EMPLOYEE PROGRESS REPORT
Employee __________________________________
Job Title ___________________________________
Date Hired/Promoted___________
Review: 90 day probation 180 day probation Annual
Instructions:
1. Circle one of the numbers (1 through 5) on the scale which best describes the performance of the employee. When
appraising someone, decide how well the individual meets the requirements of the job, area or category being
evaluated without reference to personal likes or dislikes. Be sure the evaluation is based solely on observations of job-
related performance. Think back to how the employee performs from day-to-day, not to recent happenings or isolated
dramatic incidents that might sway the overall evaluation since the last performance appraisal. If you think you are not
in a position to rate a particular area, or the area does not apply to the employee, leave it blank.
2.
Comment on the reason for the rating, giving behavioral examples if possible. Comments are essential to an
appraisal. Comments should be used to explain ratings and to make specific suggestions for improvement and/or
development. Every employee deserves to know why a rating is what it is and what the supervisor perceives as the
strongest points and areas that need improvement.
The following is a brief description of the scale anchors:
1 -
Unacceptable Performance: Fails to satisfy the minimum level of assigned accountabilities or meet and expected
performance standards for the area or category.
2
- Marginal Performance: Sometimes satisfies the minimum level of assigned accountabilities, but fails to consistently
meet the expected performance standards for the area or category.
3 -
Standard Performance: Consistently meets expected performance standards for the area or category. Seldom falls
below expected performance and will occasionally perform above standard requirements. A solid, reliable employee
consistently meeting all job requirements and providing the services which are required and expected of the area or
category.
4 -
Commendable Performance: Performance sometimes exceeds the expected performance level of an average,
standard employee. The employee, on his/her own initiative, sometimes performs in a fashion above what is required and
expected within the area or category.
5 -
Exemplary Performance: Performance consistently and clearly exceeds the expected performance level. The
employee regularly performs in a manner above what is required and expected within the area or category. Minimum
supervision required.
