Employee Name: Name of Reporting Officer: Designation: Designation:Date of Joining : Department:Evaluation Period: Length of time you have supervised employee:

Last Promoted on: Years: Months:THRIVENI EARTH MOVERS PRIVATE LTD.

Performance Evaluation For Sr. Staff and Below

KEY FUNCTIONAL RESPONSIBILITIES

List below the essential functions of the position, and/or projects for which the employee is evaluated:

Rating Standards

Rating Standards Unacceptable (U) Work performance is inadequate and inferior to the standards of performance required for the position. Performance at this level cannot be allowed to continue. Improvement Needed (IN) Work performance does not consistently meet the standards of performance for the position. Serious effort is needed to improve performance.Meets Expectations (ME) Work performance consistently meets the standards of performance for the position. Exceeds Expectations (EE) Work performance is consistently above the standard of performance for the position. Outstanding (OS) Work performance is consistently superior to standards required for the job. Not Applicable (NA) The employee is not required to perform in a specific rating factor, and it cannot be measured

Technical /Professional Skills(Effectiveness with which the employee applies job knowledge and skills to job assignments)

NA U IN ME EE OS RATING FACTORS COMMENTSJob KnowledgeAnalyses ProblemsProvides Suggestions for Work ImprovementEmploys tools of the Job CompetentlyFollows proper safety procedures

Quality of work (Manner in which the employee completes job assignments

Accuracy or Precision1

Performance Evaluation FormHuman Resource Dept. TEMPL

NA U IN ME EE OS RATING FACTORS COMMENTSThoroughness/NeatnessReliabilityResponsiveness to Requests For ServiceFollows –Thorough/Follow-UpJudgment/ Decision Making

Interpersonal Skills(Effectiveness of the employee’s interactions with others and as a team participant)

With Co-workersWith SupervisorsWith Colleagues, Subordinates, Superiors and/or CommunityTeam ParticipationTeam ContributionsCommitment to Team Success

Communication Skills (If applicable to the job)

Written ExpressionOral ExpressionShares Information WillinglyTact & Diplomacy

Approach to Work (Characteristics the employee demonstrates while performing job assignments)

Actively Seeks Ways to Streamline Processes and SystemsOpen to New Ideas and Approaches InitiativePlanning & OrganizationFlexible/AdaptableFollows Instructions

Challenges Status Quo Processes in Appropriate WaysSeeks Additional Training and DevelopmentAttendance & Punctuality

Quantity of Work (Employee’s success in producing the required amount of work)

Priority SettingAmount of Work CompletedWork Completed on Schedule

2Performance Evaluation FormHuman Resource Dept. TEMPL

Overall Performance Rating

Unacceptable Improvement Needed

Meets Expectations

Exceeds Expectations

Outstanding

Work Performance is inadequate and inferior to the standards of performance required for the position.Performance at this level cannot be allowed to continue.

Work Performance does not consistently meet the standards of performance for the position. Serious effort is needed to improve performance.

Work performance consistently meets the standards of performance for the position.

Work performance is consistently above the standard of performance for the position.

Work performance is consistently superior to the standards required for the job.

Place an X in the box above that describes the employee’s overall performance rating.

Supervisory Officials Comments(Additional Comments may be attached )

Action Plans /Training and Development Goals(If applicable, summarize any specific projects, performance objectives)

Identify Training Need and Recommend Required Functional/ Developmental Training

Supervisory Official /Reporting Officer Reviewer

Signature Date Signature Date

3Performance Evaluation FormHuman Resource Dept. TEMPL