሮቹን ይጨምሩ፡፡
Transfer this total to the rating scale on page 4. This will indicate, and support your overall opinion of the employee’s performa
ይህንን ድምር በገፅ 4 ላይ ወዳለው ደረጃ አሰጣጥ ያዛውሩ፡፡ይህ ስለ ሰራተኛው አፈፃፀም አጠቃላይ አስተያየትዎን የሚያሳይ እና የሚደግፍ ነው፡
Refer back to page 2 and 3 to comment on the employee’s principal strengths and weaknesses.
ስለ ሰራተኛው ዋና ዋና ጥንካሬዎች እና ድክመቶች አስተያየት ለመስጠት ወደ ገፅ 2 እና 3 ይመልከቱ፡፡
Your comments should be consistent with your rating of individual traits.
አስተያየቶችዎ እያንዳንዱ የግለሰቦች ደረጃ አሰጣጥ ጋር የሚስማሙ መሆን አለባቸው፡፡
Finally, you should describe the employee’s reaction to this evaluation, if you discuss it, and make your recommendation for an
በተደጋጋሚ ጊዜ ጨዋነት
አክብሮት፡- የሌሎች ፍለጎት ማክበር፡፡በስራ ላይ ጨዋ መሆን የጎደለው፤ለሌሎች የማይመች የስራ ቦታ
የሚፈጥር
Usually uncooperative. A
roadblock to coworkers,
(3) Cooperation and Initiative -willingness to help others accomplish their
objectives and voluntarily starting projects. Attempting non-routine jobs and customers or suppliers,
tasks. shows little initiative.
Never volunteers. Sticks
closely to job routine
Frequent unexcused
lateness or absence from
(5)ATTENDANCE (*2)
work. Very attendance
record, (0)
Total
Has this evaluation been discussed with the employee (yes/ no)?
No
CATION: Service Department and Main store
ና ክፍል እና ዋና መጋዘን
TE OF EVALUATION:
improvements.
e your recommendation for any changes in the employee’s job classification or rate of pay.
Very conscious of
Observe common
Occasionally impolite to coworkers others feelings and
courtesies, does not
or others. rights. Always
offend.
polite.
የሌሎችን ስሜቶች እና መብቶች
አልፎ አልፎ ለስራ ባልደረቦች ወይም ለሌሎች የጋራ ጨዋነትን
በጣም ህሊና ያለው፡፡ሁል ጊዜ
የሚያስቸግር፡፡ ያከብራል፤አያስከፋም፡፡ ጨዋ፡፡
Displays sufficient
Is sometimes deterred by obstacles Even tempered. Absorbs
routine
drive to overcome
which should be overcome also Is not stopped by most unusually
Occasional display of temper or obstacles, works through difficulties Can
emotion sufficient to disrupt other and them can be relied on to tolerate unusual
complete all aspects of the pressure and tension
hinder own performance Occasionally job.
impolite to coworkers or others without hindering
performance
ያልተለመዱ አስቸጋሪ
መሰናክሎችን ለማሸነፍ በቂ
ተነሳሽነት አለው፡ስራዎችን
አንዳንድ ግዜ ሊወገዱ በሚገቡ መሰናክሎች ይታገዳሉ ቁጣውን ይቆጣጠራል፡፡መደበኛ የስራ በትንሽ ቁጥጥር
እንዲሁም አልፎ አልፎ የቁጣ ስሜት በማሳየት ጫናን ይቀበላል በአብዛኛው የሚያጠንቅቅ፤አልፎ አልፎ
የራሳቸውን ወይም የሌላውን ስራ አፈፃፀም ያደንቅፋሉ መሰናክሎች የማይገታ ሲሆን በእነሱ ልዩ ፕሮጀግቶችን
አልፎ አልፎ ለስራ ባልደረቦች ወይም ለሌሎች ላይ ይሰራል ሁሉንም የስራ ገፅታዎች የጠናቅቃል፤ያልተለመደ
ግብረገብነት፡፡ ለማጠናቀቅ ሊታመን ይችላል፡፡
ግፊትና ውጥረትን የስራ
አፈጻጸምን ሳይደናቅፍበት
መታገስ ይችላል፡፡
Satisfactory
Absences or lateness. Below standards. Rarely late or absent-
attendance record.
(2) (4)
(6)
መቅረት ወይም መዘግየት ፡፡ከተለመደው በታች፡፡ አልፎ አልፎ መዘግየት ወይም አጥጋቢ የመገኘት መመዝገብ
መቅረት፡፡ ፡፡
CLEARLY OUTSTANDING NUMERICAL RATING (0 THROUGH 4)
ድንቅ በጣም ጥሩ አፈፃፀም በቁጥር ከ0-4 ደረጃ መስጠት
14
9
ሁሉንም ሀላፊነቶችን በአግባቡ የሚወጣ
9
Extremely courteous, well-
mannered and polite. Always
considers the comfort and ease
of others.
7
ቆራጥነት ሁልጊዜ ያሳያል፡፡አላማው እስኪደርስ
ድረስ እምብዛም አይቆምም በከፍተኛ ጫና ውስጥ
በተከታታይ እና በብቃት ያከናውናል እጅግ በጣም
አስተማማኝ እና እምነት የሚጣልበት ሁሉንም
ስራዎች ይቀበላል እንደተጠበቀው ሁል ግዜ
ያከናውናል፡፡
(0-15) Unsatisfactory
አጥጋቢ ያልሆኑ
(30-45) Satisfactory
አስደሳች በቂ
(45-60) Exceptional
ወደር የሌለው
OBJECTIVE:
አላማ፡
Provide objective criteria for personal performance evaluations on a standard basis within your organization.
