Appendices
Appendix 1
Source: Harvard Business Review
Appendix 2
Appendix 3
 
Source: Families and Work Institute
Appendix 4
Source: Navran Associates
Appendix 5
Appendix 6
Appendix 7
 
Source: Maine Savings
Appendix 8
MSFCU Employee Performance Review and Development Form
Employee: Jane Doe Date: April 2006
Dept/Branch: Operations Position: Employee
Supervisor: John Doe
Review Period: from 10/05 – 03/06
A. Review of Performance Factors:
(Place an “X” in the column which best indicates where this employee stands in relation to what should be expected of him or her).
Rating Scale: N/A-Unable to evaluate
5-Outstanding, far exceeds standard
4-High Performance, consistently exceeds standard
3-Average-Generally meets standards of performance
2-Usually below standard, needs improvement
1-Unacceptable, consistently below standard, must improve
1 2 3 4 5 N/A
Technical ability: Application of job knowledge X
Acknowledge Members: Acknowledges members properly X
Respect: Identifies Member’s needs and offers services X
Knowledgeable: Knows their job and wants to learn X
Accuracy/Consistency/Efficiency: Is precise and exact X
Phone Service: Follows MSFC phone guidelines X
Team Work: Works hard to be a valued team member X
Courtesy: Is courteous to members and employees X
Communication Skills: Communicates effectively X
Exceed Expectations: Makes effort to exceed expectations X
Confidentiality: Maintains confidentiality X
Focus: Focuses 100% of their attention on members X
Appearance: Maintains professional looking appearance X
Motivation: High energy level with enthusiasm X
Dependability: Gets job done, persistent, trustworthy X
Attendance: On time, few unscheduled absences X
Planning/Organization: Effective arrangement of work X
1 2 3 4 5
Overall Rating: X
B. Employee’s Major Strengths (Identify the top three attributes)
1. Works very autonomously and takes ownership of the cards dept.
2. Effectively supervises dept. subordinate
3. Understands the technical aspects of the cards dept.
C. Areas for Improvement/Development (Should be specific here)
1. Continue to improve communication skills (presentation)
2. Cultivate ideas for dept growth
D. Development Plans: Goals for Development/Timeframe (Measurable goals)
1. Clean up lingering issues left over from conversion
Development Strategy: (how will they achieve the goals above-include training needed)
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
Jan, continue on the path you are on. You are doing a fabulous job and I look forward to the next 6 months.
Growth potential in present position and future growth potential for increased responsibilities: (should address potential) __________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
Employee’s Signature: ____________________________ Date: ______________________
Rater’s Signature: ____________________________ Date: ________________________
________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Appraisals are due twice per year. The dates are performance period up to September 30 with appraisal due not later than October 15 and the next performance period thru March 30 with the appraisal due not later than April 15. Mentoring and coaching should be taking place on an on-going basis.
Source: Maine Savings
Appendix 9
Share with your friends: | 
