Completed Evaluation Form – Corrective Assessment [Sample]

Americans for All that is Decent and Good

STAFF EVALUATION FORM

Rating Scale

Exceeds expectations –consistently delivers exceptional results,is a model for others tofollow, rare.

Meets expectations – consistently meets expectations in all areas.

Partially meets expectations – meets expectations in some areas but needs improvement in others.

Does not meet expectations –needs significant improvement quickly.

Employee Name, Position / Eric Bardwell, Technology Director
Manager Name, Position / Julia Torres, Managing Director
Review Period / January – December 2011
Date of Review / December 5, 2011
Reviewed by / Self □ Manager 
Section I. Getting Results
(Mark important objectives and/or measures of success in bold)
Measurable Goal / Result(s) / Rating
E: exceeds expectations
M: meets expectations
P: partially meets expectations
D: Does not meet expectations
Achieve high level of internal customer satisfaction, with 75% “highly satisfied” on year-end survey / 62% Highly satisfied / D
Complete Web site build-out / redesign on-time and bug-free by July 1 / Site launched three weeks late and there were four bugs reported over the first month / P/D
Complete online application system on-time and bug-free with full functionality by October 1 / Launched on October 3, three bugs reported and fixed in first week / P
Comments: To what extent did the staff member achieve objectives for the position this past period? Did the staff member complete the key steps necessary to reach objectives?

While you had some positive accomplishments this year, overall you fell short of our aims. Positive highlights include completing a number of the priority items we identified through the quarterly plans: getting the online application system up and running well and missing an aggressive deadline by just two days; and meeting a large number of recruitment and admissions needs (including enhanced reporting and helping trainings function at a higher level).
However, in several other key areas, the results were not what we would have wanted. Satisfaction is the most notable one. You’ll need to improve those numbers by doing more around some of the specific levers we’ve identified, including building tech capabilities for the regions more quickly and taking on regional connectivity and remote access issues more aggressively. The Web site result was mixed. It was an aggressive goal, but it might have been reachable if you’d prioritized hiring JS earlier in the year.
Section II. Demonstrating Performance Factors
To what degree did this person demonstrate each of the core values and essential skills?
Core Value / Description / Rating
E: exceeds expectations
M: meets expectations
P: partially meets expectations
D: Does not meet expectations
Relentless Pursuit of Results / We are determined to achieve ambitious, measurable results in working toward our vision. As a result, we continue pursuing our end goals despite the constraints or obstacles we encounter along the way, and we work towards those goals with a sense of urgency. / M
Good Thinking / We push ourselves to think critically about all that we do, approaching each issue and decision with rigor and always searching for the best idea. / M
Collective Impact / We assume responsibility for the success of our broader movement and contribute toward increasing our collective impact. / P
Constant Learning / We reflect on and draw lessons from previous experiences and apply them to do even better in future endeavors. We also seek out feedback and resources to help meet our goals. / D
Respect and Humility / We approach others in a way that demonstrates that we value them and their contributions and have high expectations of what they can contribute. We are cognizant of the limitations of our own experience and value others’ perspectives. / M
Personal Responsibility / We do our best in all that we take on and assume ownership for producing the best possible result in our area of work. / P
Positive Outlook / We establish big goals and greet new ideas with a sense of possibility. We assume the best in others and treat them with a generosity of spirit. / M
Essential skills / Description / Rating
Problem-solving / Identifies issues, effectively structures problems, analyzes data to produce insights, and generates wise, actionable recommendations. / M
Communication / Produces strong written documents, edits documents effectively, engages in effective verbal communication – 1-on-1 and small group – and conducts effective large group presentations. / P
Organization / Prioritizes tasks effectively, accomplishes tasks efficiently, follows through on all commitments, breaks down large projects to make them manageable, effectively manages complex projects involving multiple actors. / P
Management / Builds a team of high-performing staff members, appropriately structures jobs so that staff members can succeed, develops and motivates staff members, acts from the perspective of an organizational leader, manages other managers effectively to accomplish goals. / M
External relations / Serves as an effective ambassador, builds connections, and maintains relationships with outside constituents. / P
Staying current on latest technology / Stays up-to-date on latest technological developments and how companies can use them to improve performance, and draws on this base of knowledge to address organizational challenges. / P
Comments: In what priority areas of performance (values and skills) did the staff member excel? In what areas is improvement needed?
As with the results you got this year, there are some positives here but also some important areas for improvement. I want to start by recognizing your improvement on Respect and Humility and Positive Outlook. I know you’ve been more conscious of how you approach others – including showing people that you respect what they bring to the table, and making sure that you address problems head-on instead of leaving them to simmer, and I think your efforts have borne fruit.
Of all our core values, the area where I think you have the most potential for improvement is Personal Responsibility. You are sometimes good on this score, like last year when you got the servers up and running quickly. But there are other situations, like with the Web site, where you seem content to have circumstances determine project outcomes. What I want to see – and the online regional reporting system will be a good test – is for you to take full responsibility for making it a success. At the start, this means when people are vague about what they want, you ask lots of questions, show them examples of other systems, and insist on figuring out what they will and won’t like so the end product works well. Then, you’d need to plan backwards to figure out what needs to happen by when in order to bring it in by the deadline. And in that plan, you should build in enough of a cushion so when hurdles inevitably emerge you have time to deal with them, rather than allowing circumstance to determine whether you succeed or not. If you do that, I think you can get to where I’d like to see you get, which is making our technology work at an exemplary level.
On skills, one area to highlight is organization, where things seem to have improved, but there’s still room for improvement. Personally, I’m still not 100% confident you’ll follow through when you tell me you’ll do something. To flag a recent example, we had agreed you would send me your evaluation of ST before you conducted the meeting so we could touch base about the overall message, and that did not happen. This is a key area to improve in quickly.

Section III. Summary Assessment, Next Steps, and Tenure Considerations
Overall performance rating:
Exceeds Expectations □ Meets Expectations □
Partially Meets Expectations  Does Not Meet Expectations □
How is the staff member performing overall? What are the most notable areas of strength? What are the next steps for growth or improvement?
As I said initially, your performance this year was mixed and we need it to continue to improve.
On the positive side, you have built a technology infrastructure that works well overall and helps people do their jobs much more effectively than they were able to before. You have also instilled a strong ethic in your team of responding to “client” needs and have adjusted your style to fit our culture, which has led to smoother communication all around.
However, we need more from you in order to maximize our effectiveness as an organization.
What I’d like you focus on as you move forward is the Personal Responsibility piece I mentioned in the previous section. Probably the best place to start is with the online regional reporting system. Taking personal responsibility for that process would mean talking in the next month to the regional directors who tend to have the most to say about technology, and getting their thoughts on what they would like to see. Then, draw up a blueprint of a proposed system and get them on board early in terms of functionality, output data, interface design, etc. Then, if things shift along the way, make sure the regional directors have a chance to weigh in on the options. Doing all the little things to ensure that you build a reporting system people love won’t be easy, but you have the skill so it really will come down to taking personal responsibility for making it happen. If you commit yourself to taking this to the next level, I believe that you can do it.
What do you see as the staff member’s future in the organization?
I’m looking forward to our discussion on this and let’s also plan to revisit it again at the end of February.

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