These guidelines are standards of performance expected for each rating level and should be used to assist employees and managers in understanding and applying the correct performance ratings.
The Performance Rating Levels will identify and reward high performers and encourage low performers to improve.
Outstanding Performance Rating
Reserved for employees who provide an exceptional level of performance and who regularly and substantially exceed overall expectations. Outstanding performers work with little or no supervision and generate output that is exceptionally high in quality, quantity, and timeliness.
The individual assumes a remarkably high level of responsibility for his or her own performance, contributes to the mission, vision and values of a company and stands as a role model for other employees. Outcomes are of such quality that they occur among only a small number of employees.
Excellent Performance Rating
The employee's performance regularly exceeds the work requirements. The employee demonstrates a desire and ability to excel in performance. Employees rated at this level should demonstrate most of the characteristics described in the below examples.
Good Performance Rating
Employees rated at this level meet expectations. A rating at this level indicates that the employee is a competent, productive, and valued member of the team. A fully successful employee consistently meets expectations within specified time and cost limits.
Employees rated at this level should demonstrate most of the characteristics described in the below examples.
Needs Improvement Performance Rating
Employees who do not meet overall expectations in some areas but do meet expectations in other performance areas. The employee has demonstrated some willingness or ability to improve performance and resolve deficiencies that are less than satisfactory, and which require steps be taken to improve performance. Employees in this category need improvement to reach the fully successful level.
Unsatisfactory Performance Rating
Employees at this level clearly and consistently fail to meet all or most significant job expectations. The employee shows either unwillingness or an inability to improve. When performance is at this level, a corrective action needs to be taken.
Employees rated Unsatisfactory must be reinforced with a report highlighting the area of concern.
Employee at this level must receive a notice in writing and if after three months no improvement in performance, the case should be transferred to HR to take the appropriate action.