EMPLOYEE PERFORMANCE APPRAISAL - NON-EXEMPT DATE: DEPT: PAY #:
REVIEW PERIOD (Month/Year): From: To: #
EMPLOYEE: JOB TITLE:
OVERALL RATING:
0.0 ANNUAL
ORIENTATION
SPECIAL
INSTRUCTIONS: 1. Complete all sections (A, B and C). 2. Carefully evaluate each of the factors separately, based on recurring day-to-day performance since the last review and not on recent or isolated exceptional events. Use examples, whenever possible, to to support each performance rating. 3. There are seven core performance categories. All non-exempt employees must be rated in each of these areas and given specific feedback on performance. There are also four optional performance categories that may be relevant, relevant, depending on the non-exem 4. For each factor, evaluate the employee using the definitions provided below. 5. The overall rating will be automatically calculated on Page 6. EXCELLENT (EXCEEDS STANDARDS) (4)
Performance frequently exceeds the established requirements for the job. The employee fully understands the position, takes the appropriate initiative, and requires o nly occasional direct supervision. GOOD (FULLY MEETS STANDARDS) (3)
Performance fully meets all the established requirements requirements for the job. The employee is familiar with all aspects of the position and performs these in a competent and satisfactory manner. ACCEPTABLE (USUALLY MEETS STANDARDS) (2)
Performance usually meets all the minimal minimal established requirements for the job. The employee’s performance occasionally may require improvement. UNSATISFACTORY (SUBSTANTIALLY (SUBSTANTIALLY SHORT OF STANDARDS) (1)
Performance is considered below established requirements for the job. The employee needs to improve performance significantly to reach satisfactory performance and requires daily close supervision and/or additional training to bring performance within ac The care and accuracy with which this appraisal is completed will determine its value to you, to the employee, and to the organization.
SECTION A: FACTORS FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES) CATEGORIES) OVERALL COMMUNICATION SKILLS
(Consider written, verbal, and listening skills)
SECTION A: FACTORS FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES) CATEGORIES)
(Consider written, verbal, and listening skills) Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive, effective communication style. OVERALL COMMUNICATION SKILLS
Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
RATING:
0.00
RATING:
0.00
COMMENTS:
DEPENDABILITY
Fulfills responsibilities, instills full confidence, works well without continual supervision. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
COMMENTS:
RELIABILITY
Consistent attendance, punctually arrives and leaves work, meetings and appointments. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
COMMENTS:
ATTITUDE/COOPERATION/ADAPTABILITY
Commitment, team spirit, amount of interest and enthusiasm shown in the performance of responsibilities and attitude toward coworkers, students and the University. University. Works effectively and willingly with with others (individuals and departments) in positive, sup Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)
JUDGMENT
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)
JUDGMENT
Demonstrates ability to to make sensible and appropriate decisions. Demonstrates discretion/professionalism in unusual situations. Ability to make solid decisions. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
KNOWLEDGE
Demonstrates skills and an understanding of the position, policies, and procedures required in present job. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
QUALITY
Works with attention to detail and absence of error. Excellent (4)
Good (3)
Acceptable (2)
COMMENTS:
QUANTITY/APPLICATION
The amount of work an individual accomplishes. Consistently applies ability and completes work in given timeframe. timeframe. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
SECTION B: FACTORS FACTORS AFFECTING JOB PERFORMANCE (OPTIONAL PERFORMANCE CATEGORIES) PROBLEM SOLVING
SECTION B: FACTORS FACTORS AFFECTING JOB PERFORMANCE (OPTIONAL PERFORMANCE CATEGORIES) PROBLEM SOLVING
Identifies problems and determines their causes, assesses alternatives, makes recommendations/decisions. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
RATING:
0.00
COMMENTS:
INITIATIVE
A self-starter who contributes and/or carries out new ideas or methods. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
COMMENTS:
PLANNING
Develops and utilizes methods and work organization to efficiently complete overall workload. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
OTHER (IDENTIFY)
Excellent (4)
COMMENTS:
SECTION C: CONCLUSION
THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL.
