PERFORMANCE APPRAISAL

EMPLOYEE'S NAME: DEPARTMENT:

JOB TITLE: DIVISION:

DATE EMPLOYED IN THIS POSITION TODAY'S DATE: PERIOD BEING APPRAISED:
FROM: TO:

REASON FOR APPRAISAL (CHECK ONE) APPRAISED BY (PRINT/TYPE NAME)

Start-Up Probationary Annual (Employee should be appraised
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only by the person(s) to whom (NAME OF APPRAISER)

Other (explain): (s)he reports directly. Most often

__________________________________________________________________________________________________________________________________________________________________________________________________ _______________________________________________________________________________________________________________________________________________________________________

there would be only one appraiser.) (NAME OF APPRAISER)

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

_______________________________________________________________________________________________________________________________________________________________________

(NAME OF APPRAISER)

PURPOSE

The purpose of performance appraisal is to rate an employee's actual level of performance against an expected
level of performance by using standards which are developed by the supervisor with input from the employee
through open and ongoing communication. This comparison of actual performance with expectations and
standards serves both as a basis for recognition of accomplishment, as well as a means to plan improvement
where deficiencies are found; it may also be utilized in a progressive, disciplinary process to resolve continuing
poor performance.

The benefits to be gained are improved or well-maintained personal and department performance and efficiency
through goal-setting, communication, the identification of employee training and development needs; all of which
result in improved delivery of services to City residents.

PART I: PERFORMANCE EXPECTATIONS AND ACHIEVEMENTS

(Use the separate sheet provided for Part I)

NOTICE:You are required to maintain this in the employee's personnel file until six (6) years after the
employee terminates employment with the City of Minneapolis
CO-1800 Rev.11/89
PART I: Page 3 PERFORMANCE EXPECTATIONS AND ACHIEVEMENTS

This section defines job duties, activities necessary to perform those duties, and minimum performance standards. This section should be completed by the supervisor and employee prior to
the beginning of the appraisal period and communicated so that performance expectations are agreed upon. The "Achievements" column should be completed at the end of the period.
Written instructions and training programs are available to assist you in completing this form.

GENERAL RESPONSIBILITIES SPECIFIC TASKS, DUTIES, ACTIVITIES MINIMUM PERFORMANCE STANDARDS ACHIEVEMENTS

______________________________ _____________
Employee signature Date

______________________________ _____________
Supervisor signature Date

Objectives: To achieve a rating above "minimum performance" employee will perform beyond the standards set as shown below and/or will take on the following new or different projects,
tasks, or special projects.
EMPLOYEE SIGNATURE DATE SUPERVISOR SIGNATURE DATE
PART II: RATING OF BEHAVIORS AS AGAINST THE STANDARD
Rate all of these behaviors which are observed in this position against the standards for the position. Rate based on what you
have observed and not on how you think the employee would behave. Write comments to support your rating.
BEHAVIOR COMMENTS

A. QUALITY OF WORK
1. Full Job Performance:

Performs all job functions expertly; demonstrates an

understanding of the overall purpose of the work unit.

Performs most of the functions of the job accurately and

completely; usually demonstrates understanding of their
role in the overall purpose of the work unit.

Performs job functions competently and accepts that

they are to be done.

Performs many of the job functions but detracts from the

full productivity of the work unit due to lack of job
knowledge, inaccurate work, or unwillingness to perform
tasks assigned.

Fails to perform most job tasks and refuses to perform

tasks (s)he feels are unnecessary or inappropriate;
needs constant supervision.

2. Planning and Organizing:

Work is not planned or organized; rarely meets deadlines.

Has frequent problems meeting deadlines because

workload is not organized.

Meets deadlines; seeks advice in setting priorities when

necessary.

Completes work on schedule; recognizes priorities;

organized.

Extremely well organized; meets all deadlines; handles

extra work easily.

3. Judgment:
Avoids making decisions; decisions lead to
unpredictable results; needs to be closely supervised.

Occasionally indecisive; exercises common sense;

judgment has caused problems.

Uses good judgment to attain required work standards;

understands routine problems.

Considers alternatives before making a decision; uses

logical reasoning; self-reliant.

Makes sound decisions, through excellent judgment;

devises methods to overcome problems.

B. QUANTITY OF WORK
Productivity:

Exceeds expectations and standards; capable of taking on

additional work.

Makes consistent effort on work: meets deadlines; avoids

delays. Tries to improve.

