Provide an explanation for each of the criteria. Remember, these should directly represent the knowledge, skills, and abilities (KSAs) as well as the requirements? Performance Review for the position.

provides explanations for each standard. Remember that these should directly represent the knowledge, skills and abilities (KSA) and requirements of the position.
Develop a rating scale and provide a legend identifying the different performance rating definitions. There must be at least three levels. (The template has three layers, but you can add more.)
Next, fill out your newly created form to rate a middle manager. This is of course based on the line manager’s opinion and your own assessment.
Score each criterion and include at least three criteria where the employee did not meet performance expectations.
Summarize employee performance reviews in the comments section.
Identify employee strengths and weaknesses.
Provide feedback and coaching on how employees can improve their performance.


Date of review: March 18, 2022

Name of employee: Gyan Gael

Position: Middle Manager, Prosthetics and Orthotics

Years/months in this position: 6 months ( *) Name and title of auditor: Future Culture, Head of Department


Description Rating 1 Rating 2 Rating 3 Quality and Quality of Work
Considers the amount of work done and the degree to which the employee completes Respects the deadlines and completions set quality of work. Performance has been below expectations and insufficient progress has been made towards key objectives. Regularly review your own work and that of your colleagues. Use time efficiently to meet or frequently exceed deadlines. Use your time wisely by helping colleagues and completing tasks. Knowledge and Performance
Consider the amount of expertise, correctness, and completeness of tasks performed. The individual does not meet the organization’s standard workload or expertise. Performance exceeds expectations in terms of quality of work, efficiency and punctuality. Directs and supports employees to consistently perform thorough and well-organized work assignments. Attitude
) Consider the employee’s attitude and his impact on customers. Staff are unfriendly and don’t have great people skills. The employee is smiling, personable, happy, and focused only on what he or she will do for the client; the employee is responsive to both internal and external clients. The employee sets an example for others in the work area by showing appreciation; the employee is smiling, personable, happy, and willing to take the extra step to provide support. Accountability
Consider how effectively the person takes initiative, accepts personal responsibility, is honest, trustworthy, and does the right thing the right way. Employees lack ambition at work. When something went wrong in the department, he apologized and passed the blame on to someone else. The result exceeded all expectations. All goals, initiatives and milestones were achieved. Take individual and team responsibility to achieve departmental goals. Professionalism
Consider the professionalism and image of the staff. Employees themselves do not do so in order to appear professional. Inappropriate professional attire, demeanor and communication skills. Employees will dress professionally and speak in a professional tone in front of others. Employees will dress modestly, professionally and communicate with others in a professional manner. Communication
evaluates how employees communicate with other employees and customers. Employees consistently fail to hear or understand the policy. Reluctance to talk to others. Employees listen to and understand instructions at all times; interactions are rarely filled with misunderstanding and uncertainty. Sets the norm for speaking clearly and concisely and is an active listener. Policies and Procedures
Examines the extent to which individuals comply with business and departmental policies and standards. Employees are unfamiliar with departmental policies and have no interest in learning about company policies. Employees follow company rules and procedures and understand the importance of each department’s policies and procedures. Employees are fully aware of rules and procedures; employees understand the importance of effective compliance with policies and procedures. Safety
Considers employee compliance with safety policies and procedures. Failure to follow safety rules and procedures. Reluctance to learn about company security practices. Employees follow departmental safety rules and procedures at all times. Comply with all security rules and procedures at all times and without derogation; detect, investigate, and fix security issues. Productivity
determines how efficiently employees complete tasks. Employees are not efficient at work. Shows minimal interest in the tasks assigned to him. Staff are familiar with the department and its requirements. Employees exceed all expectations of the department in terms of knowledge and skills. Technical skills
Skills and knowledge required to perform a specific activity. They are practical in nature and are usually associated with mechanical, computational, mathematical or scientific activities. The individual does not demonstrate the skills and abilities required by the department to perform technical tasks satisfactorily. The employee demonstrates a reasonable ability to meet the needs of the department. The employee has technical knowledge and is characterized by specialized tasks.

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