City of Cookeville
Employee
Performance Evaluation
Distribution
Original ………….. Human Resources
Copies to ………… Employee
………… Department File
!
1!
!
Employee Name: _______________________________________ Hire Date: ________________
Job Title: ____________________________________Rating Period: From _______________ to _______________
Department: _________________________________Type of Review: Probationary ____ Annual Review ____
The value of this review depends solely on the person making the rating, his/her impartiality, and sound judgment. A
properly completed performance evaluation should provide a true picture of the employee’s performance and clearly outline
those areas in which the employee’s performance has been strongest or weakest. The evaluation should clearly show what is
expected of the employee to improve an inferior performance, or sustain acceptable work and/or conduct.
Instructions to Raters
1. The rating should be made with great care and fairness in the interests of the employee and the City of Cookeville.
2. This evaluation of the employee’s performance should reflect the entire rating period.
3. Rating supervisors should have been in the direct supervision over the rated employee for at least three (3) months of
the period being evaluated. If less than three months, the employee’s previous supervisor should be consulted.
4. As part of the evaluation process, a counseling interview should be held between the employee and supervisor. As a
minimum, the supervisor should offer praise for a job well done; offer positive assistance in remedying any
weaknesses in performance; and give the employee opportunity to express his/her feelings and thoughts in all job-
related areas.
5. The rater should reference the employee’s job description and use sound judgment in making the rating.
Job Knowledge
Consider the basic knowledge of related work, techniques, and equipment for the job.
Inadequate knowledge
of the job and
procedures. Fails to
grasp anything but the
most elementary
concepts of the job.
Needs constant
supervision.
Inadequate knowledge
of duties and is slow to
grasp details. Needs
considerable
supervision.
Adequate knowledge of
duties. Needs a normal
amount of instruction.
Good knowledge of
duties. Well informed.
Needs little instruction.
Excellent understanding
of duties. Extremely
capable and requires
little to no direction.
1
2
3
4
5
Comments:
Quantity of Work
Consider the amount and promptness of work completed.
Seldom completes a
satisfactory amount of
work. Slow worker and
tends to waste time.
Inadequate productivity.
Works at a slow pace.
Needs continual urging
and encouraging. Does
just enough to get by.
Works at a steady pace.
Usually produces an
acceptable volume of
work.
Works fast. Often
exceeds requirements.
Thorough and careful
worker.
Consistently produces a
high volume of work.
Does more than
expected.
1
2
3
4
5
Comments:
Quality of Work
Consider the ability to compile work in a neat, accurate and thorough manner that meets
standards.
Poor quality with
excessive and repetitive
errors. Requires
constant scrutiny and
revision.
Inclined to make
mistakes. Work is
barely acceptable and
needs unnecessary
examination.
Meets requirements of
accuracy and neatness.
Makes few errors and
needs normal
supervision.
Exceeds minimum
requirements of
accuracy and neatness.
Carries out instructions
well and needs little
supervision.
Consistent high degree
of accuracy and
neatness. Work can be
relied upon with very
little revision. Seldom
needs supervision.
1
2
3
4
5
Comments:
City of Cookeville
Employee
Performance Evaluation
Distribution
Original ………….. Human Resources
Copies to ………… Employee
………… Department File
2!
Initiative
Consider the ability to perform duties in a consistent and reliable manner, the willingness to take
on new tasks, offer constructive suggestions and accept responsibility.
Requires constant
encouragement. Never
volunteers to undertake
work. Has no drive or
ambition.
Dislikes responsibility
and has very little drive.
Lacks resourcefulness
and requires more than
average encouragement.
Requires normal
encouragement. Seldom
seeks new tasks. Will
accept responsibility
when necessary.
Accomplishes routine
work.
Requires minimal
encouragement.
Occasionally seeks new
tasks. Works well when
given responsibility.
Self-starter that goes out
of the way to accept
responsibility. Very
alert and constructive.
1
2
3
4
5
Comments:
Attitude & Dealing
With Co-Workers
Consider willingness to work with and help others and attitude toward co-workers and
supervisors. Ability to accept constructive criticism. Demonstrates enthusiasm, flexibility and
willingness to accept tasks.
