Online Staff Assessment Forms(IRS)

  1. Introduction

Performance evaluation is intended to assess and enhance individual performance, foster professional development, and career growth, and provide documentation for other personnel actions and provide a basis for merit increases.

Annual written performance evaluations give supervisors and employees an opportunity to discuss job responsibilities, performance over a specific period of time, any challenges and opportunities which may have arisen, development needs and gaps, and objectives for the next period.

Evaluations should be sufficiently specific to inform and guide the employee in the performance of her/his duties. However, written performance evaluations are not intended to replace the continuing relationship between supervisor and employee. Supervisors are expected to have open and regular communication with employees throughout the review period to provide guidance, feedback on performance and take advantage of development opportunities.

  1. Goals: The goals for the ensuing year should be discussed by the Supervisor and Staff.  These are part of the workplan for the year which are prioritized.
  2. Competency

Assessment of employee’s use of skill: Competencies are the person’s knowledge and behaviors that lead them to be successful in a job, these include Job knowledge, self-awareness, self-management, social awareness, relationship skills, and responsible decision-making (Supervisor to give feedback on skills required for the job and employees’ strengths and weaknesses based on the conduct and events observed in the execution of the main duties). 

  1. Work plan or Job description assessment scores
Score Interpretation
0 Task not started
1 Task initiated
2 30% of task completed
3 50% of task completed
4 75% of task completed
5 100% of task completed

 

  1. Overall score interpretation
Scale Rating Definitions
5 points Excellent/Exceptional Significantly above criteria for successful job performance.
Surpassed expectations.
Meets all major / essential / core criteria or acceptable equivalents for job performance.
4 points Very Good Generally, exceeds criteria relative to skill, quality and quantity of behaviour required for successful job performance. No major deficiencies exist in the areas assessed
3 points

 

Good. Should be adequate for effective performance; Meets criteria relative to skill, quality and quantity of behaviour required for successful job performance. some deficiencies exist in the areas assessed but none of major concern; some improvements required.
2 points

 

Weak Insufficient for performance requirements. Generally, does not meet criteria relative to quality and quantity of behaviour required for successful job performance.  High deficiency exists in the areas assessed and require performance development plan with supervisor
0-1 Unacceptable, poor Significantly below criteria required for successful job performance. A major problem exists, short term performance plan required.

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