SECTION C: CONCLUSION
THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL. COMPLETED MANDATORY TRAINING
Has employee completed mandatory training? (E.G. Sexual Harassment Awareness & Prevention Training, Code of Conduct & Ethics Training, Compliance Training, Safety-Sensitive training, Other (please sp ecify). Yes No Note: Failure to comply with Mandatory training requirements will be noted on this performance appraisal, and tentative
fiscal merit salary increases will be withheld until all required training has been completed.
COMMENTS
PLANS, GOALS, AND OTHER COMMENTS
Include any plans to further develop the employee's strengths, or any areas to develop requiring improvement.
Describe any specific goals or special projects projects this employee is assigned during during the next four quarters. Specify details and milestones. (Set cooperatively by by supervisor and employee.) employee.)
EMPLOYEE COMMENTS After you have reviewed this appraisal and discussed it with your supervisor/manager, please state briefly your comments regarding this evaluation. evaluation. If you have no comments, comments, please indicate “none.”
Employee’s Signature:
Date:
Evaluated By: Alex Khoo Print Name
Signature
Reviewed By: Uwe Gundlach
(Next Level Supervisor)
Print Name
Signature
PERFORMANCE RATING CALCULATION
Print Name
(Next Level Supervisor)
Signature
PERFORMANCE RATING CALCULATION Gray-shaded areas contain formulas and are protected against entry. CORE PERFORMANCE CATEGORIES:
PERFORMANCE RATING
OVERALL COMMUNICATION SKILLS DEPENDABILITY RELIABILITY ATTITUDE/COOPERATION/ADAPTABILITY JUDGMENT KNOWLEDGE QUALITY QUANTITY/APPLICATION
0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
OPTIONAL CATEGORIES:
PROBLEM SOLVING INITIATIVE PLANNING OTHER
0.00 0.00 0.00 0.00
NUMBER OF CATEGORIES: TOTAL:
0.00
0 (Field automatically counts categories entered)
OVERALL PERFORMANCE RATING:
0.00
EXTENSION INFORMATION 30 days
60 days
90 days
Reason:
EMPLOYEE PERFORMANCE APPRAISAL -
EMPLOYEE PERFORMANCE APPRAISAL EXEMPT MANAGERIAL (Supervisory Level and Above) DATE: CENTER/DEPT: PAY #:
REVIEW PERIOD (Month/Year): From:
EMPLOYEE:
To: #
JOB TITLE:
OVERALL RATING:
ANNUAL
ORIENTATION
SPECIAL
INSTRUCTIONS: 1. Complete all sections (A and B). 2. Carefully evaluate each of the factors separately, based on recurring day-to-day performance since the last review and not on recent or isolated exceptional events. Use examples, whenever possible, to support each performance performance rating. 3. There are nine core performance categories. All exempt employees must be rated in each of these these areas and given specific feedback on performance. There are also two optional performance categories that may may be relevant, depending on the exempt positio 4. For each factor, evaluate the employee using the definitions provided below. 5. The overall rating will be automatically calculated on Page 6. EXCELLENT (EXCEEDS STANDARDS) (4)
Performance frequently exceeds the established established requirements for the job. The employee fully understands the position, takes the appropriate initiative, and requires only occasional direct supervision. GOOD (FULLY MEETS STANDARDS) (3)
Performance fully meets all the the established requirements for the job. The employee is familiar with all aspects of the the position and performs these in a competent and satisfactory manner. ACCEPTABLE (USUALLY MEETS STANDARDS) (2)
Performance usually meets all the minimal minimal established requirements for the job. The employee’s performance occasionally may require improvement. UNSATISFACTORY UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1)
Performance is considered below established requirements requirements for the job. The employee needs to improve performance performance significantly to reach satisfactory performance and requires daily close supervision and/or additional training to bring performance within ac The care and accuracy with which this appraisal is completed will determine its value to you, to the employee, and to the organization.