Difficult to work with.
Uncooperative and rude.
Resents constructive
criticism. Constant co-
worker problems.
Reluctant to cooperate.
Stubborn and at times
unwilling to follow
orders without
argument. Frequent co-
worker problems.
Tries to cooperate and
usually agreeable.
Accepts constructive
criticism. Few problems
with co-workers.
Cooperative most of the
time. Interested in work.
Responds to
constructive criticism.
Co-worker problems
rare.
Very cooperative.
Shows great interest in
work. Encourages
constructive criticism.
Admired by co-workers.
1
2
3
4
5
Comments:
Public Contact
Consider the willingness to work with the public and project a good image of City employees.
Cannot deal with the
public. Inconsiderate
and projects a bad
image. Receives
numerous valid
complaints.
Has trouble dealing with
the public. Occasionally
lacks common courtesy
and receives some valid
complaints. Sometimes
rude or inconsiderate.
Projects a poor image.
Usually maintains
courteous effective
relations. Generally
pleasant and
considerate. Seldom
receives valid
complaints and projects
an acceptable image.
Good in dealing with
the public. Very
pleasant and tactful.
Rarely receives valid
complaints. Projects a
good image.
Excellent in dealing
with the public.
Exceptionally courteous
and well mannered. No
valid complaints
received. Projects an
excellent image.
1
2
3
4
5
Comments:
Operation & Care of
City Equipment and
Property
Consider the concern for safe, responsible and reasonable operation or use of City equipment or
property, including requesting appropriate maintenance or repair.
Shows no concern for
the proper use and
maintenance of
equipment or City
property.
Minimal concern for
equipment or City
property. Often careless
with usage.
Shows concern for
equipment and City
property. Handles with
some care. Requests
maintenance only if
necessary.
Handles equipment and
City property with care.
Occasionally will
request repair and
maintenance as needed.
Operates and maintains
equipment and City
property with extreme
care. Schedules repair
and maintenance in a
timely manner.
1
2
3
4
5
Comments:
City of Cookeville
Employee
Performance Evaluation
Distribution
Original ………….. Human Resources
Copies to ………… Employee
………… Department File
3!
Attendance
Consider the adherence to policies on absenteeism and tardiness.
Often absent or tardy.
Does not report absence
or tardiness in advance.
Very undependable.
Inconsistent attendance
and punctuality. Seldom
reports absence in
advance. Not
dependable.
Occasionally tardy or
absent, but reports in
advance in most cases.
Seldom absent or tardy.
Always reports absences
or tardiness in advance.
Dependable.
Excellent attendance.
Always at work and on
time. Very dependable.
1
2
3
4
5
Comments:
Safety
Consider the attitude toward personal safety as well as that of co-workers and citizens.
Has a poor safety
record. Often violate
safety rules. Has to be
constantly reminded to
wear personal protective
equipment and use
appropriate safety
devices.
Has a fair safety record.
Does not always follow
safety rules. Sometimes
uses personal protective
equipment and
appropriate safety
devices without being
reminded.
Has an acceptable safety
record. Usually observes
safety rules and is rarely
careless. Usually wears
personal protective
equipment and uses
appropriate safety
devices.
Has a good safety
record. Alert in
observing safety rules.
Commonly wears
personal protective
equipment and uses
appropriate safety
devices.
Extremely conscious of
safety. Exceptional
safety record and is
extremely alert in
observing all safety
rules. Always wears
personal protective
equipment and uses
appropriate safety
devices.
1
2
3
4
5
Comments:
Communication
Consider the ability to effectively communicate, both verbal and written, with employees and superiors.
Excessive and repetitive
errors in written reports.
Poor verbal
communication skills
Written reports often
need thorough
inspection. Frequent
errors. Sometimes
unable to express
subject matter clearly.
Written reports meet set
standards with normal
errors. Reasonably clear
in expression.
Above set standards.
Errors are infrequent.
Messages are mostly
clear and easily
understood.
Expresses self clearly
and effectively on all
subjects. Uses
appropriate language for
any situation.
