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Performance Appraisal Policy

March 09, 2008

The Performance Appraisal policy goal is to provide an objective, consistent, and uniform way to gauge and improve each employee’s on-the-job performance using objective criteria; to develop each employee’s potential for career development; and to provide an opportunity for the employee to discuss job problems and interests with his or her supervisor. It sets the criteria used for the review and who is responsible for each review and follow-up. It also discuss merit raises and timelines.

Subject: Performance Appraisal

Organization: Anonymous

Example of: Standard Policy

The goal of an employee performance appraisal is:

• To provide an objective, consistent, and uniform way to gauge and improve each employee’s on-the-job performance using objective criteria

• To develop each employee’s potential for career development

• To provide an opportunity for the employee to discuss job problems and interests with his or her supervisor The company will make every attempt to review all employees at least annually. Depending on your experience level, outside field personnel may receive a performance appraisal more frequently to analyze your progress.

This review consists of an interview between you and your supervisor so that the company may correctly and consistently evaluate you for pay increases and job advancement. The following performance factors will be considered:

• Technical skills

• Selling skills (if applicable)

• Parts knowledge (if applicable)

• Personal characteristics

• Vehicles (if applicable)

• Training

• Dependability

• Communication

• Paperwork

• Grooming

You are encouraged to share in the review process. Normally, you will be asked to prepare a self-evaluation prior to the review. You should discuss freely and openly areas where improvement is needed and submit comments about the appraisal that will become part of your personnel file.

It is your supervisor’s responsibility to keep you advised of your progress and performance, but if at any time you feel uncertain as to how you are doing or where you stand, do not hesitate to ask your supervisor to tell you.

The performance appraisal is not intended to imply automatic raises based on length of service. It is the policy of the company to reward employees with merit increases for skills improvement, extra effort, dedication in their work, and higher than average performance. Management does not award merit increases on an automatic basis or at any periodic interval. All merit increases will be made retroactive to the first workday of the pay period of the performance review, unless specifically stated otherwise by your supervisor.


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