በድርጅትዎ ውስጥ በመደበኛ ሁኔታ ለሰራተኞች የስራ አፈፃፀም ግምገማዎች ተጨበጭ መመዘኛዎችን ማቅረብ፡፡
Compel you to examine all of the individual trait affecting employee performance.
በሰራተኛ አፈፃፀም ላይ ተጽእኖ የሚያሳድሩትን የግለሰብ ባህርያትን በሙሉ እንዲመረምሩ ያስገድዱዎታል፡፡
Help you to support your conclusion and recommendation for job classification and compensation improvements.
የስራ ምደባ እና የካሳ ማሻሻያዎች መደምደሚያዎን እና ምስክርዎን እንዲደራጁ ይረዳዎታል፡፡
Produce fairer evaluation of employees.
የሰራተኞችን ፍትሀዊ ምዘናዎች እንዲያቀርቡ ያስችላል፡፡
PROCEDURE:
አሰራር፡
Decide for each the level at which the employee performed for this rating period.
ሰራተኛው ለዚህ የደረጃ አሰጣጥ ጊዜ ያከናወነበት ደረጃ ለእያንዳንዱ ይወስኑ፡፡በደረጃ መስጫው ውስጥ ተጓዳኝ የዋጋ ቁጥሩን ይፃፉ፡፡
Write the corresponding value number in the rating column. Add the numbers to obtain a total score.
ጠቅላላ ውጤት ለማግኘት ቁጥሮቹን ይጨምሩ፡፡
Transfer this total to the rating scale on page 4. This will indicate, and support your overall opinion of the employee’s performa
ይህንን ድምር በገፅ 4 ላይ ወዳለው ደረጃ አሰጣጥ ያዛውሩ፡፡ይህ ስለ ሰራተኛው አፈፃፀም አጠቃላይ አስተያየትዎን የሚያሳይ እና የሚደግፍ ነው፡
Refer back to page 2 and 3 to comment on the employee’s principal strengths and weaknesses.
ስለ ሰራተኛው ዋና ዋና ጥንካሬዎች እና ድክመቶች አስተያየት ለመስጠት ወደ ገፅ 2 እና 3 ይመልከቱ፡፡
Your comments should be consistent with your rating of individual traits.
አስተያየቶችዎ እያንዳንዱ የግለሰቦች ደረጃ አሰጣጥ ጋር የሚስማሙ መሆን አለባቸው፡፡
Finally, you should describe the employee’s reaction to this evaluation, if you discuss it, and make your recommendation for an
PERSONAL TRAITS
የግል ባህሪዎች
(1) KNOWLEDGE: - The blending of job-related education, skills and experience.
(2) Accuracy & Judgement: - Absence of errors. Capacity to make reasonable decisions (2.5)
(3) KPI (Key performance indicator)- working accordingly to your job description.
ዋናው የተግባር ማሳያ- በተሰጠው የስራ ዝርዝር መሰረት መስራት
(4) INNOVATION-imagination and creativity used to lower costs and improve profits.
ገፅታ፤ልማድ እና አደረጃጀት- የግል ልማዶች፤ አለባበስ እና እራስ አያያዝ(ምዘናው የስራውን ዐይነት ግምት ውስጥ መስገባት አለበት) እንዲሁም
የግለሰቦች ስራ እና የስራ ቦታ አደረጃጀት
ትብብር እና ተነሳሽነት፡- ሌሎች ዓላማዎቻቸውን ለማሳካት ለመርዳት ፈቃደኝነት እንዲሁም በፈቃደኝነት የሚጀመር ፕሮጀክቶች ላይ መሳተፍ፤ከሥራቸው ውጪ ያልተሠጣቸውን ሥራ መሥራት፡፡
(8) PERSEVERANCE, STABILITY & RELIABILITY -Steadfast pursuit of job objectives when faced with
unexpected obstacles Even temperament. Acceptance of unavoidable tension and pressure, dependability and
trustworthiness.
ፅናት፤መረጋጋት እና እምነት-የተረጋጋ ባህሪይ የማይቀየር ውጥረትና ግፊት መቀበል ያልተጠበቁ መሰናክሎች ሲያጋጥም የስራ አላማዎችን በጽናት መጋፈጥ
የሚተማመኑበትና እምነት የሚጣልበት::
(9) ATTENDANCE
መገኘት-
Has this evaluation been discussed with the employee (yes/ no)?
No
JOB LOCATION: Service Department
የስራ ቦታ፡ ጥገና ክፍል
FINAL DATE OF EVALUATION:
የመጨረሻ ቀን ምዘና፡
provements.
our recommendation for any changes in the employee’s job classification or rate of pay.
Above average
Usually exercises
Constantly commits error reasoning ability.