1
2
3
4
5
Comments:
Leadership
Consider the ability to command and guide others in the accomplishment of their duties and tasks; actively
influences events and originates actions rather than passively accepting.
Fails to earn the respect
and cooperation of
employees. Fails to
adequately lead the
employees.
Lacks aggressiveness in
leading employees. Not
held in high regard and
lacks leadership
qualities.
Adequately supplies
leadership and usually
gains the respect of
employees. Usually
looked to for leadership.
Effectively leads
employees. Aggressive
and provides leadership
in most situations.
Very aggressive in
leading employees.
Obtains cooperation of
employees in all
situations. Gains utmost
respect from employees
and leads by example.
1
2
3
4
5
Comments:
City of Cookeville
Employee
Performance Evaluation
Distribution
Original ………….. Human Resources
Copies to ………… Employee
………… Department File
4!
Dependability
Consider the ability to perform duties while maintaining a high level of productivity in a reliable and
consistent manner with little direct supervision.
Requires constant
supervision. Lacks
follow-through. Cannot
be depended upon. Does
not follow instructions.
Requires more than
normal supervision. Is
easily distracted.
Seldom follows
instructions.
Requires normal
supervision. Generally
dependable and follows
instructions.
Requires minimal
supervision. Good
follow-through and
follows instructions.
Requires little or no
supervision. Can always
be depended upon.
Follows instructions
with great accuracy.
1
2
3
4
5
Comments:
Policies and
Procedures
Consider the knowledge and understanding of City of Cookeville Policies and Procedures as well as
departmental rules and regulations.
Lacks basic knowledge
of City policies. Shows
disregard for
departmental rules and
regulations. Supervisor
rarely enforces safety
rules.
Unfamiliar with many
applicable City policies
and departmental rules.
Regularly commits
infractions. Supervisor
does not always enforce
safety rules.
Basic knowledge of City
policies and
departmental rules.
Generally does not
commit major
infractions. Supervisor
usually enforces safety
rules.
Knows applicable City
policies and
departmental rules well.
Rarely commits
infractions, and if so,
are minor in nature.
Supervisor is very
conscious of safety
rules.
Extremely
knowledgeable of City
polices and
departmental rules.
Strictly adheres to all
rules and sets an
example for others to
follow. Supervisor
always enforces safety
rules.
1
2
3
4
5
Comments:
Planning and
Organizing
Consider the ability to plan and organize work.
Lacks basic planning
skills. Plans are
extremely short range
without consideration of
long range effects.
Lacks the ability to
organize resources or
determine work
methods efficiently.
Plans and organization
lacks thorough
consideration.
Sometimes overlooks
long range effects.
Resource estimates and
organization are not
always practical.
Plans and organizes
work adequately.
Resource estimates and
organization are
sensibly aligned with
projected workloads.
Determines feasible
work methods.
Plans and organizes
work well. Usually
considers likely
complications and long
range effects. Projects
workloads and relating
resource needs
accurately.
Extremely effective in
planning and
organizing. Always
conscious of detail and
long range effects.
Exceptionally accurate
in projecting workloads
and resource needs.
1
2
3
4
5
Comments:
Decision Making
Consider the ability to make sound, logical decisions.
Does not make
reasonable or logical
decisions. Lacks
perception and does not
evaluate alternatives.
Occasionally uses poor
judgment. Logic is
sometimes questionable.
Tendency to postpone
decisions.
Usually makes
reasonably logical
decisions. Does not
usually postpone
decisions.
Evaluates facts carefully
and makes sound,
logical decisions.
Perceptive and decisive.
Uses excellent logic and
perception in making
timely, accurate
decisions. Never
postpones decisions.
1
2
3
4
5
Comments:
City of Cookeville
Employee
Performance Evaluation
Distribution
Original ………….. Human Resources
Copies to ………… Employee
………… Department File
5!
Productivity of
Employees
Consider the productivity of the supervisor, his/her employees, and the promptness in which work is
performed.
Employees work slowly,
waste time and
continually make errors.
Quality of work is poor.
Supervisor does not
enhance good quantity
or quality.
