PERFORMANCE APPRAISAL FORM

Name: Abu Safiyan

Designation: Naib Qasid
Evaluation Period: July 2021 to June 2022
Date:

Instructions:
 Evaluator, Reviewer and Final Reviewer for the employee’s level will be in the
following manner:

Sr.
Employee Level Evaluator Reviewer Final Reviewer
No
1 CEO Government N/A N/A
2 COO CEO N/A N/A
3 GM / Chiefs COO N/A CEO
4 DY Chiefs / Manager HOD COO CEO
5 AMs / Asst / MTOs/ Officer Manager HOD CEO
6 Support Staff AM / Asst HOD CEO

 Use current job description of employee for performance evaluation.

 Review employee’s each performance factor to evaluate his/her work performance.
 Rate employee’s level of performance, using the definitions below as a guide:

Level of Performance Score Description

Outstanding 4 Performance is consistently superior
Exceeds Expectations 3 Performance is routinely above job requirements
Meets Expectations 2 Performance is regularly competent and dependable
Below Expectations 1 Performance fails to meet job requirements on a frequent basis
Unsatisfactory 0 Performance is consistently unacceptable

* The ratings must be used to ensure commonality of language and consistency on overall
ratings. (There should be supporting comments to justify ratings of “Outstanding” “Below
Expectations” and “Unsatisfactory”)
 A. PERFORMANCE FACTORS LEVEL OF PERFORMANCE
SIGNATURES
Administration - Measures effectiveness in Outstanding
planning, organizing and efficiently handling Exceeds Expectations
activities and eliminating unnecessary activities Meets Expectations
Below Expectations
Unsatisfactory
NA
Knowledge of Work - Consider employee's skill Outstanding
level, knowledge and understanding of all phases of Exceeds Expectations
the job and those requiring improved skills and/or Meets Expectations
experience. Below Expectations
Unsatisfactory
NA
Communication - Measures effectiveness in Outstanding
listening to others, expressing ideas, both orally and Exceeds Expectations
in writing and providing relevant and timely Meets Expectations
information to management, co-workers, Below Expectations
subordinates and consultants. Unsatisfactory
NA
Teamwork - Measures how well this individual Outstanding
gets along with fellow employees, respects the rights Exceeds Expectations
of other employees and shows a cooperative spirit. Meets Expectations
Below Expectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures Outstanding
effectiveness in understanding problems and making Exceeds Expectations
timely, practical decisions. Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness Outstanding
in establishing appropriate reporting and control Exceeds Expectations
procedures; operating efficiently at lowest cost; Meets Expectations
staying within established budgets. Below Expectations
Unsatisfactory
NA
Human Resource Management - Measures Outstanding
effectiveness in selecting qualified people; Exceeds Expectations
evaluating subordinates' performance, strengths and Meets Expectations
development needs; providing constructive Below Expectations
feedback, and taking appropriate and timely action
Unsatisfactory
with marginal or unsatisfactory performers. Also NA
considers efforts to enhance goal of equal
employment opportunity.
Independent Action - Measures effectiveness in Outstanding
time management; initiative and independent action Exceeds Expectations
within prescribed limits. Meets Expectations
Below Expectations
Unsatisfactory
NA
Job Knowledge - Measures effectiveness Outstanding
regarding knowledge of methods, techniques and Exceeds Expectations
skills required for own job and related functions; Meets Expectations
remaining current on new developments affecting Below Expectations
organization and its work activities. Unsatisfactory
NA
Leadership - Measures effectiveness in Outstanding
accomplishing work assignments through Exceeds Expectations
subordinates; establishing challenging goals; Meets Expectations
delegating and coordinating effectively; promoting Below Expectations
innovation and team effort. Unsatisfactory
NA
Managing Change and Improvement - Measures Outstanding
effectiveness in initiating changes, adapting to Exceeds Expectations
necessary changes from old methods when they are Meets Expectations
no longer practical, identifying new methods and Below Expectations
generating improvement in facility's performance. Unsatisfactory
NA
Intelligence Quotient Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Emotional Quotient Outstanding
Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Dependability - Measures how well employee Outstanding
complies with instructions and performs under Exceeds Expectations
unusual circumstances; consider record of Meets Expectations
attendance and punctuality. Below Expectations
 Unsatisfactory
NA
Employee's Responsiveness - Measures
responsiveness in completing job tasks in a timely Outstanding
manner. Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA

B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS: Include those which are relevant

during this evaluation period. This should be related to performance or behavioral aspects you
appreciated in their performance.

C PERFORMANCE AREAS WHICH NEED IMPROVEMENT:

D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:

E. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)

Is there any change required in job description of Employee? Yes No (If yes please mention.)

F. EVALUATOR COMMENTS:

Name: __________________________________________Signatures: ______________

Designation: _____________________________________ Date: __________________

 H. REVIEWER’S COMMENTS:

Name: __________________________________________Signatures: ______________

Designation: _____________________________________ Date: __________________

I. FINAL REVIEWER’S COMMENTS:

Name: __________________________________________Signatures: ______________

Designation: _____________________________________ Date: ______________