Name ___________________________________ Date of Hire ______________________
Position Title ___________________________________ Date of Performance_______________
BASIC PORPUSE OF THE TRIAL PERIOD PERFORMANCE
The Trial Period Performance is an important tool which you and your Supervisor use to evaluate your knowledge and growth over a specific period and together, to set goals for improvement in any area of performance which will help you reach your full potential at Pharos of Costa Rica, S. A.
YOUR SUPERVISOR: Has considered each factor individually using information from the entire period being reviewed. Has pointed out satisfactory and unsatisfactory areas of performance. This allows you to plan together what course of action to take to improve in any area rated less than satisfactory. Has set this time for uninterrupted discussion of any items which either of you may wish to raise.
YOU: Should read the entire Trial Period Performance prior to discussion. Should raise any questions and make any comments you fell are appropriate on anything in the review. May wish to comment in writing before signing the Trial Period Performance. You may do this immediately or If you prefer the next day.
Before you begin your appraisal session, you should review your current job description with you supervisor. If it is not accurate, you and your Supervisor should make corrections and attach them to this Performance Review.
This Performance Review evaluates you on the job now being performed. Under each factor, an X has been placed under the characteristics which best describes your performance. Each factor has been considered independently and based on your overall performance, not isolated incidents.
1. JOB KNOWLEDGE: The knowledge and understanding of all phases of your job, considering time in position.
Inadequate Adequate Complete mastery of most duties Superior
Comments:
2. JUDGEMENT: The manner in which you evaluate situations and make intelligent decisions.
Neglect and misinterpret the facts Make frequent errors on judgement Decisions seldom cause difficulty Very good solutions and logical and sound Outstanding think quickly and logically
Comments:
3. PRODUCTIVITY: Three factors (quality, quantity, and efficiency) describe how much work you do and how well you do it, considering time in position.
a. QUALITY: The accuracy, thoroughness, and neatness of your work, regardless of volume.
Many errors need constant checking Inconsistent need frequent checking Few errors occasionally necessary to check work Consistently good checking seldom necessary
b. QUANTITY: The volume of work you produce under normal conditions, regardless of errors.
Insufficient work often behind Below average Satisfactory complete fair share Consistently above average complete more than own share Unusually high output
c. EFFICIENCY: The way you plan and use your time and meet work schedules. Inefficient work poor planned and organized Inconsistent Effective under normal circumstances Well organized at all times Exceptionally well organized and effective
Comments:
4. INITIATIVE: Your persistency in doing your job and your willingness to seek additional responsibilities.
No opportunity to show yet Proceed only with definite instructions Occasionally act on own Fairly aggressive go ahead on own Highly motivated self-starter
Comments:
5. DEPENDABILITY: How reliable you are in all work situations.
Need very close supervision Need more supervision than most Need average supervision Need minimum supervision Need only occasional supervision
Comments:
6. COOPERATION: How well you work as a member of a group, maintain good work relations, and communicate with others.
Frequently Occasionally Cooperates Uncooperative Uncooperative Acceptable Willingly Outstanding (a) with co-workers (b) with supervisors with intra co. areas
(d) with the public Comments:
7. INTEGRITY: Your ability to handle issues in a forthright manner without self interest. Often makes selfish decisions Tries, needs to improve Able to perform under normal situations Good, can be relied upon Excellent, sets an example for others
Comments:
8. LATENESS AND ABSENCE: Total of days absent as follows:
Number of days Number of days Number of days January _________ May ____________ September __________ Febrary _________ June ____________ October _____________ March __________ July _____________ November ___________ April ____________ August __________ December ___________
Explain unusual circumstances surrounding excessive absences or lateness:
9. OVERALL: Your overall performance for this period has been
Unsatisfactory Poor Good Very Good Outstanding
YOUR SUPERVISORS COMMENTS:
EMPLOYEE COMMENTS:
I HAVE RECEIVED THIS EVALUATION AND SUPERVISOR (DATE) UNDERSTAND ITS CONTENTS.
(DATE) EMPLOYEE (DATE) Training and Development Plan