Perfect Phrases For Performance Appraisals

, 2010PERFECT PHRASES FOR PERFORMANCE APPRAISALSOverview of Performance Appraisal Process HR Employee Relations

Below you will find the performance factors listed in the performance appraisal with phraseslisted under each performance level. These phrases can be used to get you started whendescribing the level of performance for your employee.Job KnowledgeExceeds ExpectationsUnderstands all aspects of jobStrong level of job knowledgeKnowledge exceeds what isrequired to perform wellQuality of WorkExceeds ExpectationsExceeded target by % lastyearMeets ExpectationsLevel of job knowledge appropriate toperform tasks requiredUnderstands X and Y very wellMaintains knowledge through seminarsand coursesKnows most of the systems necessary tosucceedKeeps up-to-date through reading industryperiodicalsBelow ExpectationsNeeds to learn more to perform jobsatisfactorilyOften runs into situations where he doesn’tknow what to doIs out of date with knowledgeNeeds to improve job knowledgeDoes not have the job knowledge to knowwhat to doMeets ExpectationsOrdinarily achieves target deadlines andsales quotasBelow Expectations10% below target last two yearsEffective at dealing withobstaclesProduces well without slowing othersdownLacks a few skills needed to increaseproductionSuggested ways for everyone toincrease quantity of outputTakes on challenge of difficult quotesHas not volunteered for skill upgradesContributes to profit marginProduces items per monthOutput sometimes affected when understressMeets ExpectationsProduces within standardsBelow ExpectationsQuantity is acceptable, but quality is lowHas helped others improveproductivityAccurate and diligent producerDistracted by trivial unessential issuesFrequently above standards inproductionMeets production goals while keepingquality highSpeed is good, but accuracy is hurting overallratesMaintains safety and qualityCompleted all four projects at acost 12% below budgetHandled 140 calls on average, per monthConducted five training days a month withreps in the Northeast regionNeeds to increase his/her productivity ratesGenerally produces well, but needs tomaintain his/her machines better for fewerbreakdownsProductivityExceeds ExpectationsAbove-average productivity2

Record Keeping/DocumentationExceeds ExpectationsStreamlined many proceduresMeets ExpectationsFiles and finds documents with easeBelow ExpectationsLoses essential data occasionallyAdministers accounts payableand receivable without errorHas all the administrative skills requiredSome records can’t be found or areinaccurateAdministers many functionswithout errorMaintains important recordsSometimes does not maintain recordsThorough, reliable, and accurateMaintains vital information andsets priorities wellWrites clear memosUses software effectivelyReports are lost on occasionRarely relies on the computer to simplifytasksMeets ExpectationsAppropriate level of accountabilityBelow ExpectationsFails to accept accountability for misseddeadlinesHigh level of accountability forprojectsDelivers on promised deadlinesDoes not accept accountability for projectfailuresDoes not disappoint whendeadlines are tightAdheres to policies and guidelinesDoes not follow directions or instructionsPerforms most workindependentlyDelivers of completedreports on timeConscientious workerFollows directions and instructionsDoes not take action or make decisionswithout directionHas missed deadlines timesMeets ExpectationsGracefully accepts changes to workBelow ExpectationsResists changesWill reset priorities as requiredArgues against resetting prioritiesWillingly assumes others’ tasks incase of absencesAdjusts to changes in procedure fairly wellBecomes agitated when asked to workoutside the daily routineAccommodates others’ needsfirstOften changes schedule to meetproduction deadlinesFrequently will not change mind, despitenew evidenceReliabilityExceeds ExpectationsDelivers on promises far morethan notAdaptabilityExceeds ExpectationsHas mastered differentapproaches to situations and canflexibly respond when it isrequiredAble to shift focus rapidly3

InitiativeExceeds ExpectationsTakes initiative frequently andappropriatelyMeets ExpectationsTakes initiative when appropriateBelow ExpectationsDoes only what’s askedIs above the norm in showinginitiativeComfortable making decisions to solvecustomers’ problemsSlow to actDoes not shy away from takingrisksLikes limits specifically spelled out, butgoes to them willinglyRarely shows initiativeWithout instruction, negotiatedlower rates with ofvendorsRedesigned existing software tosolve serious customer serviceissueWill take risks to accommodate customersDoes not make decisions without approvalCreated a project oversight committee andits mission statement with minimaldirectionNot yet confident enough to make decisionsMeets ExpectationsArrives to work on timeBelow ExpectationsTakes longer breaks than appropriateGood attendanceAttendance satisfactoryArrives late at least one day a monthHas rarely missed work due toillnessOnly misses work due to verified illnessHas missed work without prior notification10 times this yearArrives at least 15 minutes earlyevery dayHas missed only two daysbecause of illnessLeaves home early on inclement days toarrive on timeHas not used more than allotted sick daysConsistently uses all sick daysAttendanceExceeds ExpectationsConsistently arrives to workearlyRelationships with OthersExceeds ExpectationsSeeks first to understandHas arrived times late by minutes ormoreMeets ExpectationsDoes not make inappropriate commentsBelow ExpectationsDoes not always listen carefullyCorrects others without beingoffensiveSense of humor appropriateQuick to lose patienceAssertive but does not offendGets along well in most situationsSometimes tells inappropriate jokesOpen to improving interpersonalskillsWorks well with others from alldifferent backgroundsCommunicates with others wellDoes not use skills in emotionally chargedsituationsBody language and words do not alwaysmatchMaintains composure well4

