PERFORMANCE PLANNING AND APPRAISAL FORM

Employee Name: Supervisor Name:

At the beginning of each performance cycle, employee and supervisor review key responsibilities (from the job description). The supervisor and
employee document specific responsibilities, with outcomes that describe how successful performance will be measured. Employee and
supervisor then assign a priority to each activity. These will be documented in Section I – Key Responsibilities. In addition, employee and
supervisor should discuss the Performance Factors and agree on how they apply to the employee’s work.

Ongoing communication regarding performance is expected, both in informal and formal settings throughout the year. Either the supervisor or
employee should feel free to initiate discussion of performance progress, expectations, priorities or obstacles.

At the end of each performance cycle, a formal review of achievements in relation to the performance standards is documented. This includes a
summary of employee performance during the performance cycle in relation to individual responsibilities and outcomes.

The following ratings are given to indicate how the employee has performed in relation to performance responsibilities and outcomes.

RATINGS SCALES
Rating Level
1 = Below Standards or Expected Results 2 – 3 = Meets Expectations 4 – 5 = Exceeds Expectations

Performance is below standards. Employee Satisfactorily performs assigned activities Quality and quantity of work is routinely
does not fully achieve assigned goals. Work and achieves expected outcomes. Work higher than expected. Performance reflects
assignments are not consistent in meeting assignments typically are completed on time high degree of initiative, commitment to
quality standards or deadlines. Employee and meet all quality standards. Employee excellence and ability to anticipate and respond
requires close supervision and does not works under general or minimum to FIT’s needs. Employee demonstrates
consistently demonstrate the ability to perform supervision, with demonstrated mastery of all job functions and frequently
job functions at expected level of proficiency. understanding of all job functions and “raises the bar” in contributing to new systems
expected standards. and procedures.
At the beginning of the performance cycle, employee and supervisor review key responsibilities from the employee’s job
description. The supervisor documents specific outcomes to be achieved, in a way that describes how successful performance will
be measured. Employee and supervisor then assign a “Priority” (Critical, Moderate or Routine/episodic) for each responsibility or
objective. The priority designation guides both employee and supervisor in monitoring activities relative to their importance to
the department. Employee and supervisor establish appropriate timeframes for regular performance feedback to monitor
progress toward achieving goals. Such timeframes may be As Needed, Weekly, Monthly, Quarterly, or Semi-annually, depending
on the nature of the activity.

It is expected that the employee and primary supervisor will meet throughout the performance cycle to review progress, identify
and resolve problems and modify this plan, if necessary. If there are changes (i.e., responsibilities, outcomes or priorities), they
should be noted on the performance log.

At the end of the year, the employee rates his or her own performance, and the supervisor rates the employee’s performance,
using the rating scale. The purpose of the self-evaluation is to encourage dialogue around performance outcomes and related
issues. This provides the basis for discussion between the employee and supervisor about accomplishments and issues that
affected performance. Following the discussion, the supervisor determines the “Final Rating” for each objective, considering the
employee’s self-evaluation, the relative priority of the objective and other relevant factors.
 Section I - KEY RESPONSIBILITIES

PERFORMANCE PLANNING AND APPRAISAL FORM

EXPECTED
DATE KEY RESPONSIBILITY OUTCOME (%) PRIORITY FEEDBACK SELF- SUPERVISOR FINAL
MODIFIED RATING RATING RATING

Section I Total Rating: ______________ (Add “Final Ratings” for each responsibility, then divide by total number of responsibilities assigned)

PERFORMANCE PLANNING AND APPRAISAL FORM

The following factors are important indicators of the skills and abilities an employee brings to the performance of his or her duties. In addition to
evaluating key responsibilities and performance objectives, these performance factors help to assess total performance. At the beginning of the
annual performance cycle, supervisors and employees identify expectations for successful performance. These performance expectations may
be explained in the “Comments” section.