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES) CATEGORIES)
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES) CATEGORIES)
OVERALL COMMUNICATION SKILLS
(Consider written, verbal, and listening skills) Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive, effective communication style. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
POSITION PERFORMANCE
Works individually and with others to effectively effectively carry out responsibilities and assignments of the position. position. Accepts and accomplishes special projects in a timely manner. Professionally knowledgeable and competent. competent. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
ECONOMIC OUTCOME AND/OR OPERATING PERFORMANCE
Generates ideas, selects strategies/alternatives, effectively uses controllable controllable resources. Makes timely decisions. Influences quality/quantity results or makes other contributions to the economic or operative effectiveness of the Unit. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES) SUPERVISION/ADMINISTRAT SUPERVISION/ADMINISTRATIVE IVE PERFORMANCE
Structures and monitors unit or individual activities. Plans, set goals, organizes, reviews, controls, communicates, and coordinates the performance of others using resources productively. Delegates tasks appropriately. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
LEADERSHIP
Creates and communicates a clear vision. Uses personal/professional insight and competencies to communicate communicate with and inspire others, guiding effective performance. performance. Builds a high performing work environment as evidenced evidenced by successful operations. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
ORGANIZATIONAL PERFORMANCE
Understands organizational processes; how work groups/individuals groups/individuals function to achieve results. Sensitive to how decisions and change influence performance. Encourages problem-solving/teamwork problem-solving/teamwork in interdependent settings. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
ADAPTABILITY
Anticipates and recognizes problems/opportunities problems/opportunities early. Creative and resourceful. Handles ambiguous circumstances and changes to University's advantage. Profits from experience. Applies learning to the future. future. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
COMMENTS:
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)
0.00
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES) CONFLICT RESOLUTION
Resolves conflicts directly and completely. completely. Discusses issues with appropriate party's) with courtesy and tact. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
DISSEMINATION OF INFORMATION
Includes appropriate personnel on decisions or changes. Informs appropriate personnel on a timely basis. Accurate judge of who needs to know what. Excellent (4)
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
Good (3)
Acceptable (2)
Unsatisfactory (1)
RATING:
0.00
COMMENTS:
OTHER (IDENTIFY)
Excellent (4)
COMMENTS:
OTHER (IDENTIFY)
Excellent (4)
COMMENTS:
SECTION B: CONCLUSION
SECTION B: CONCLUSION THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL. COMPLETED MANDATORY TRAINING
Has employee completed mandatory training? (E.G. Sexual Harassment Awareness & Prevention Training, Code of Conduct & Ethics Training, Compliance Training, Safety-Sensitive training, Other (please specify). Yes No Note: Failure to comply with Mandatory training requirements will be noted on this performance appraisal, and
tentative fiscal merit salary increases will be withheld until all required training has been completed.
COMMENTS
What plans have you and the employee developed to build on present strengths?
What plans have you and the employee established to work on areas requiring improvement?
Describe any specific goals or special projects this employee employee is assigned during the next four quarters. Specify details and milestones.
After you have reviewed this appraisal and discussed it with your supervisor/manager, please state briefly your comments regarding this evaluation. If you have no comments, please indicate “none.” “none.”
EMPLOYEE COMMENTS
EMPLOYEE COMMENTS
Employee's Signature:
Date:
Evaluated By: Uwe Gundlach Print Name
Signature
Reviewed By: Uwe Ackremann (Next Level Supervisor) Print Name
Signature
PERFORMANCE RATING CALCULATION Gray-shaded areas contain formulas and are protected against entry.