Too often selects wrong alternative sound judgement
Frequently makes Seldom errors in
error level too high. Needs makes average
irrational decisions. Poor judgement very
improvement. (2.5) number of mistakes.
judgement (0) accurate. Commits
(5)
few errors. (7.5)
ያለማቋረጥ ስህተቶችን ይፈፅማል በጣም ብዙ ጊዜ የተሳሳተ አማራጭን ይመርጣል ብዙውን ጊዜ ትክክል የሆነ ከአማካይ የማመዛዘን ችሎታ
ብዙውን ጊዜ ምክንያታዊ ያልሆኑ የስህተት ደረጃ በጣም ከፍተኛ ነው፡፡መሻሻል ውሳኔ አሰጣትን ይለማመዳል በላይ፡፡አልፎ አልፎ ውሳኔ
ውሳኔዎችን ያደርጋል ደካማ ውሳኔ፡፡ ያስፈልጋል፡፡ አማካይ ስህተቶችን ያደርጋል፡፡ ይሳሳታል::
ብዙውን ጊዜ በትክክል
መልበስ፡፡ጥቂት አስከፊ የግል
በጥቂቱ መጥፎ ገጽታ ወይም ልምዶች፡በተረፈ፡በጣም
ተደጋጋሚ ጥፋት እንዲሁም ብዙውን አልፎ አልፎ የተዛባ መልክ ወይም አስከፊ ባህሪ አና አስከፊ ባህሪ ያሳያል፡ነገር፡ግን፡ የተደራጀ እና ቀልጣፋ
ጊዜ ስርአት አልበኝነት እን ትርምስ፡፡ ያልተደራጀ ወይም የተዝረከረከ የስራ ከባቢ ያሳያል፡፡ በበቂ ሁኔታ የተደራጁ ሰራተኛ የስራ ቦታን
ስራዎችን በብቃት በአግባቡ ካለመያዝ ጋር
ያከናውናሉ፡፡፡፡
በተያያዘ ጥቂት ደካማ የስራ
አፈፃፀም ክስተት፡፡
Very conscious of
Frequently rude. Causes Observe common
Occasionally impolite to coworkers others feelings and
noticeable discomfort to courtesies, does not
or others. rights. Always
others. offend.
polite.
ያልተለመዱ አስቸጋሪ
መሰናክሎችን ለማሸነፍ በቂ
ተነሳሽነት አለው፡ስራዎችን
ያልተጠበቁ መሰናክሎች ሲያጋጥሙ በተደጋጋሚ አንዳንድ ግዜ ሊወገዱ በሚገቡ መሰናክሎች ይታገዳሉ ቁጣውን ይቆጣጠራል፡፡መደበኛ የስራ በትንሽ ቁጥጥር
ይወጣሉ ፡እንዲሁም ተለዋዋጭ፤የማይጣጣም እንዲሁም አልፎ አልፎ የቁጣ ስሜት በማሳየት ጫናን ይቀበላል በአብዛኛው የሚያጠንቅቅ፤አልፎ አልፎ
ስብዕና፡፡የስራ አካባቢ ይረብሻል አስተማማኝ የራሳቸውን ወይም የሌላውን ስራ አፈፃፀም ያደንቅፋሉ መሰናክሎች የማይገታ ሲሆን በእነሱ ልዩ ፕሮጀግቶችን
አይደለም ፡፡ብዙውን ጊዜ የተሟላ ስራ ማቅረብ አልፎ አልፎ ለስራ ባልደረቦች ወይም ለሌሎች ላይ ይሰራል ሁሉንም የስራ ገፅታዎች የጠናቅቃል፤ያልተለመደ
አይችልም ፡፡ ለማጠናቀቅ ሊታመን ይችላል፡፡
ግብረገብነት፡፡ ግፊትና ውጥረትን የስራ
አፈጻጸምን ሳይደናቅፍበት
መታገስ ይችላል፡፡
Frequent unexcused
lateness or absence from Absences or lateness. Below Satisfactory
Rarely late or absent-
work. Very attendance standards. attendance record.
record,
ተደጋጋሚ ይቅርታ ያልጠየቀ መቅረት ወይም መዘግየት ፡ከተለመደው በታች፡፡ አልፎ አልፎ መዘግየት ወይም አጥጋቢ የመገኘት መመዝገብ
መዘግየት፡፡ወይም ከስራ መቅረት፡፡ መቅረት፡፡ ፡፡
Understands most
new ideas and Fast learner. Grasp
Very slow to grasp ideas
Usually need extra instructions. developments without new information
and events.
excessive quickly.
explanation.
ያለብዙ ማብራሪያ አብዛኛዎችን
ሀሳቦችንና ክስተቶችን ለመረዳት በጣም ብዙውን ጊዜ ተጨማሪ መመሪያ ይፈልጋል አዳዲስ ሀሳቦችን እና ፈጣን ተማሪ አዲስ መረጃን
ቀርፋፋ ማስተካኪያዎችን ይረዳል በፍጥነት ይይዛል፡፡
CLEARLY OUTSTANDING NUMERICAL RATING (0 THROUGH 4)
ድንቅ በጣም ጥሩ አፈፃፀም በቁጥር ከ0-4 ደረጃ መስጠት
6
Understand why all job functions
are performed and inter-
relationship with other job. An
expert.
Extremely accurate.
Rarely commits few
errors. (10)
6.2
4.5
1.5
Very innovative. Constantly offers
imaginative suggestion for
improving operations.
38.45
(0-15) Unsatisfactory
አጥጋቢ ያልሆኑ
(30-45) Satisfactory
አስደሳች በቂ
(45-60) Exceptional
ወደር የሌለው
OBJECTIVE:
አላማ፡
Provide objective criteria for personal performance evaluations on a standard basis within your organization.
በድርጅትዎ ውስጥ በመደበኛ ሁኔታ ለሰራተኞች የስራ አፈፃፀም ግምገማዎች ተጨበጭ መመዘኛዎችን ማቅረብ፡፡
Compel you to examine all of the individual trait affecting employee performance.
በሰራተኛ አፈፃፀም ላይ ተጽእኖ የሚያሳድሩትን የግለሰብ ባህርያትን በሙሉ እንዲመረምሩ ያስገድዱዎታል፡፡
Help you to support your conclusion and recommendation for job classification and compensation improvements.
የስራ ምደባ እና የካሳ ማሻሻያዎች መደምደሚያዎን እና ምስክርዎን እንዲደራጁ ይረዳዎታል፡፡
Produce fairer evaluation of employees.
የሰራተኞችን ፍትሀዊ ምዘናዎች እንዲያቀርቡ ያስችላል፡፡
PROCEDURE:
አሰራር፡
Decide for each the level at which the employee performed for this rating period.
ሰራተኛው ለዚህ የደረጃ አሰጣጥ ጊዜ ያከናወነበት ደረጃ ለእያንዳንዱ ይወስኑ፡፡በደረጃ መስጫው ውስጥ ተጓዳኝ የዋጋ ቁጥሩን ይፃፉ፡፡
Write the corresponding value number in the rating column. Add the numbers to obtain a total score.
ጠቅላላ ውጤት ለማግኘት ቁጥሮቹን ይጨምሩ፡፡
Transfer this total to the rating scale on page 4. This will indicate, and support your overall opinion of the employee’s performa
ይህንን ድምር በገፅ 4 ላይ ወዳለው ደረጃ አሰጣጥ ያዛውሩ፡፡ይህ ስለ ሰራተኛው አፈፃፀም አጠቃላይ አስተያየትዎን የሚያሳይ እና የሚደግፍ ነው፡
Refer back to page 2 and 3 to comment on the employee’s principal strengths and weaknesses.
ስለ ሰራተኛው ዋና ዋና ጥንካሬዎች እና ድክመቶች አስተያየት ለመስጠት ወደ ገፅ 2 እና 3 ይመልከቱ፡፡
Your comments should be consistent with your rating of individual traits.
አስተያየቶችዎ እያንዳንዱ የግለሰቦች ደረጃ አሰጣጥ ጋር የሚስማሙ መሆን አለባቸው፡፡
Finally, you should describe the employee’s reaction to this evaluation, if you discuss it, and make your recommendation for an
PERSONAL TRAITS
የግል ባህሪዎች
(1) KNOWLEDGE: - The blending of job-related education, skills and experience.
(2) Accuracy & Judgement: - Absence of errors. Capacity to make reasonable decisions
(3) KPI (Key performance indicator)- working accordingly to your job description.
ገፅታ፤ልማድ እና አደረጃጀት- የግል ልማዶች፤ አለባበስ እና እራስ አያያዝ(ምዘናው የስራውን ዐይነት ግምት ውስጥ መስገባት አለበት) እንዲሁም
የግለሰቦች ስራ እና የስራ ቦታ አደረጃጀት
(7) Cooperation and Initiative -willingness to help others accomplish their objectives and voluntarily starting
projects. Attempting non-routine jobs and tasks.
ትብብር እና ተነሳሽነት፡- ሌሎች ዓላማዎቻቸውን ለማሳካት ለመርዳት ፈቃደኝነት እንዲሁም በፈቃደኝነት የሚጀመር ፕሮጀክቶች ላይ መሳተፍ፤ከሥራቸው ውጪ ያልተሠጣቸውን ሥራ መሥራት፡፡
(8) PERSEVERANCE, STABILITY & RELIABILITY -Steadfast pursuit of job objectives when faced with
unexpected obstacles Even temperament. Acceptance of unavoidable tension and pressure, dependability and
trustworthiness.
ፅናት፤መረጋጋት እና እምነት-የተረጋጋ ባህሪይ የማይቀየር ውጥረትና ግፊት መቀበል ያልተጠበቁ መሰናክሎች ሲያጋጥም የስራ አላማዎችን በጽናት መጋፈጥ
የሚተማመኑበትና እምነት የሚጣልበት::
(9) ATTENDANCE
መገኘት-
Has this evaluation been discussed with the employee (yes/ no)?
No
JOB LOCATION: Service
የስራ ቦታ፡ ጥገና ክፍል
FINAL DATE OF EVALUATION:
የመጨረሻ ቀን ምዘና፡
provements.
our recommendation for any changes in the employee’s job classification or rate of pay.
Above average
Constantly commits error Usually exercises reasoning ability.
Too often selects wrong alternative
Frequently makes sound judgement Seldom errors in
error level too high. Needs
irrational decisions. Poor makes average judgement very
improvement. (2.5)
judgement (0) number of mistakes. accurate. Commits
few errors. (7.5)
ተቀባይነት የሌለዉ አሰራር ዝቅተኛ የሆነ አሰራር አማካይ አሰራር ሁኔታ ያለው ብዙ ስራዎችን በጥሩ ሁኔታ
የሚሰራ
Average number of Often suggests
Never offers a new suggestions for beneficial changes
Rarely suggests new ideas.
procedure or new idea. improving methods and profit/cost
and procedures. improvements
ብዙውን ጊዜ በትክክል
በጥቂቱ መጥፎ ገጽታ ወይም መልበስ፡፡ የተደራጀ እና
ተደጋጋሚ ጥፋት እንዲሁም ብዙውን አልፎ አልፎ የተዛባ መልክ ወይም አስከፊ ባህሪ አና አስከፊ ባህሪ ያሳያል፡ነገር፡ግን፡ ቀልጣፋ ሰራተኛ የስራ ቦታን
ጊዜ ስርአት አልበኝነት እን ትርምስ፡፡ ያልተደራጀ ወይም የተዝረከረከ የስራ ከባቢ ያሳያል፡፡ በበቂ ሁኔታ የተደራጁ በአግባቡ ካለመያዝ ጋር
ስራዎችን በብቃት በተያያዘ ጥቂት ደካማ የስራ
ያከናውናሉ፡፡፡፡
አፈፃፀም ክስተት፡፡
Very conscious of
Frequently rude. Causes Observe common
Occasionally impolite to coworkers others feelings and
noticeable discomfort to courtesies, does not
or others. rights. Always
others. offend.
polite.