Employees often work
at a slow pace and are
careless, inclined to
make mistakes. Quality
of work is barely
acceptable.
Supervisor monitors
productivity adequately
and employees work at
a steady pace. Quality of
work meets
requirements.
Supervisor consistently
achieves good
productivity. Employees
work at a fast pace. Few
errors are made; quality
of work exceeds
requirements.
Employees work at a
very fast pace. Quality
of work is exceptional
and errors are rare.
Supervisor is
exceptional at obtaining
high standards of
productivity.
1
2
3
4
5
Comments:
Employee
Evaluation and
Development
Consider the supervisor’s ability to effectively evaluate employee performance and encourage professional
development.
Expresses no interest in
employee development.
Avoids necessary
disciplinary measures.
Not always objective in
evaluation of
employees.
Not always objective in
the evaluation of
employees. Does not
always show interest in
employee development.
Varies in enforcing
disciplinary measures.
Evaluates employees
consistently, generally
identifies deficits and
makes suggestions
accordingly and usually
recognizes meritorious
employees. Gives
attention to employee
development.
Evaluates employees
effectively and
recognizes strengths and
weaknesses. Commonly
counsels employees on
training and
development.
Extremely perceptive in
identifying employees
individual differences
and rating them
accordingly. Constantly
counsels employees on
training and
development.
1
2
3
4
5
Comments:
City of Cookeville
Employee
Performance Evaluation
Distribution
Original ………….. Human Resources
Copies to ………… Employee
………… Department File
6!
Job Knowledge
Communication
Quantity of Work
Leadership
Quality of Work
Dependability
Initiative
Policies and Procedures
Attitude & Dealing With
Co-Workers
Planning and Organizing
Public Contact
Decision Making
Operation & Care of City
Equipment and Property
Productivity of Employees
Attendance
Employee Evaluation and Development
Safety
Employee Rating Total Score
Divide the employee’s Total Score by the number of applicable topics.
PERFORMANCE EVALUATION RECOMMENDATIONS
Employee Strengths:
1. _____________________________________________________________________________
2. _____________________________________________________________________________
3. _____________________________________________________________________________
Areas Needing Improvement:
1. _____________________________________________________________________________
2. _____________________________________________________________________________
3. _____________________________________________________________________________
4.6– 5.0
Exceptional /
Outstanding
3.6 – 4.5
Above
Average
2.63.5
Average
1.0 – 2.5
Below
Average
0
0.00
City of Cookeville
Employee
Performance Evaluation
Distribution
Original ………….. Human Resources
Copies to ………… Employee
………… Department File
!
7!
!
CERTIFICATIONS
CERTFICATION BY RATER
I hereby certify that this report constitutes my best judgment of the job performance of this employee and is based on personal
knowledge of his/her work. If the employee has worked under my supervision for less than three months, I certify that I have
discussed the employee’s performance with the previous supervisor and that the employee’s performance under this supervisor is
reflected in the appraisal.
Signature of Rater: __________________________________Title:_______________________________ Date: _________________
CERTFICATION BY REVIEWER
I hereby certify that I have carefully reviewed this report and informed the rater of any inconsistencies/errors noted and/or lack of
required documentation as given on this form. I understand that if I do not agree with an assigned rating, I can discuss my
disagreement with the rater and use the comments section below to state my disagreement.
Signature of Reviewer: __________________________________Title:____________________________Date:__________________
Reviewer Comments:
REVIEW BY DEPARTMENT DIRECTOR
Signature of Director: ______________________________________________________ Date: ___________________
Comments:
REVIEW BY EMPLOYEE
I hereby certify that I have received a copy of this performance evaluation and that it has been discussed with me. If I disagree with
the evaluation, I will use the comments section below to state my complaints.
Signature of Employee __________________________________Title:____________________________Date:__________________
Employee Comments:
REVIEW BY HUMAN RESOURCES DIRECTOR
I hereby certify that I have received this report and noted any inconsistencies/errors.
Signature of Human Resources Director: ________________________________________ Date: ___________________
Comments:
Chrome Web Store
It looks like you haven't installed the Fill Chrome Extension Add to Chrome