Performance Appraisal Name: Department: Supervisor: Professional Needs Ability to organize Collaboration skills Promoting diverse environment Leadership

ability dentify key issues of diversity !anage conflict "rganizational Needs Promote an inclusive environment for all #uild customer relationships Develop business contacts Cross department collaboration ncrease global presence !eet organizational goals and mission Develop diversity and inclusion council $mployee Needs Listen to team $ncourage team Communicate effectively Promote diverse and inclusion training Provide coaching %he Appraisal !eeting !anage conflict $ncourage feedback Date

This appraisal form is used as a developmental tool that identifies key areas needed for improvement, set goals, and list steps in order to meet the goals. The setting and date are chosen ahead of the meeting and must be agreed upon by manager and supervisor. The process will begin with a discussion in which supervisor and manager meet and agree on the logistics of the actual review meeting as well as discuss key issues from previous appraisal session. The three key areas that will be evaluated are the professional development, the personal development, and the organizational development of the employee. This system allows for ratings in each category in which supervisor will assign a value that he feels is fitting of the objective. As a means to self evaluate, the manger will also complete this same form and rate himself on how he feels he performed. The manager and supervisor will discuss each area and give their opinions of whether they agree or disagree with their values. The appeals process is explained to the employee have issues with any results. The meeting wraps up with discussion of any pay, rewards, or last minute questions from employee. The goals for the next review, all the issues from the appraisal form, are put into place with projected outcomes and timely completion requirements. Training is also explained at this point, where and when it will be conducted if necessary. onsequences of not complying with goals are explained at this time. The meeting wraps up with each signing a developmental plan and employee receiving a copy. !eviews take place every "# days and a date is set for that meeting at this time. &ating Schemes $or each area on the appraisal the supervisor and employee choose from the following criteria to display how they believe goals were met. An additional comments section is added for any feedback supervisor is willing to provide. They will assign a number from one to five, to convey the level at which objective was met. %ne being poor job and five being an excellent job. $mployee met goals $mployee e'ceeded goals $mployee did not meet goals

$mployee needs improvement Additional comments:

()*+Degree ,eedback This system also requires a &'#(degree rating system in which managers are evaluated not only from supervisors and employees, but customers and vendors as well. This minimizes the chances for rater errors and gives a more well rounded view of how the manager is performing. !aters are trained on how to provide information and to be mindful of rater errors. This form consists of distinct categories similar to the appraisal form and the manager is given a score in each area as to how the rater feels he or she has meet the objective. This process also begins with a discussion so that the manager and supervisor are in agreement about the evaluation process and it also wraps with a discussion of what the manager should strive for in preparation for the next meeting, discuss any training, or consequences. The manager is given a chance to offer feedback and to discuss any concerns of questions he may have. The meeting is summed up with an agreement on the plan for future appraisal, time, and date. This system is intended as a developmental tool and pay will not be discussed.

()*+Degree $valuation $ncouragement+ encourages teammates to participate

encourage teammates to offer feedback -. /. (. 0. 1.

Communications+ communicate effectively among team members actively listens to team members -. /. (. 0. 1.

Development+ provides coaching to team provides training to team -. /. (. 0. 1.

%eam building+ promote team building activities develop team e'ercises -. /. (. 0. 1.

!anagement+diverse environment manages conflicts -. /. (. 0. 1.

"rganizational development+drives business goals and mission achieves goals and ties them to organizational goals -. /. (. 0. 1.

Collaborating+ collaborates 2ith 3& and other departments 2ithin organization collaborates 2ith e'ternal business -. /. (. 0. 1.

Promoting+diverse and inclusion environment minimize barriers to a diverse environment -. /. (. 0. 1.

)(always meet goals

*(meet goals most of time &(usually meets goals +(never meet goals