Plumbing engineer performance appraisal

Plumbing engineer performance appraisal

You can use suggestions below to make performance appraisal for Plumbing engineer. You should that the appraisal depends on appraisal method (ref 11 methods of performance appraisal), appraisal form (ref top 20 performance appraisal forms) and appraisal system.

                                                             

1. Employee Details

• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager

 

2. Work performance of Plumbing engineer

How to identify work performance of Plumbing engineer?

• Setting up KRA, duties, responsibilities.

• Identify weight point of each KRA/duty/responsibility.

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

 

3. Job objectives of Plumbing engineer

List the objectives you set out for your staff (Plumbing engineer) to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

 

4. Job competencies

Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4

 

5. Career development of Plumbing engineer

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

6. Overall rating of Plumbing engineer:

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

Other comments:

 

7. Signatures

Name of Manager
Designation
Signature
Date

Appraisal acceptable to Employee: Yes / No Date
Signature

Plumbing engineer’s Signature
Comments, if any
New Title (if applicable)
Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.

Please note that, forms of performance appraisal can be peer form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template, review phrases, HR dept comments…

PR and marketing director performance appraisal

PR and marketing director performance appraisal

You can use suggestions below to make performance appraisal for PR and marketing director. You should that the appraisal depends on appraisal method (ref 11 methods of performance appraisal), appraisal form (ref top 20 performance appraisal forms) and appraisal system.

                                                             

1. Employee Details

• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager

 

2. Work performance of PR and marketing director

How to identify work performance of PR and marketing director?

• Setting up KRA, duties, responsibilities.

• Identify weight point of each KRA/duty/responsibility.

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

 

3. Job objectives of PR and marketing director

List the objectives you set out for your staff (PR and marketing director) to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

 

4. Job competencies

Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4

 

5. Career development of PR and marketing director

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

6. Overall rating of PR and marketing director:

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

Other comments:

 

7. Signatures

Name of Manager
Designation
Signature
Date

Appraisal acceptable to Employee: Yes / No Date
Signature

PR and marketing director’s Signature
Comments, if any
New Title (if applicable)
Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.

Please note that, forms of performance appraisal can be peer form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template, review phrases, HR dept comments…

Production administrator performance appraisal

Production administrator performance appraisal

You can use suggestions below to make performance appraisal for Production administrator. You should that the appraisal depends on appraisal method (ref 11 methods of performance appraisal), appraisal form (ref top 20 performance appraisal forms) and appraisal system.

                                                             

1. Employee Details

• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager

 

2. Work performance of Production administrator

How to identify work performance of Production administrator?

• Setting up KRA, duties, responsibilities.

• Identify weight point of each KRA/duty/responsibility.

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

 

3. Job objectives of Production administrator

List the objectives you set out for your staff (Production administrator) to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

 

4. Job competencies

Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4

 

5. Career development of Production administrator

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

6. Overall rating of Production administrator:

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

Other comments:

 

7. Signatures

Name of Manager
Designation
Signature
Date

Appraisal acceptable to Employee: Yes / No Date
Signature

Production administrator’s Signature
Comments, if any
New Title (if applicable)
Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.

Please note that, forms of performance appraisal can be peer form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template, review phrases, HR dept comments…

PR intern performance appraisal

PR intern performance appraisal

You can use suggestions below to make performance appraisal for PR intern. You should that the appraisal depends on appraisal method (ref 11 methods of performance appraisal), appraisal form (ref top 20 performance appraisal forms) and appraisal system.

                                                             

1. Employee Details

• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager

 

2. Work performance of PR intern

How to identify work performance of PR intern?

• Setting up KRA, duties, responsibilities.

• Identify weight point of each KRA/duty/responsibility.

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

 

3. Job objectives of PR intern

List the objectives you set out for your staff (PR intern) to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

 

4. Job competencies

Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4

 

5. Career development of PR intern

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

6. Overall rating of PR intern:

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

Other comments:

 

7. Signatures

Name of Manager
Designation
Signature
Date

Appraisal acceptable to Employee: Yes / No Date
Signature

PR intern’s Signature
Comments, if any
New Title (if applicable)
Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.

Please note that, forms of performance appraisal can be peer form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template, review phrases, HR dept comments…

PR specialist performance appraisal

PR specialist performance appraisal

You can use suggestions below to make performance appraisal for PR specialist. You should that the appraisal depends on appraisal method (ref 11 methods of performance appraisal), appraisal form (ref top 20 performance appraisal forms) and appraisal system.

                                                             

1. Employee Details

• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager

 

2. Work performance of PR specialist

How to identify work performance of PR specialist?

