EMPLOYEE PROGRESS REPORT
Employee __________________________________
Job Title ___________________________________
Date Hired/Promoted___________
Review: 90 day probation 180 day probation Annual
Instructions:
1. Circle one of the numbers (1 through 5) on the scale which best describes the performance of the employee. When
appraising someone, decide how well the individual meets the requirements of the job, area or category being
evaluated without reference to personal likes or dislikes. Be sure the evaluation is based solely on observations of job-
related performance. Think back to how the employee performs from day-to-day, not to recent happenings or isolated
dramatic incidents that might sway the overall evaluation since the last performance appraisal. If you think you are not
in a position to rate a particular area, or the area does not apply to the employee, leave it blank.
2. Comment on the reason for the rating, giving behavioral examples if possible. Comments are essential to an
appraisal. Comments should be used to explain ratings and to make specific suggestions for improvement and/or
development. Every employee deserves to know why a rating is what it is and what the supervisor perceives as the
strongest points and areas that need improvement.
The following is a brief description of the scale anchors:
1 - Unacceptable Performance: Fails to satisfy the minimum level of assigned accountabilities or meet and expected
performance standards for the area or category.
2 - Marginal Performance: Sometimes satisfies the minimum level of assigned accountabilities, but fails to consistently
meet the expected performance standards for the area or category.
3 - Standard Performance: Consistently meets expected performance standards for the area or category. Seldom falls
below expected performance and will occasionally perform above standard requirements. A solid, reliable employee
consistently meeting all job requirements and providing the services which are required and expected of the area or
category.
4 - Commendable Performance: Performance sometimes exceeds the expected performance level of an average,
standard employee. The employee, on his/her own initiative, sometimes performs in a fashion above what is required and
expected within the area or category.
5 - Exemplary Performance: Performance consistently and clearly exceeds the expected performance level. The
employee regularly performs in a manner above what is required and expected within the area or category. Minimum
supervision required.
1. QUANTITY OF WORK
Produces a minimal amount of Produced adequate amount of Produces an exceptional amount of
acceptable work. Works slowly. Most acceptable work meeting job work. Normally completes all work
work not completed on time or is requirements. Completes majority of ahead of schedule.
unfinished. work on time.
1 2 3 4 5
Comments:
2. QUALITY OF WORK
Most work requires considerable Work requires average amount of Consistently turns out work of highest
checking. Amount of rework high. checking with minimal rework. Majority quality with little rework. All work is
Lacks accuracy, clarity, and/or of work is accurate and adequate. accurate and adequate. Minimal
adequacy. checking required.
1 2 3 4 5
Comments:
3. COOPERATION
Shows reluctance to work with others. Works well with associated. Is An outstanding team worker. Accepts
Resists team involvement. Does not comfortable with team involvement. instructions enthusiastically. Very
always follow instructions. Follows instructions well. helpful and supportive of superiors
and subordinates.
1 2 3 4 5
Comments:
4. JOB KNOWLEDGE
Knows and understands bare Has the knowledge of the average Has very thorough knowledge of the
minimum requirements for doing job. worker for this job. Responds to and job responsibilities and functions.
Satisfied with limited knowledge. learns new policies, procedures and Learns new policies, procedures and
Learns new methods and procedures methods well. methods extremely well.
slowly.
1 2 3 4 5
Comments:
5. DEPENDABILITY
Often absent from work. Productivity Is regularly at work and maintains Always available to do what is
inconsistent and below expected expected level of productivity. needed. Consistently exceeds
levels. Misses or is late meeting many Normally meets and exceeds productivity expectations. Always
deadlines and/or assignments. deadlines for work assignments. meets assigned deadlines.
1 2 3 4 5
Comments:
6. PLANNING AND ORGANIZATION
Needs help in developing an approach Plans and organizes adequately. Develops sound and suitable plans.
and method on routine assignments. Steps are logical and efficient. Understands overall scope. Requires
Generally unorganized. Requires normal amount of help in minimal amount of help or guidance.
approach.
1 2 3 4 5
Comments:
7. WORKS INDEPENDENTLY OF SUPERVISION
Follows instructions but generally will Takes necessary steps to accomplish Independently originates and
not act unless told. A seldom objectives. Normally seeks new develops constructive ideas. Actively
volunteer for new assignments, assignments after completing old seeks new assignments.
normally waits for further instructions. ones.
1 2 3 4 5
Comments:
8. KEEPS OTHERS INFORMED
Seldom talks or communicates with Keeps supervisors and co-workers Keeps supervisors and co-workers
supervisor or co-workers. Does not adequately informed/ very well informed. Makes a real effort
relay information or ideas adequately. to relay information.
1 2 3 4 5
Comments:
Supervisory/Technical Personnel
9. ENGAGES IN REGULAR FEEDBACK WITH SUBORDINATES
Reluctantly responds to requests for Provides feedback when critical Regularly meets with subordinates to
subordinate feedback. Seldom offers incidents occur. Keeps subordinates review their activities and provide
advice or suggestions to subordinates. well informed on policies, events and feedback on a regular basis.
performance.
1 2 3 4 5
Comments:
10. TIMELINES OF DECISIONMAKING AND ACTION
Often fails to meet deadlines. Has Most actions and decisions made Typically anticipates needs for
difficulty operating under time within reasonable and expected time decisions and actions, getting things
constraints. Avoids or puts off difficult frames. Resolves majority of problems accomplished ahead of schedule.
or sensitive decisions. associated with the job. Tackles difficult problems.
1 2 3 4 5
Comments:
11. ORAL COMMUNICATIONS
Unable to present self clearly or Presents ideas and information clearly Highly effective in presenting ideas
understandably when speaking to when speaking to others. Is easily and facts to others. Displays much
others. Lacks confidence and poise understood. confidence and is easily understood.
when making oral presentations.
1 2 3 4 5
Comments:
12. WRITTEN COMMUNICATIONS
Unable to express ideas in writing. Expresses ideas understandably. Effectively presents self, ideas, and
Uses poor grammar. Structure and Uses standard English language with information when using written
thoughts are not organized. acceptable structure and grammar. communication. Very clear, concise
Infrequent errors. and understandable.
1 2 3 4 5
Comments:
Summary of Ratings
To calculate the summary evaluation rating, add the following:
All personnel
Quantity ___________
Quality ___________
Cooperation ___________
Job Knowledge ___________
Dependability ___________
Planning and Organization ___________
Works Independently of Supervision ___________
Keeps Others Informed ___________
Supervisor/technical personnel
Engages in Regular Feedback with Subordinates ___________
Timeliness of Decisionmaking and Action ___________
Oral Communications ___________
Written Communications ___________
TOTAL RATING
Major Accomplishments and Strengths:
Recommended Training and/or Development Activities:
Additional Comments:
____________ _________________________________________________
Date Rater's Signature
To be completed by Rater's Supervisor:
Comments:
___________ __________________________________________________
Date Rater's Supervisor's Signature
To be completed by Employee:
Check one: I agree [ ] disagree [ ] with this evaluation.
Comments:
Personal Improvement: What do you plan to do during the next appraisal period to improve performance?
How, in your opinion, can your supervisor help you to improve?
__________ _________________________________
Date Employee Signature
__________ _________________________________
Date Department Head Signature
__________ _________________________________
Date Personnel Signature
__________ _________________________________
Date Borough Manager Signature
