Branch Cashier-Sec Evaluation Form
Branch Cashier-Sec Evaluation Form
Branch Cashier-Sec Evaluation Form
ALL GREAT IMAGE SUPERVISORS AND MANAGERS ARE REQUIRED TO COMPLETE A SEMI-
ANNUAL WRITTEN PERFORMANCE EVALUATION FORM SCHEDULED TO EVERY 1 ST WEEK OF JULY
AND 1ST WEEK OF JANUARY OF EACH YEAR, OR WHENEVER NECESSARY TO AFFECT IMPORTANT
PERSONNEL ACTIONS SUCH AS REGULARIZATION, PROMOTION, TRAINING, OR FOR ANNUAL
MERIT INCREASE. COMPLETED EVALUATION FORM SHALL BE FORWARDED TO HUMAN
RESOURCE DEPARTMENT.
I. EMPLOYEE INFORMATION
POSITION TITLE
EMPLOYMENT DATE
EMPLOYEE NAME (LAST, FIRST ) CASHIER
SECRETARY
DATE OF
DEPARTMENT
SUPERVISORS NAME DATE OF PERFORMANCE REVIEW REVIEW
OPERATIONS
II. INSTRUCTIONS
1. Review employees functional job description and how the employee performed relative to the
described performance standards. ( Make sure, the employee is aware of these standards prior to your
evaluation)
2. Appropriately document the employees actual performance RESULTS with a narrative summary that
describes the employees achievements for the critical elements as compared to the performance
standards. Also include submitted reports and key achievements met.
3. Assign numerical rating levels that accurately reflects the employees performance on each of the
major duties and responsibilities. (5 Exceeds expectations 4-Meets and at times exceeds
expectations Meets expectations 2-Falls below expectations 1-Unacceptable)
4. Add up the numerical ratings to get a total then get the average.
5. Detailed review of the employees actual performance on each of his/her major functions prepares you
to assess the major critical performance factors located on the next page
6. Check the appropriate box for each identified work-related performance factors using data in part I as
your guide.
7. Add up the numerical ratings to get a total then get the average.
8. Do the same thing in the behavioral elements (Part 1 B) with your rating category key as your guide,
check the appropriate box for each behavioral elements (remember that these behavioral elements and
that your judgment must be supported by facts.
9. Summarize the rating data in the employees performance worksheet and determine the over-all score.
10. Identify Areas where the employee excels and also areas that need to be improved.
11. Jointly plan with your appraisee the interventions necessary to help him/her improve on those areas
identified, and develop action plans.
12. Agree when to meet to evaluate the impact of the interventions made.
13. Define and agree on priority goals you want the appraisee to achieve within the next appraisal period.
1
PART I-A. At the beginning of the appraisal period, Identify job specific performance
elements/criteria and review job standards (please refer to the copy of performance standards
developed for this position). Enumerated duties, responsibilities, performance standards,
expectations, and how they will be used to measure work related performance during the
period should be discussed with the ratee prior to the actual rating. Compare defined
standards versus the actual results of performance in every major duties, key results areas
identified and assign numerical rating for each:
LIST FINAL
ESSENTIAL/MAJOR % PERFORMANCE RATIN
ACTUAL RESULTS RATIN
JOB DUTIES/KEY STANDARDS/ G
ACHIEVED G
RESULT AREAS/ CORE EXPECTATIONS (vs. %)
COMPETENCIES
Job duty no. 1
ENSURES AGGRESSIVE
PRODUCT PROMO AND 15% SHOULD HIT SALES
EFFICIENT SALES TARGET.
PERFORMANCE. ENSURES NO RECORD OF NEGATIVE
THAT MONTHLY SALES SALES
QUOTA IS ACHIEVED
Job duty no. 2
ATTENDS TO CUSTOMER 10%
QUERIES/CONCERNS FULLY SATISFIED
CUSTOMERS
2
PART II Sales/Job Performance Factors (20%)
versus Quota =
versus Quota =
versus Quota =
versus Quota =
versus Quota =
versus Quota =
Total: _____________
Average: ___________
3
PART III - BEHAVIORAL FACTORS (40%)
4
reprimand due to personal hygiene and appearance.
7.) HONESTY/INTEGRITY
5 Exceeds expectations - Very high degree of
Integrity adhering to the standards of his profession
The Degree by which the employees
4 Meets and at times exceeds expectations Has
manifest behavior that supports the value an anxious regard to be honest, can be left alone
of honesty and credibility, to the extent to on the job
which the employees adheres to the facts
3 Meets expectations Manifest truthful and upright
& appropriateness of actions. attitude
2
Falls below expectation Has an indication to be
1 dishonest.
Total: ___________
Average: _________
ENTER THE AVERAGE RATING IN EACH RATING CATEGORY AND THEN MULTIPLY BY
THE ASSIGNED WEIGHT VALUE:
5
KRA Factors ___________ x 40% = __________
Sales / Job Performance factors ___________ x 20% = __________
Behavioral factors ___________ x 40% = __________
ADD THE TOTAL VALUE OF THE THREE CATEGORIES TO GET THE NUMERIC SCORE
USING THE KEY BELOW, FIND THE NUMERIC SCORE AND ENTER IT AS THE OVER-
ALL RATING. THEN ENTER THE ALPHA SCORE:
KEY
A. EMPLOYEES STRENGTHS
B. AREAS OF IMPROVEMENT
6
II. PERFORMANCE ACTION PLAN (DEFINE ONE OR TWO MAJOR PRIORITY OBJECTIVES
(SMART) YOU WANT THE EMPLOYEE TO ACHIEVE BEFORE THE NEXT APPRAISAL REVIEW
RATEES COMMENTS/COMMITMENTS
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REVIEWED BY:
________________________________________
DATE
APPROVED BY:
________________________________________
DATE