በተደጋጋሚ ጊዜ ጨዋነት የሌሎችን ስሜቶች እና
የጎደለው፤ለሌሎች የማይመች የስራ አልፎ አልፎ ለስራ ባልደረቦች ወይም ለሌሎች የጋራ ጨዋነትን መብቶች በጣም ህሊና
የሚያስቸግር፡፡ ያከብራል፤አያስከፋም፡፡
ቦታ የሚፈጥር ያለው፡፡ሁል ጊዜ ጨዋ፡፡
Very cooperative.
Usually uncooperative. A Generally, a
Too often uncooperative when faced cooperative person on Often offers
roadblock to coworkers, assistance. Can
with reasonable requests for the job does not
customers or suppliers, usually be counted
assistance but Shows some initiative. shrink. Voluntarily on to help. Above
shows little initiative.
Could do more without having to be attempts to solve non- average. A self-
Never volunteers. Sticks routine job problems
told starter. Will
closely to job routine as they occur.
generally volunteer
ያልተለመዱ አስቸጋሪ
መሰናክሎችን ለማሸነፍ በቂ
ተነሳሽነት አለው፡ስራዎችን
ያልተጠበቁ መሰናክሎች ሲያጋጥሙ በተደጋጋሚ አንዳንድ ግዜ ሊወገዱ በሚገቡ መሰናክሎች ይታገዳሉ ቁጣውን ይቆጣጠራል፡፡መደበኛ የስራ በትንሽ ቁጥጥር
ይወጣሉ ፡እንዲሁም ተለዋዋጭ፤የማይጣጣም እንዲሁም አልፎ አልፎ የቁጣ ስሜት በማሳየት ጫናን ይቀበላል በአብዛኛው የሚያጠንቅቅ፤አልፎ አልፎ
ስብዕና፡፡የስራ አካባቢ ይረብሻል አስተማማኝ የራሳቸውን ወይም የሌላውን ስራ አፈፃፀም ያደንቅፋሉ መሰናክሎች የማይገታ ሲሆን በእነሱ ልዩ ፕሮጀግቶችን
አይደለም ፡፡ብዙውን ጊዜ የተሟላ ስራ ማቅረብ አልፎ አልፎ ለስራ ባልደረቦች ወይም ለሌሎች ላይ ይሰራል ሁሉንም የስራ ገፅታዎች የጠናቅቃል፤ያልተለመደ
አይችልም ፡፡ ለማጠናቀቅ ሊታመን ይችላል፡፡
ግብረገብነት፡፡ ግፊትና ውጥረትን የስራ
አፈጻጸምን ሳይደናቅፍበት
መታገስ ይችላል፡፡
Frequent unexcused
lateness or absence from Absences or lateness. Below Satisfactory
Rarely late or absent-
work. Very attendance standards. attendance record.
record,
ተደጋጋሚ ይቅርታ ያልጠየቀ መቅረት ወይም መዘግየት ፡ከተለመደው በታች፡፡ አልፎ አልፎ መዘግየት ወይም አጥጋቢ የመገኘት መመዝገብ
መዘግየት፡፡ወይም ከስራ መቅረት፡፡ መቅረት፡፡ ፡፡
Understands most
new ideas and Fast learner. Grasp
Very slow to grasp ideas
Usually need extra instructions. developments without new information
and events.
excessive quickly.
explanation.
4.5
Extremely accurate.
Rarely commits few
errors. (10)
6.25
4.5
Very innovative. Constantly offers
imaginative suggestion for
improving operations.
`1.5
4
እጅግ ጨዋ፤ መልካም ባህሪ ያለው እና ቅን፡፡
የሌሎችን ምቾት ሁልጊዜ ያስባል፡፡
4.5
Almost never late or absent.
Always accepts overtime work if
offered.
4.5
40.25
(0-15) Unsatisfactory
አጥጋቢ ያልሆኑ
(30-45) Satisfactory
አስደሳች በቂ
(45-60) Exceptional
ወደር የሌለው
OBJECTIVE:
አላማ፡
Provide objective criteria for personal performance evaluations on a standard basis within your organization.
በድርጅትዎ ውስጥ በመደበኛ ሁኔታ ለሰራተኞች የስራ አፈፃፀም ግምገማዎች ተጨባጭ መመዘኛዎችን ማቅረብ፡፡
Compel you to examine all of the individual trait affecting employee performance.
በሰራተኛ አፈፃፀም ላይ ተጽእኖ የሚያሳድሩትን የግለሰብ ባህርያትን በሙሉ እንዲመረምሩ ያስገድዱዎታል፡፡
Help you to support your conclusion and recommendation for job classification and compensation improvements.
የስራ ምደባ እና የካሳ ማሻሻያዎች መደምደሚያዎን እና ምስክርዎን እንዲደራጁ ይረዳዎታል፡፡
Produce fairer evaluation of employees.
የሰራተኞችን ፍትሀዊ ምዘናዎች እንዲያቀርቡ ያስችላል፡፡
PROCEDURE:
አሰራር፡
Decide for each the level at which the employee performed for this rating period.
ሰራተኛው ለዚህ የደረጃ አሰጣጥ ጊዜ ያከናወነበት ደረጃ ለእያንዳንዱ ይወስኑ፡፡በደረጃ መስጫው ውስጥ ተጓዳኝ የዋጋ ቁጥሩን ይፃፉ፡፡
Write the corresponding value number in the rating column. Add the numbers to obtain a total score.
ጠቅላላ ውጤት ለማግኘት ቁጥሮቹን ይጨምሩ፡፡
Transfer this total to the rating scale on page 4. This will indicate, and support your overall opinion of the employee’s performa
ይህንን ድምር በገፅ 4 ላይ ወዳለው ደረጃ አሰጣጥ ያዛውሩ፡፡ይህ ስለ ሰራተኛው አፈፃፀም አጠቃላይ አስተያየትዎን የሚያሳይ እና የሚደግፍ ነው፡
Refer back to page 2 and 3 to comment on the employee’s principal strengths and weaknesses.
ስለ ሰራተኛው ዋና ዋና ጥንካሬዎች እና ድክመቶች አስተያየት ለመስጠት ወደ ገፅ 2 እና 3 ይመልከቱ፡፡
Your comments should be consistent with your rating of individual traits.
አስተያየቶችዎ እያንዳንዱ የግለሰቦች ደረጃ አሰጣጥ ጋር የሚስማሙ መሆን አለባቸው፡፡
Finally, you should describe the employee’s reaction to this evaluation, if you discuss it, and make your recommendation for an
PERSONAL TRAITS
የግል ባህሪዎች
(1) KNOWLEDGE: - The blending of job-related education, skills and experience.
(3) Accuracy & Judgement: - Absence of errors. Capacity to make reasonable decisions
(5) INNOVATION-imagination and creativity used to lower costs and improve profits .(*1.25)
(7) Cooperation and Initiative -willingness to help others accomplish their objectives and voluntarily starting
projects. Attempting non-routine jobs and tasks.
ትብብር እና ተነሳሽነት፡- ሌሎች ዓላማዎቻቸውን ለማሳካት ለመርዳት ፈቃደኝነት እንዲሁም በፈቃደኝነት የሚጀመር ፕሮጀክቶች ላይ መሳተፍ፤ከሥራቸው ውጪ ያልተሠጣቸውን ሥራ መሥራት፡፡
(8) PERSEVERANCE, STABILITY & RELIABILITY -Steadfast pursuit of job objectives when faced with
unexpected obstacles Even temperament. Acceptance of unavoidable tension and pressure, dependability and
trustworthiness. (*1.5)
ፅናት፤መረጋጋት እና እምነት-የተረጋጋ ባህሪይ የማይቀየር ውጥረትና ግፊት መቀበል ያልተጠበቁ መሰናክሎች ሲያጋጥም የስራ አላማዎችን በጽናት መጋፈጥ
የሚተማመኑበትና እምነት የሚጣልበት::
መገኘት-
provements.
our recommendation for any changes in the employee’s job classification or rate of pay.
ብዙውን ጊዜ ተቀባይነት ካለው እምብዛም ተቀባይነት ያለው የውጤት ደረጃ፡፡ አጥጋቢ፡፡ የአማካይ ምርትን ብዙውን ጊዜ ከተለመደው
መስፈርት በታች ዘገምተኛ ሰራተኛ፡፡ ፍጥነት ያሟላል ይበልጣል፡፡ፈጣን ሰራተኛ፡፡
Above average
Constantly commits error Usually exercises reasoning ability.
Too often selects wrong alternative
Frequently makes sound judgement Seldom errors in
error level too high. Needs
irrational decisions. Poor makes average judgement very
improvement.
judgement number of mistakes. accurate. Commits
few errors.
ያለማቋረጥ ስህተቶችን ይፈፅማል በጣም ብዙ ጊዜ የተሳሳተ አማራጭን ይመርጣል ብዙውን ጊዜ ትክክል የሆነ ከአማካይ የማመዛዘን ችሎታ
ብዙውን ጊዜ ምክንያታዊ ያልሆኑ የስህተት ደረጃ በጣም ከፍተኛ ነው፡፡መሻሻል ውሳኔ አሰጣትን ይለማመዳል በላይ፡፡አልፎ አልፎ ውሳኔ
ውሳኔዎችን ያደርጋል ደካማ ውሳኔ፡፡ ያስፈልጋል፡፡ አማካይ ስህተቶችን ያደርጋል፡፡ ይሳሳታል::
Most jobs are done
Not acceptable least achievement Adequately skillful
with a good quality.
ተቀባይነት የሌለዉ አሰራር ዝቅተኛ የሆነ አሰራር አማካይ አሰራር ሁኔታ ያለው ብዙ ስራዎችን በጥሩ ሁኔታ
የሚሰራ
Highly organized
Work space
and efficient
sufficiently
Usually disorderly and Frequently unorganized or work worker. Few
organized to
chaotic. area in disarray. intensely of poor
efficiently perform
performance from
the job.
lack of order.
በጣም የተደራጀ እና
በበቂ ሁኔታ የተደራጁ ቀልጣፋ ሰራተኛ፡፡ የስራ
ብዙውን ጊዜ ስርአት አልበኝነት እና አልፎ አልፎ ያልተደራጀ ወይም የተዝረከረከ
ስራዎችን በብቃት ቦታን በአግባቡ ካለመያዝ
ትርምስ፡፡ የስራ ከባቢ፡፡ ያከናውናሉ፡፡ ጋር በተያያዘ ጥቂት ደካማ
የስራ አፈፃፀም ክስተት፡፡
Very conscious of
Frequently rude. Causes Observe common
Occasionally impolite to coworkers others feelings and
noticeable discomfort to courtesies, does not
or others. rights. Always
others. offend.
polite.
Very cooperative.
Usually uncooperative. A Generally, a
Too often uncooperative when faced cooperative person on Often offers
roadblock to coworkers, assistance. Can
with reasonable requests for the job does not
customers or suppliers, usually be counted
assistance but Shows some initiative. shrink. Voluntarily on to help. Above
shows little initiative.
Could do more without having to be attempts to solve non- average. A self-
Never volunteers. Sticks routine job problems
told starter. Will
closely to job routine as they occur.
generally volunteer
Frequent unexcused
Satisfactory
lateness or absence from Absences or lateness. Below Rarely late or absent-
attendance record.
work. Very attendance standards.(1.25) (2.5)
(3.75)
record,(0)
ተደጋጋሚ ይቅርታ ያልጠየቀ መቅረት ወይም መዘግየት ፡ከተለመደው በታች፡፡ አልፎ አልፎ መዘግየት ወይም አጥጋቢ የመገኘት መመዝገብ
መዘግየት፡፡ወይም ከስራ መቅረት፡፡ መቅረት፡፡ ፡፡
Understands most
new ideas and Fast learner. Grasp
Very slow to grasp ideas
Usually need extra instructions. developments without new information
and events.
excessive quickly.
explanation.
4.3
ልዩ አምራች፡፡ከፍተኛውን ውጤት
ያስገኛል፡
4.5
Extremely accurate.
Rarely commits few
errors.
4.2
All responsibilities are achieved to
the highest level
4.5
Exceptionally precise in
organizing work. Has
immediate access to anything
needed. Extremely efficient.
3
በትክክል ስራን በማደራጀት ረገድ ትክክል፤
ለማንኛውም አስፈላጊ ነገር ፈጣን መዳረሻ
አለው፡፡ እጅግ በጣም ቀልጣፋ፡፡
4.5
3.4
3.5
43.1
(0-15) Unsatisfactory
አጥጋቢ ያልሆኑ
(30-45) Satisfactory
አስደሳች በቂ
(45-60) Exceptional
ወደር የሌለው
OBJECTIVE:
አላማ፡
Provide objective criteria for personal performance evaluations on a standard basis within your organization.
በድርጅትዎ ውስጥ በመደበኛ ሁኔታ ለሰራተኞች የስራ አፈፃፀም ግምገማዎች ተጨባጭ መመዘኛዎችን ማቅረብ፡፡
Compel you to examine all of the individual trait affecting employee performance.
በሰራተኛ አፈፃፀም ላይ ተጽእኖ የሚያሳድሩትን የግለሰብ ባህርያትን በሙሉ እንዲመረምሩ ያስገድዱዎታል፡፡
Help you to support your conclusion and recommendation for job classification and compensation improvements.
የስራ ምደባ እና የካሳ ማሻሻያዎች መደምደሚያዎን እና ምስክርዎን እንዲደራጁ ይረዳዎታል፡፡
Produce fairer evaluation of employees.
የሰራተኞችን ፍትሀዊ ምዘናዎች እንዲያቀርቡ ያስችላል፡፡
PROCEDURE:
አሰራር፡
Decide for each the level at which the employee performed for this rating period.
ሰራተኛው ለዚህ የደረጃ አሰጣጥ ጊዜ ያከናወነበት ደረጃ ለእያንዳንዱ ይወስኑ፡፡በደረጃ መስጫው ውስጥ ተጓዳኝ የዋጋ ቁጥሩን ይፃፉ፡፡
Write the corresponding value number in the rating column. Add the numbers to obtain a total score.
ጠቅላላ ውጤት ለማግኘት ቁጥሮቹን ይጨምሩ፡፡
Transfer this total to the rating scale on page 4. This will indicate, and support your overall opinion of the employee’s performa
ይህንን ድምር በገፅ 4 ላይ ወዳለው ደረጃ አሰጣጥ ያዛውሩ፡፡ይህ ስለ ሰራተኛው አፈፃፀም አጠቃላይ አስተያየትዎን የሚያሳይ እና የሚደግፍ ነው፡
Refer back to page 2 and 3 to comment on the employee’s principal strengths and weaknesses.
ስለ ሰራተኛው ዋና ዋና ጥንካሬዎች እና ድክመቶች አስተያየት ለመስጠት ወደ ገፅ 2 እና 3 ይመልከቱ፡፡
Your comments should be consistent with your rating of individual traits.
አስተያየቶችዎ እያንዳንዱ የግለሰቦች ደረጃ አሰጣጥ ጋር የሚስማሙ መሆን አለባቸው፡፡
Finally, you should describe the employee’s reaction to this evaluation, if you discuss it, and make your recommendation for an
PERSONAL TRAITS
የግል ባህሪዎች
(1) KNOWLEDGE: - The blending of job-related education, skills and experience.
(3) Accuracy & Judgement: - Absence of errors. Capacity to make reasonable decisions
(5) INNOVATION-imagination and creativity used to lower costs and improve profits .(*1.25)
(8) Cooperation and Initiative -willingness to help others accomplish their objectives and voluntarily starting
projects. Attempting non-routine jobs and tasks.
