Broadcast consultant performance appraisal

You can use suggestions below to make performance appraisal for Broadcast consultant. 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 Broadcast consultant

How to identify work performance of Broadcast consultant?

• 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 Broadcast consultant

List the objectives you set out for your staff (Broadcast consultant) 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 Broadcast consultant

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 Broadcast consultant:

• 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

Broadcast consultant’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…

Broadcast coordinator performance appraisal

You can use suggestions below to make performance appraisal for Broadcast coordinator. 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 Broadcast coordinator

How to identify work performance of Broadcast coordinator?

• 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 Broadcast coordinator

List the objectives you set out for your staff (Broadcast coordinator) 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 Broadcast coordinator

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 Broadcast coordinator:

• 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

Broadcast coordinator’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…

Broadcast clerk performance appraisal

You can use suggestions below to make performance appraisal for Broadcast clerk. 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 Broadcast clerk

How to identify work performance of Broadcast clerk?

• 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 Broadcast clerk

List the objectives you set out for your staff (Broadcast clerk) 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 Broadcast clerk

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 Broadcast clerk:

• 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

Broadcast clerk’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…

Broadcast aide performance appraisal

You can use suggestions below to make performance appraisal for Broadcast aide. 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 Broadcast aide

How to identify work performance of Broadcast aide?

• 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 Broadcast aide

List the objectives you set out for your staff (Broadcast aide) 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 Broadcast aide

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 Broadcast aide:

• 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

Broadcast aide’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…

Broadcast associate performance appraisal

You can use suggestions below to make performance appraisal for Broadcast associate. 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 Broadcast associate

How to identify work performance of Broadcast associate?

• 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 Broadcast associate

List the objectives you set out for your staff (Broadcast associate) 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 Broadcast associate

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 Broadcast associate:

• 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

Broadcast associate’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…

Broadcast analyst performance appraisal

You can use suggestions below to make performance appraisal for Broadcast analyst. 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 Broadcast analyst

How to identify work performance of Broadcast analyst?

• 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 Broadcast analyst

List the objectives you set out for your staff (Broadcast analyst) 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 Broadcast analyst

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 Broadcast analyst:

• 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

Broadcast analyst’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…

Broadcast assistant performance appraisal

You can use suggestions below to make performance appraisal for Broadcast assistant. 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 Broadcast assistant

How to identify work performance of Broadcast assistant?

• 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 Broadcast assistant

List the objectives you set out for your staff (Broadcast assistant) 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 Broadcast assistant

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 Broadcast assistant:

• 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

Broadcast assistant’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…

Broadcast administrator performance appraisal

You can use suggestions below to make performance appraisal for Broadcast 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 Broadcast administrator

How to identify work performance of Broadcast 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 Broadcast administrator

List the objectives you set out for your staff (Broadcast 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 Broadcast 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 Broadcast 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

Broadcast 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…

Branch sales manager performance appraisal

You can use suggestions below to make performance appraisal for Branch sales manager. 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 Branch sales manager

How to identify work performance of Branch sales manager?

• 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 Branch sales manager

List the objectives you set out for your staff (Branch sales manager) 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 Branch sales manager

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 Branch sales manager:

• 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

Branch sales manager’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…

Branch operations manager performance appraisal

You can use suggestions below to make performance appraisal for Branch operations manager. 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 Branch operations manager

How to identify work performance of Branch operations manager?

• 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 Branch operations manager

List the objectives you set out for your staff (Branch operations manager) 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 Branch operations manager

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 Branch operations manager:

• 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

Branch operations manager’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…