Performance Review Form - Kevei

Performance Management Review Form

INSTRUCTIONS

The Performance Management Review is the formal evaluation of your performance over the previous year. The form is designed to assess not only what was achieved against your performance objectives over the previous year, but also how they were achieved. It provides an opportunity to discuss results, as well as competencies, to help drive increased future performance.

Appendix: 1. Performance Rating Definitions

2. Competency Rating Definitions

3. Individual &Leadership ContributorCompetency Descriptions

Performance Management Review Form

Evaluation Period:

TO BE COMPLETED BY MANAGER

Employee Name: Kevei Title: ME

Time in Position: 2015.4 Department: Production

Reports to: Levin Location: Shenzhen

Section 1 – Annual Performance Objectives

Complete this section based on the established performance objectives. Performance Rating Definitions are located in the Appendix.Employee will complete the self-appraisal section. Manager will then complete their assessment of the

Individual Objectives Rating

Determine the overall objectives rating by multiplying the established priority weighting % for each objective by the numerical value of the rating. Exceeds Expectations (EE) = 3; Meets Expectations (ME) = 2; Developing / Needs Improvement(DNI) = 1. Addthe results to determine the final rating. The ranges for performance ratings are: EE = 2.75 – 3.00; ME = 2.00 – 2.74; DNI = < 2.00.

Section 2 – Individual Contributor and Leadership Competencies

See INSTRUCTIONS. Be sure to provide specific examples. Rating Descriptors are located in the Appendix.

Individual Contributor and LeadershipCompetency Rating

Determine the overall individual contributor and leadership competency rating (if applicable) by finding the average of the combined scores.The numerical value for each rating is Role Model (R) = 3, Progressing (P)= 2, Development Need (DN) = 1.The ranges for competency ratings are: R= 2.75 – 3.00; P= 2.00 – 2.74; DN= <2.00.

Section 3 – Performance Summary

To be completed by the employee’s manager. The final performance rating is derived from employees’ objectives

Section 4 – Development Summary

To be completed by the employee, include detailed comments.

Employee Signature: ______________________________________Date:______________ Reports to Signature: ______________________________________Date:______________ Functional Leader Signature: ______________________________________Date:______________

(If Applicable)

HR Signature: ______________________________________Date:______________

Note to Manager:

Obtainsignatures from Human Resources and the Functional Leader (only applicable if employee has a Dotted-Line Manager) prior to your discussion with the employee. Once the performance review discussion has taken place, forward the signed copy to Human Resources.

Appendix

Performance Rating Definitions

?Exceeds Expectations– Consistently exceeds all relevant performance standards. Provides leadership, is highly productive, innovative, responsive, and generates top quality work.

?Meets Expectations– Meets all relevant performance standards. Productive, may sometimes exceed desired results or objectives.

?Developing / Needs Improvement– Employee does not always meet performance standards. Employee may also be learning a new position but has not yet demonstrated the performance standards for the position. Performance has declined or employee has not sustained adequate improvement, as required since last performance review or performance improvement plan.

Competency Rating Definitions

?Role Model– Strong trait, all behaviors demonstrated consistently. Employee is often seen as a role model and leverages the competency to achieve business results.

?Progressing– The competency exists but can be developed further. The employee demonstrates the competency most of the time, but may, on occasion apply it inconsistently or ineffectively.

?Development Need– May not have had an opportunity to show competency. The competency is inconsistently and/or ineffectively applied and is an opportunity for improvement.

Individual & Leadership Contributor Competency Descriptions