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    Job Performance Evaluation Format

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    This document contains a performance evaluation form for administrative services contract personnel at PORTILLO MATERIALES ELÉCTRICOS S.A DE C.V. The form evaluates employees on criteria such as initiative, institutional commitment, job performance, interpersonal relationships, and working knowledge. Employees are rated on a scale of 1 to 5 in each criteria based on factors described. The form also includes descriptions of the evaluation criteria and a multi-step process for conducting performance evaluations.

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    Job Performance Evaluation Format

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    55 views4 pages
    This document contains a performance evaluation form for administrative services contract personnel at PORTILLO MATERIALES ELÉCTRICOS S.A DE C.V. The form evaluates employees on criteria such as initiative, institutional commitment, job performance, interpersonal relationships, and working knowledge. Employees are rated on a scale of 1 to 5 in each criteria based on factors described. The form also includes descriptions of the evaluation criteria and a multi-step process for conducting performance evaluations.

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    This document contains a performance evaluation form for administrative services contract personnel at PORTILLO MATERIALES ELÉCTRICOS S.A DE C.V. The form evaluates employees on criteria such as initiative, institutional commitment, job performance, interpersonal relationships, and working knowledge. Employees are rated on a scale of 1 to 5 in each criteria based on factors described. The form also includes descriptions of the evaluation criteria and a multi-step process for conducting performance evaluations.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    55 views4 pages

    Job Performance Evaluation Format

    Uploaded by

    ScribdTranslations
    This document contains a performance evaluation form for administrative services contract personnel at PORTILLO MATERIALES ELÉCTRICOS S.A DE C.V. The form evaluates employees on criteria such as initiative, institutional commitment, job performance, interpersonal relationships, and working knowledge. Employees are rated on a scale of 1 to 5 in each criteria based on factors described. The form also includes descriptions of the evaluation criteria and a multi-step process for conducting performance evaluations.

    Copyright:

    © All Rights Reserved
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    Download as docx, pdf, or txt
    of 4

    Performance evaluation form for PORTILLO MATERIALES ELÉCTRICOS S.A DE C.V.

    's
    administrative services contract personnel.
    Name of the evaluee:
    Position:
    Evaluation period:
    Name of evaluator:
    Date
    Instructions:
    Taking into account the achievement of the objectives reached and the level of execution of the indicators
    of this format, rate as follows:
    a. Read the definition of each indicator carefully.
    b. Determine the grade that most closely reflects the employee's performance.
    c. Write in the box an X, according to the degree of valuation chosen.

    Qualification key:
    1 Does not meet the requirements of the position.
    2 Needs improvement with most of the job
    requirements.
    3 Meets most of the requirements of the position.
    4 Meets all the requirements of the position.
    5 Exceeds the requirements of the position.
    Evaluation criteria 1 2 3 4 5
    INITIATIVE
    1.1 Do you need frequent supervision to perform
    your duties?
    1.2 Do you perform your work without the help of
    another person?
    1.3 Do you consider that you can make decisions
    on your own?
    1.4 Do you consider that your contributions are
    essential for the development of the company?
    1.5 Are you innovative in your decision making?
    2. INSTITUTIONAL COMMITMENT
    2.1 Are you committed to your work?
    2.2 Do you comply exactly with the work schedule?
    2.3 Do you identify with the company's values?
    2.4 Do you have initiative?
    2.5 Does it encourage teamwork?
    3. JOB PERFORMANCE
    3.1 Does it demonstrate effectiveness in meeting
    the demand for a service?
    3.2 Do you make the best use of resources?
    3.3 No problems in following orders?
    3.4 Do you have the ability to solve any problem
    that comes your way?
    3.5 Are you prompt in providing information when
    requested?
    4. INTERPERSONAL RELATIONSHIPS.
    4.1 How is your relationship with the people who
    work in your company?
    4.2 How is your interpersonal relationship with
    your work manager?
    4.3 How do your interpersonal relationships affect
    the achievement of the company's goals?
    4.4 How is your interpersonal relationship with the
    company's customers?
    4.5 Do your interpersonal relationships reflect that
    I am promoting the company's values?
    5 WORKING KNOWLEDGE
    5.1 do you know your job functions perfectly?
    5.2 do you have the necessary skills and abilities to
    perform your job?
    5.3 do you know the limitations of your job?
    5.4 do you know the procedures and standards to
    be followed by your subordinates?
    5.5 do you know the job functions of your
    subordinates?

    Signature of the person being evaluated: Signature of the evaluator:

    _______________________ ________________________

    Opinion of the appraisee:

    _____________________________________________________________________________
    _____________________________________________________________________________
    _____________________________________________________________________________
    _____________________________________________________________________________
    _____________________________________________________________________________
    _____________________________________________________________________________

    Description of the following categories:


    1- Interpersonal relationships: located among the values on posters
    distributed in specific parts of the company
    2- Job performance: it is part of the company's objectives and is embodied
    in job analysis tasks.
    3- Institutional commitment: located in the organizational philosophy posted
    on posters within the company.
    4- Initiative: this is reflected in the skills required in the job analysis.
    5- Job knowledge: this is reflected in the job summary and in the necessary
    skills that are included in the job analysis.

    Steps for performance evaluation:

    Step 1: prepare.

     Inform the appraisee in advance about the performance evaluation and which
    parameters will be evaluated.
     Ensure that there is a work environment of respect and trust among people.
     Encourage people to assume responsibilities and define work goals.
     Recall the objectives, work data and observation for one year.

    Step 2: analysis.

     Verify the work performed and that the work actually done is complied
    with.
     Ask the interviewee's points of view, let him/her know what is going to
    happen, focus on the problems and not on the people.
     Ask questions to identify and analyze why they did not meet their
    objectives and set objectives for next year.
     Setting the right objectives
     Establish priorities of the objectives.
     Be realistic and measurable.

    Step 3: Follow-up:

     Once an agreement has been reached between the two parties, we


    proceed to follow up, that is to say, to comply with what has been
    established.

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