Staff Performance Planning and Evaluation Form for：员工绩效计划和评估表.doc

Staff Performance Planning and Evaluation Form for Individuals with Direct Reports Name: Title: Manager / Supervisor: Date: Guidelines and Definitions for Booth Performance Evaluations: Performance Evaluations are to be conducted for all full-time employees and for new employees within the 6-month or 3-month probationary periods and annually thereafter. This staff form is used for all Booth staff and is organized into seven sections: I. Booth Objectives includes five general characteristics of what is necessary for successful performance. II. Booth Objectives for Individuals with Direct Reports includes five general characteristics of what is necessary for successful performance as a supervisor / manager. III. Individual Job-Specific Objectives includes projects, initiatives and areas for development for individual employees. IV. Most Effective Performance Areas and Performance Improvement Areas summarize the range of the employee’s evaluation from greatest strengths to weaknesses. V. Performance Development provides space for capturing performance management plans. VI. Supervisor’s Comments provides space for supervisors to provide any general comment not already captured in the evaluation. VII. Employee’s Comments provides space for employees to comment on his/her evaluation. VIII. Overall Rating summarizes the overall rating of the employee’s evaluation. IX. Signatures verify the final version of the evaluation for file. This form was designed to capture the most significant elements of successful performance at Chicago Booth. It is not an exhaustive list of all the elements of every job. It is recommended that the employee’s job description is reviewed in conjunction with the performance review. There are four evaluation levels to ensure clear communication to employees: Exceeds Expectations Meets Expectations Needs Improvement Unsatisfactory Exceeds Expectations is to be used very rarely as the expectations for a Booth employee are already