CORE PERFORMANCE CATEGORIES:
PERFORMANCE RATING
OVERALL COMMUNICATION SKILLS
0.00
POSITION PERFORMANCE
0.00
ECONOMIC/OPERATING ECONOMIC/OPERATING PERFORMANCE
0.00
SUPERVISION/ADMINISTRATIVE PERFORMANCE
0.00
LEADERSHIP
0.00
ORGANIZATIONAL ORGANIZATIONAL PERFORMANCE
0.00
ADAPTABILITY
0.00
CONFLICT RESOLUTION
0.00
DISSEMINATION OF INFORMATION
0.00
OPTIONAL CATEGORIES:
OTHER
0.00
OTHER
0.00
NUMBER OF CATEGORIES: TOTAL:
0.00
0.00 (Field automatically counts
categories entered) 0.00
OVERALL PERFORMANCE RATING:
EXTENSION INFORMATION 30 days
60 days
90 days
Reason:
BALI HOSPITALITY PROFESSIONAL SERVICES 2009 ANNUAL SALARY REVIEW - FINANCIAL IMPACT ANALYSIS
DEPARTMENT: SALARY ST STRUCTURE : CURRENCY : EFFECTIVE DATE : CUT-OFF DATE :
ROOM DIVISION HOUSE KE KEEPING US Dollars
1-Jan-09 1-Jan-09
DATE SCHEDULE PRINTED 19-Mar-09
BALI HOSPITALITY PROFESSIONAL SERVICES 2009 ANNUAL SALARY REVIEW - FINANCIAL IMPACT ANALYSIS
DEPARTMENT: SALARY ST STRUCTURE : CURRENCY : EFFECTIVE DATE : CUT-OFF DATE :
ROOM DIVISION HOUSE KE KEEPING US Dollars
1-Jan-09 1-Jan-09
Name
DATE SCHEDULE PRINTED 19-Mar-09 Position
Assistant Housekeeper Floor Supervisor Laundry Manager Housekeeping Secretary Floor Suppervior
SUMMARY : Exch rate to US$ :
VND 16,000
Gr
2008 Salary
2 4 2 6 4
3000 1920 1800 1584 1440
Rating Prior Salary Score Rev Date (d-mm-yr) 1-Jan-07 1-Jan-07 1-Jan-07 1-Jan-07 1-Jan-07
2007 Salaries Total : 9,744 US$ : 0.61
Min
2009 Salary Range Mid
Max
1,920 1,056 1,920 960 1,056
3,437 1,364 3,437 1,356 1,364
4,956 3,534 4,956 1,752 3,534
Overall % - Increase :
Range Pen. %
Merit PR
Merit CC
Merit Total Incr
Prom Incr
Other Incr
Pro Rat'n
0.00%
Total Incr
Salary Incr Amt
Increase : $US$ : 0.00
2009 Salary
1997 Total : US$ :
APPROVALS :
Human Resources, Hotel
Finance, Hotel
General Manager
Date
President Director
BALI HOSPITALITY PROFESSIONAL SERVICES 2009 SALARY ADJUSTMENT WORKSHEET
NAME :
Hồ Tấn Dũng
DEPARTMENT :
ROOM DIVISION
TITLE :
Mason
STRUCTURE :
HOUSE KEEPING
GRADE :
8
EFFECTIVE DATE :
1-Jan-09
PRIOR REV. DATE :
30-Dec-99
CURR RANGE PENETRN : 161% PERFORMANCE RATING : PR X
CC X
MERIT INCREASE : 0.00% X
12.0 /12 X Mths since last increase
1200 = 2009 Salary
0 Merit Increase
PROMOTIONAL INCREASE :
0.00% X
1,200 = 2009 Salary
0 Promotional Incr
OTHER INCREASE : *** SEE BELOW
0.00% X
1,200 = 2009 Salary
0 Other Increase
NEW BASE SALARY : 2008 Salary
1,200
New Range Pen. %
0 0.00
BALI HOSPITALITY PROFESSIONAL SERVICES 2009 SALARY ADJUSTMENT WORKSHEET
NAME :
Hồ Tấn Dũng
DEPARTMENT :
ROOM DIVISION
TITLE :
Mason
STRUCTURE :
HOUSE KEEPING
GRADE :
8
EFFECTIVE DATE :
1-Jan-09
PRIOR REV. DATE :
30-Dec-99
CURR RANGE PENETRN : 161% PERFORMANCE RATING : PR X
CC X
MERIT INCREASE : 0.00% X
12.0 /12 X Mths since last increase
1200 = 2009 Salary
0 Merit Increase
PROMOTIONAL INCREASE :
0.00% X
1,200 = 2009 Salary
0 Promotional Incr
OTHER INCREASE : *** SEE BELOW
0.00% X
1,200 = 2009 Salary
0 Other Increase
NEW BASE SALARY : 2008 Salary + Merit Incr + Promotional Incr + Other Incr 2008 Base Salary Range Penetration NEXT MERIT REVIEW DUE :
1,200 0 0 0 1,200 161%
Total % Incr Monthly Salary
0.00% 100
1-Jan-09
PRORATA INCREASE DUE AT THAT TIME :
0.00 /12
Months
APPROVALS:
Executive Housekeeper Finance
Date
Human Resources
Date
Date
General Manager
Date
***Reason for OTHER INCREASE : 3rd Level Approval
: Date