Customer ServiceExceeds ExpectationsHas won us customer loyaltymany timesMeets ExpectationsUsually competent and professional withcustomersBelow ExpectationsGets annoyed by customers with a lot ofquestionsGraceful and tactful underpressure from customersAn able representativeSometimes gets sarcasticCustomer relations a strengthCourteous and knowledgeablePresents a sloppy and uncaring imageAlways patient, competent, andprofessional with customersSolves customer problems withspeed and accuracyProfessional presentationCustomer relation skills need improvementManages all but the most challengingcustomer situationsConducts personal phone conversations whilecustomers waitMeets ExpectationsSufficiently understands processesBelow ExpectationsStill learning the workflowKnows how interactions with his/herdepartment affects the rest of theorganizationFollows policies and proceduresUnfamiliar with a few basic proceduresUnderstands the organization’s purposeNeeds to learn about organizational policiesand proceduresMeets ExpectationsDetail orientedBelow ExpectationsNeeds to develop skills to analyze situationsAnalysis shows insightPossesses the skills to solve basic on thejob problemsFrequently draws wrong conclusions fromdataMethodical analystAnalyzes data and makes appropriaterecommendationsDoes not do detailed analysisIn six production failures, made adiagnosis and repair within twohoursCommunicates analysis resultsclearly to othersSummarizes reports from fivesupervisors in time for Mondaymanagers’ meetingsAnalysis sometimes focuses on theunimportantAdhere to Policies and ProceduresExceeds ExpectationsUnderstands the influences ondecision making very wellUses knowledge of big picture toguide actionsThinks about the policies andprocedures when makingdecisionsReviews new and updatedpoliciesHelps internal customersinterpret the policies asrequestedPlanning and Analytical AbilityExceeds ExpectationsGood planning and analyticalskillsStill learning his/her way aroundAnalytic results are often questioned byothers5

Managerial SkillsExceeds ExpectationsModels desired behavior for staffMeets ExpectationsMaintains personnel and financialrecords as requiredBelow ExpectationsMicromanages many employee activitiesMastered and uses basic coachingskillsPlans normally appropriatelyHas used threats to move employeesRarely needs to use formaldisciplinary actionRegularly informs superiors ofprogress/problemsEmployee turnover rate higher than theaverageProcesses normally operate wellwith few problemsPlan wellUsually achieves goals and objectivesEffective participant in hiring processEmployee sick time higher than averagewithout reasonDoes not understand how to planMentoring of OthersExceeds ExpectationsInvests time during all appraisalson personal developmentMeets ExpectationsGives employees advanced training andadditional responsibilitiesBelow ExpectationsInsufficient training has led to poorproductivityHas an “open door” policyDevelops employees appropriatelyFails to develop staff in needed areasReinforces and supports newemployee orientationRegularly shares managementinformation during staff meetingsDoes not appropriately develop staff toperform needed dutiesUses delegation well to developstaffEvery employee in the departmentreceived some type of professionaldevelopment trainingDepartment suffered a 10% error rate due toinadequate trainingMeets ExpectationsCan explain complicated procedures wellBelow ExpectationsSpeaks in monotoneIs convincing and confident whenspeakingRarely fumbles for an answerIs not confident when presentingSpeaks articulately and conciselyCan express him/herself clearly inwritten communicationUncomfortable responding to questionsUses resources when unsure ofproper spelling, punctuation, orgrammarE-mails and memos are clear andto the pointSpelling usually correctThe point of a written communication notalways clearWrites professional communicationsincluding e-mailHard to understand focus in writtencommunicationsExcellent role model forcontinuous learningCommunication SkillsExceeds ExpectationsGood written and verbalcommunication skillsResource:Perfect Phrases for Performance Reviews by Robert Bacal and Douglas Max.2003, McGraw-Hill Companies, Inc.6

Below you will find the performance factors listed in the performance appraisal with phrases listed under each performance level. These phrases can be used to get you started when describing the level of performance for your employee. Job Knowledge Exceeds Expectations Meets Expectations Below Expectations