Section One - Results Achieved: List the primary goals or job
responsibilities for this review period using last year’s development
plan.Include quality and quantity of
work, when applicable.Describe and
evaluate actual performance in relation to each goal/job responsibility. Attach
additional sheets if necessary.
Section Two – Core Performance Factors:
Using
the rating scale below, evaluate the team member's performance in relation to
each applicable Performance Factor.Write N/A for factors that do not apply.
5 - The team member’s performance consistently exceeded
expectations or requirements, and set the standard for others to live up to;
the team member is a role model for and is sought out as a resource by others.
4
- The team member’s performance consistently met and occasionally exceeded
expectations or requirements; the team member exhibited real strength/competency
in this area.
3-
The team member’s performance fully met expectations or requirements; a solid
performer in this area.
2
- The team member’s performance was mixed/inconsistent in regards to
expectations or requirements; the team member needs to improve in this area to
fully meet expectations.
1
- The team member’s performance did not meet expectations or requirements; the
team member demonstrated consistent weakness or inability to perform in this
area; immediate substantial improvement in performance is required.
Core
Performance Factors
Rating
Client Focus – Identifying external and internal
client needs, providing value-added service, ensuring the client is
satisfied, striving to retain the client’s business.
Judgement – Decisive, involving others,
business perspective
Results Orientation – Planning, organizing, solving
problems, ensuring follow through
Leadership – Providing direction, leading
courageously motivating others; leading by example,providing candid, direct feedback coaching
and developing others
Teamwork – Building relationships and team
spirit, addressing and resolving conflict positively, influencing others
Communication – Fostering open, straightforward
communication; listening; interpersonal skills, written skills
Taking Initiative – Action orientation, personal
drive, demonstrating commitment; identifying opportunities to improve services
and/or processes
Job Knowledge – Professional/technical knowledge;
understanding the technical element of the job; working knowledge of other
related jobs
Adapting to change – Adaptable/flexible, innovative and
creative, overcoming barriers/obstacles; facilitating and supporting change
Administration – Posts hours worked in a timely
manner; completes jobs timely and as planned; advises superiors of progress
and problems
Networking – promote firm image by attending
civic events, participating in speaking engagements, etc.
Annual Charge/Non-Charge Hours – Meets monthly charge and non-charge
hour goals (ex. non-charge hour goal would be admin project, supervision,
conversion)
Section Three - Development Plan
Development
for the current job: Identify at least one strength and two development needs
and establish goals and actions plans to improve/achieve.If necessary attach additional goals and
action plans.
Strength/Development
Needs & Goals
Action Plan
Target Dates
Development for the future:
What skills do you
want to develop or utilize more fully?In what areas would you like to gain experience?
What
are your long-term career interests and goals?
What
do you need to be more effective and successful?