ትብብር እና ተነሳሽነት፡- ሌሎች ዓላማዎቻቸውን ለማሳካት ለመርዳት ፈቃደኝነት እንዲሁም በፈቃደኝነት የሚጀመር ፕሮጀክቶች ላይ መሳተፍ፤ከሥራቸው ውጪ ያልተሠጣቸውን ሥራ መሥራት፡፡
(9) PERSEVERANCE, STABILITY & RELIABILITY -Steadfast pursuit of job objectives when faced with
unexpected obstacles Even temperament. Acceptance of unavoidable tension and pressure, dependability and
trustworthiness. (*1.5)
ፅናት፤መረጋጋት እና እምነት-የተረጋጋ ባህሪይ የማይቀየር ውጥረትና ግፊት መቀበል ያልተጠበቁ መሰናክሎች ሲያጋጥም የስራ አላማዎችን በጽናት መጋፈጥ
የሚተማመኑበትና እምነት የሚጣልበት::
መገኘት-
provements.
our recommendation for any changes in the employee’s job classification or rate of pay.
ብዙውን ጊዜ ተቀባይነት ካለው እምብዛም ተቀባይነት ያለው የውጤት ደረጃ፡፡ አጥጋቢ፡፡ የአማካይ ምርትን ብዙውን ጊዜ ከተለመደው
መስፈርት በታች ዘገምተኛ ሰራተኛ፡፡ ፍጥነት ያሟላል ይበልጣል፡፡ፈጣን ሰራተኛ፡፡
Above average
Constantly commits error Usually exercises reasoning ability.
Too often selects wrong alternative
Frequently makes sound judgement Seldom errors in
error level too high. Needs
irrational decisions. Poor makes average judgement very
improvement.
judgement number of mistakes. accurate. Commits
few errors.
ያለማቋረጥ ስህተቶችን ይፈፅማል ብዙውን ጊዜ በጣም ብዙ ጊዜ የተሳሳተ አማራጭን ይመርጣል ብዙውን ጊዜ ትክክል የሆነ ከአማካይ የማመዛዘን ችሎታ
ምክንያታዊ ያልሆኑ ውሳኔዎችን ያደርጋል ደካማ የስህተት ደረጃ በጣም ከፍተኛ ነው፡፡መሻሻል ውሳኔ አሰጣትን ይለማመዳል በላይ፡፡አልፎ አልፎ ውሳኔ
ውሳኔ፡፡ ያስፈልጋል፡፡ አማካይ ስህተቶችን ያደርጋል፡፡ ይሳሳታል::
Most jobs are done
Not acceptable least achievement Adequately skillful
with a good quality.
ተቀባይነት የሌለዉ አሰራር ዝቅተኛ የሆነ አሰራር አማካይ አሰራር ሁኔታ ያለው ብዙ ስራዎችን በጥሩ ሁኔታ
የሚሰራ
Highly organized
Work space
and efficient
sufficiently
Usually disorderly and Frequently unorganized or work worker. Few
organized to
chaotic. area in disarray. intensely of poor
efficiently perform
performance from
the job.
lack of order.
በጣም የተደራጀ እና
በበቂ ሁኔታ የተደራጁ ቀልጣፋ ሰራተኛ፡፡ የስራ
ብዙውን ጊዜ ስርአት አልበኝነት እና አልፎ አልፎ ያልተደራጀ ወይም የተዝረከረከ
ስራዎችን በብቃት ቦታን በአግባቡ ካለመያዝ
ትርምስ፡፡ የስራ ከባቢ፡፡ ያከናውናሉ፡፡ ጋር በተያያዘ ጥቂት ደካማ
የስራ አፈፃፀም ክስተት፡፡
Very conscious of
Frequently rude. Causes Observe common
Occasionally impolite to coworkers others feelings and
noticeable discomfort to courtesies, does not
or others. rights. Always
others. offend.
polite.
Very cooperative.
Usually uncooperative. A Generally, a
Too often uncooperative when faced cooperative person on Often offers
roadblock to coworkers, assistance. Can
with reasonable requests for the job does not
customers or suppliers, usually be counted
assistance but Shows some initiative. shrink. Voluntarily on to help. Above
shows little initiative.
Could do more without having to be attempts to solve non- average. A self-
Never volunteers. Sticks routine job problems
told starter. Will
closely to job routine as they occur.
generally volunteer
Frequent unexcused
Satisfactory
lateness or absence from Absences or lateness. Below Rarely late or absent-
attendance record.
work. Very attendance standards.(1.25) (2.5)
(3.75)
record,(0)
ተደጋጋሚ ይቅርታ ያልጠየቀ መቅረት ወይም መዘግየት ፡ከተለመደው በታች፡፡ አልፎ አልፎ መዘግየት ወይም አጥጋቢ የመገኘት መመዝገብ
መዘግየት፡፡ወይም ከስራ መቅረት፡፡ መቅረት፡፡ ፡፡
Understands most
new ideas and Fast learner. Grasp
Very slow to grasp ideas
Usually need extra instructions. developments without new information
and events.
excessive quickly.
explanation.
(0-15) Unsatisfactory
አጥጋቢ ያልሆኑ
(45-60) Exceptional
ወደር የሌለው
4.4
ልዩ አምራች፡፡ከፍተኛውን ውጤት
ያስገኛል፡
4.5
Extremely accurate.
Rarely commits few
errors.
4.3
All responsibilities are achieved to
the highest level
4.5
Exceptionally precise in
organizing work. Has
immediate access to anything
needed. Extremely efficient.
3
በትክክል ስራን በማደራጀት ረገድ ትክክል፤
ለማንኛውም አስፈላጊ ነገር ፈጣን መዳረሻ
አለው፡፡ እጅግ በጣም ቀልጣፋ፡፡
3.8
43.25
y outstanding