Effectiveness in Planning and Organizing the Work: Consider how
well the employee provides for long and short range needs; how well
he/she sets up work schedules; whether the individual approaches
Effectiveness in Assuring that Work Schedules are Met: Consider
how adequately he/she monitors the progress of work; how well the
employee meets deadlines without last minute rush.
Effectiveness in Maintaining Required Quality: Consider the quality
of his/her work; whether his/her quality standards are adequate; how
well he/she sets up ways to assure meeting them.
Degree of Technical Competence in His/Her Function: Consider how
well the employee knows the requirements of his/her special field and
how well he/she applies this knowledge; how well he/she stays abreast
of new developments.
Adherence to ARBO Policies and Practices: Consider the employee’s
knowledge about the association, its policies and procedures; how well
the employee adheres to them, or inputs appropriate changes; ensures
that safety procedures are followed.
Initiative in Assuming and Discharging Responsibility: Consider the
individual’s willingness to assume new or additional responsibilities;
how well does he/she follow through on assignments?
Ability to Work Independently (Relative to Level and Position):
Consider whether the employee coordinates his/her activities with
others; is the employee productive when left alone?
Effectiveness in Making Decisions: Consider the employee’s ability
to analyze the problem and make sound decisions.
Ability to Accept Supervision: Consider the employee’s willingness
to perform as a team member including understanding the team’s
goals and accepting direction where appropriate.
Effectiveness in Relations With Members: Consider how responsive
he/she is to members within ARBO’s policies and practices and sound
Effectiveness in Relations with Employees: Consider how the
individual works with other employees; how well he/she gets the point
across to others and gains their acceptance and cooperation.
Other Performance Factors to be Considered:
OVERALL PERFORMANCE SUMMARY: Indicate the performance level that most closely reflects how the employee’s overall
performance measured up to what should normally be expected from an employee with similar experience at this level.
Exceptional Proficient Needs Improvement Unsatisfactory