Work output satisfactory; meets job standards.

Works slowly; does just enough to get by; doesn't perform a

standard workload.

Very slow worker; continually behind schedule; wastes time.

 BEHAVIOR COMMENTS

C. INTERPERSONAL SKILLS
1. lntra- and Inter-Department Relationships:

Gets along with co-workers; team worker; positive influence

on work unit.

Demonstrates a willingness to cooperate with others in

work unit and employees in other departments: tactful;
offers constructive criticisms.

Works to maintain respectful and positive working

relationships.

Unwilling to cooperate at times; sometimes impatient or

argumentative.

Negative influence on work unit; disrupts morale with

petty complaints or offensive outbursts.

2. Public Relations/Oral Communications Skills:

Has been rude toward the public; communicates
ineffectively with others.

Sometimes has difficulty dealing with the public; needs

to improve communication skills.

Relates well with the public; average communication

skills.

Exhibits above average communications skills;

professional towards the public.

Communicates in a professional and courteous manner

with the public, in person and/or on the phone.

D. WORK HABITS
1. Independent Self-Direction:

Often begins new work on own; requests additional

assignments; offers suggestions for improving
operations.

Adaptable to new methods and procedures; often begins

new work on own.

Performs work as assigned.

Resists new assignments, changes and innovation.

Resists assignments and requires excessive help and

direction.

2. Safety:
Has committed violations of safety rules and performs
unsafe actions; a hazard to others.

Has been cautioned about performing unsafe acts and the

importance of safety rules.

Observes safety rules and regulations; is careful.

Observes safety rules; rarely acts unsafely, points out

hazards to co-workers.

Has an excellent safety record; always alert to unsafe

situations for self or others.

3. Attendance and Punctuality:

Seldom tardy or absent prompt in keeping appointments;
observes breaks and lunch schedules.

Has acceptable attendance record in accordance with

department policies and standards.

Frequently absent or tardy; does not call in or report in

advance; handicaps work unit.
 BEHAVIOR COMMENTS

D. WORK HABITS (CONTINUED)

4. Care and Use of Equipment, Tools, Materials, and Supplies:

Never has damaged/abused equipment or wasted materials

and supplies.

Rarely has trouble with equipment or tools; uses required

materials for a job.

Care and use of equipment or tools are satisfactory; does

not waste supplies.

On occasion has problems/accidents with equipment; has

wasted supplies.

Has been reprimanded for damaging equipment/wasting

materials.

5. Rules and Procedures

Complies with all City and departmental rules and
procedures and understands their purpose.

Follows most policies and procedures and understands

their purpose.

Satisfactorily complies with rules and procedures that are

applicable.

Has a limited knowledge of rules and procedures and their

purpose; often complains about policies and rules.

Violates organizational rules and procedures; corrective

action has been initiated.

PART A. REMEDIAL DEVELOPMENT PLAN: Outline a plan for development which must occur in the next
III appraisal period to correct areas where performance is not satisfactory as identified in Parts I and II
of this form.

B. SUPERVISOR'S ROLE IN PLAN FOR IMPROVEMENT: This section includes coaching, training needs
and any other form of employee development assistance.

PART A. EMPLOYEE DEVELOPMENT PLAN: Outline a plan for development of employee during this appraisal
IV period. State what development is planned or desired to enhance employee capabilities and how that
will happen.

B. SUPERVISOR'S ROLE IN PLAN FOR IMPROVEMENT: This section includes coaching, training needs
and any other form of employee development assistance.

IMMEDIATE SUPERVISOR'S SIGNATURE SUPERVISOR'S TITLE: LENGTH OF TIME SUPERVISING THIS

EMPLOYEE:

TODAYS DATE DATE OF LAST APPRAISAL DATE OF NEXT APPRAISAL

REVIEWED BY SUPERVISOR'S SUPERVISOR (SIGNATURE AND TITLE): DEPARTMENT HEADS SIGNATURE:

I have read and had an opportunity to discuss the contents of this form, including Part I which I have also signed, with my
supervisor. I understand that in signing this review, I retain the right to prepare and submit positive and/or negative comments on
any areas of this evaluation. I understand that any comments should be presented in writing within three weeks to the Appraiser
and/or the Department Personnel Officer and that my written comments will be attached to this appraisal form when received. My
signature does not necessarily mean that I agree with this rating.
EMPLOYEE'S SIGNATURE:____________________________________________ DATE_______________________________________________