• Setting up KRA, duties, responsibilities.

• Identify weight point of each KRA/duty/responsibility.

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

 

3. Job objectives of PR specialist

List the objectives you set out for your staff (PR specialist) to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

 

4. Job competencies

Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4

 

5. Career development of PR specialist

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

6. Overall rating of PR specialist:

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

Other comments:

 

7. Signatures

Name of Manager
Designation
Signature
Date

Appraisal acceptable to Employee: Yes / No Date
Signature

PR specialist’s Signature
Comments, if any
New Title (if applicable)
Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.

Please note that, forms of performance appraisal can be peer form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template, review phrases, HR dept comments…

PR rep performance appraisal

PR rep performance appraisal

You can use suggestions below to make performance appraisal for PR rep. You should that the appraisal depends on appraisal method (ref 11 methods of performance appraisal), appraisal form (ref top 20 performance appraisal forms) and appraisal system.

                                                             

1. Employee Details

• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager

 

2. Work performance of PR rep

How to identify work performance of PR rep?

• Setting up KRA, duties, responsibilities.

• Identify weight point of each KRA/duty/responsibility.

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

 

3. Job objectives of PR rep

List the objectives you set out for your staff (PR rep) to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

 

4. Job competencies

Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4

 

5. Career development of PR rep

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

6. Overall rating of PR rep:

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

Other comments:

 

7. Signatures

Name of Manager
Designation
Signature
Date

Appraisal acceptable to Employee: Yes / No Date
Signature

PR rep’s Signature
Comments, if any
New Title (if applicable)
Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.

Please note that, forms of performance appraisal can be peer form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template, review phrases, HR dept comments…

PR practitioner performance appraisal

PR practitioner performance appraisal

You can use suggestions below to make performance appraisal for PR practitioner. You should that the appraisal depends on appraisal method (ref 11 methods of performance appraisal), appraisal form (ref top 20 performance appraisal forms) and appraisal system.

                                                             

1. Employee Details

• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager

 

2. Work performance of PR practitioner

How to identify work performance of PR practitioner?

• Setting up KRA, duties, responsibilities.

• Identify weight point of each KRA/duty/responsibility.

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

 

3. Job objectives of PR practitioner

List the objectives you set out for your staff (PR practitioner) to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

 

4. Job competencies

Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4

 

5. Career development of PR practitioner

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

6. Overall rating of PR practitioner:

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

Other comments:

 

7. Signatures

Name of Manager
Designation
Signature
Date

Appraisal acceptable to Employee: Yes / No Date
Signature

PR practitioner’s Signature
Comments, if any
New Title (if applicable)
Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.

Please note that, forms of performance appraisal can be peer form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template, review phrases, HR dept comments…

PR officer performance appraisal

PR officer performance appraisal

You can use suggestions below to make performance appraisal for PR officer. You should that the appraisal depends on appraisal method (ref 11 methods of performance appraisal), appraisal form (ref top 20 performance appraisal forms) and appraisal system.

                                                             

1. Employee Details

• Employee Name
• Review Period
• Position
• Date of joining
• Department
• Review Date
• Line Manager

 

2. Work performance of PR officer

How to identify work performance of PR officer?

• Setting up KRA, duties, responsibilities.

• Identify weight point of each KRA/duty/responsibility.

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and exceeding standards.
• 3.5 – Performance was at most times clearly superior and exceeding standards.
• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.
• 2.5 – Performance at times was inconsistent and did not meet standards.
• 2 – Performance at most times was inconsistent and did not always meet standards.
• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

 

3. Job objectives of PR officer

List the objectives you set out for your staff (PR officer) to achieve in the past 12 months (or the period covered by this appraisal) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

 

4. Job competencies

Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations
• 3.5 – Somewhat Exceeds Expectations
• 3 – Meets expectations
• 2.5 – Somewhat meets expectations
• 2 – Less than expectations
• 1.5 – Somewhat less than expectations
• 1 – Inadequately short of expectations 4

 

5. Career development of PR officer

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

6. Overall rating of PR officer:

• Exceptional
• Strong
• Fully Competent
• Continued Development
• Poor
• New to Position

Other comments:

 

7. Signatures

Name of Manager
Designation
Signature
Date

Appraisal acceptable to Employee: Yes / No Date
Signature

PR officer’s Signature
Comments, if any
New Title (if applicable)
Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to Manager / Supervisor.

Please note that, forms of performance appraisal can be peer form, self-appraisal form, sub-ordinate form, 360 degree form, MBO template, review phrases, HR dept comments…