At the end of the annual performance cycle, the supervisor rates the degree -- 1 (Below Standards/Expectations), 2 or 3 (Meets Expectations) or
4 or 5 (Exceeds Expectations) -- to which the employee reflects these characteristics in the regular performance of his/her duties. Please use
specific examples and comments to illustrate your rating.
Performance Factors Applies Not Self- Supervisor Final
Applicable Rating Rating Rating
PROFICIENCY IN CURRENT ROLE:
• Demonstrates knowledge of position and/or team role.
• Understands how position and responsibilities fit within the organization and
contribute to department results.
QUALITY OF WORK:
• Maintains standards consistently. Is consistent in achieving accuracy, neatness,
thoroughness, overall effectiveness and attentiveness to detail.
QUANTITY OF WORK:
• Produces expected volume of work in a timely manner.
PLANNING AND ORGANIZATION OF WORK:
• Establishes priorities. Anticipates and prepares for changing workload or working
conditions.
• Coordinates and uses available resources to get work done to assure important
deadlines are met
INITIATIVE:
• Shows ability to work independently in context of the job.
• Demonstrates willingness to assume additional responsibility.
• Suggests ways to enhance work processes or operations.
INTERPERSONAL RELATIONS:
• Maintains positive working relationships.
• Is flexible and willing to cooperate with others.
• Demonstrates ability to listen and understand.
VERBAL & LISTENING SKILLS:
• Expresses self well verbally, using language appropriate for the intended audience.
• Listens actively and acknowledges understanding.
TEAM PARTICIPATION:
•Proactively builds partnerships and seeks involvement with other
constituencies/employees.
• Works cooperatively and effectively with team members.
• Demonstrates clear understanding of team goals and contributes to their
achievement.
DISCRETION AND CONFIDENTIALITY
• Knows what information or materials are sensitive and why.
• Demonstrates ability to maintain sensitive information in confidence, sharing only
with appropriate contacts
PUNCTUALITY AND ATTENDANCE:
• Arrives and is ready to begin working at scheduled time.
• Maintains acceptable record of attendance.
OTHER: (Specify any other critical Performance Factors here)

Section II Total Rating: ______________ (Add “Final Ratings” for each factor, then divide by total number of factors applied)

Employee’s Comments on Performance Factors:

Supervisor’s Comments on Performance Factors:

Section III - DEVELOPMENT GOALS

Employee and supervisor discuss and document development goals to be achieved during the next performance cycle. These may include formal training or
education courses, on-the-job training, temporary project assignments or mentoring programs. This should include an assessment of how much a priority the
development goal is: (C) = Critical; (M) = Moderate; and (VA) = Value Added.

Target dates for achievement of these development goals are outlined, along with any explanation of how they will help the employee’s personal or
professional development. To identify these goals, employee and supervisor review development needs identified in the previous performance cycle.

Development Goals/Purpose Priority Target Dates

OVERALL PERFORMANCE RATING

Enter the Total Ratings for Performance Objectives and Performance Factors. Add the Total Ratings and divide the sum by 2 to calculate the
Overall Rating.

Total Rating
a. Section I : Key Responsibilities

b. Section II: Performance Factors

SUBTOTAL (Add Section I & II)

OVERALL RATING (DIVIDE SUBTOTAL BY 2)

Any additional comments may be attached as a separate sheet.

HR OFFICE FEEDBACK (ATTENDANCE, BEHAVIOR, PARTICIPATION)

SIGN-OFF AND REVIEW (Please indicate date signed after your signature)

Employee

Supervisor

CEO
 PERFORMANCE PLANNING AND APPRAISAL FORM

CEO’s Comments

GRADING METHOD
GRADING SCALES

1 = Below Standards or Expected Results 2 – 3 = Meets Expectations 4 – 5 = Exceeds Expectations

Grade: C (60%-70%) Grade: B (71%-80%) Grade: A (81% and above)

Increment %: Increment %: Increment %:

Trainings Performance Certificate Promotion

Finalized by:
HR Officer

Approved by: Date: