Cnic 5300 Form – Fill Out and Use This PDF

1,2,3,4,5

Self-Explanatory

6

* Rate non-supervisors using elements a. through e. Rate supervisors using a. through g.

NOTE: A rating of “Unsatisfactory” must be delayed and a Letter of Caution must be issued

RATI NG ELEMENTS

Outstanding

Highly Satisfactory

Satisfactory

Minimally

Unsatisfactory

Satisfactory

a. Quality of Work

Ahead of plan

On plan producing

On or nearly on plan

On or nearly on plan and

Tasks are often late and

producing desired effect

desired effect with

with no serious

meets standards after

do not meet standards

Consider thoroughness,

with little supervision.

little supervision.

deficiencies and

feedback & corrections;

after feedback or guided

accuracy, & effectiveness.

Exceptionally thorough

Thorough and

moderate supervision.

Requires supervision.

practice. Shows a lack of

Completes or assists in

and accurate. Adheres

accurate. Adheres to

Generally accurate.

Work needs

attention to detail and

completing goals &

to policy, identifies

policy, identifies

Adheres to policy..

improvement.

needs serious

objectives; adherence to

improvements.

improvements.

Adheres to policy.

improvement. Does not

policy

follow policy.

b. Productivity

Handles extraordinary

Above average volume

Work volume meets

Volume of work meets

Work volume does not

volume of work. Highly

of work Efficient.

all and may exceeds

minimal standards.

meet minimal standards.

Consider completion of

efficient.

some standards.

I mprovement desired.

assignments, & effectiveness

of work performed. Volume

of work & ability to meet or

exceeding deadlines.

c. Dependability:

Difficult assignments

Demonstrates

Demonstrates good,

Demonstrates sound

Regularly fails to complete

handled intelligently and

performance that

sound performance

performance that meets

assignments on time or

Consider reliability,

effectively. Complicated

exceeds expectations

that meets

organizational goals.

with little degree of

timeliness, capableness,

or controversial

in critical areas.

organizational goals.

Carries out assignments

accuracy. Needs constant

competency, efficiency, and

subjects are presented

Develops/ implements

Supports workable,

with written direction and

supervision and counseling.

conscientiousness of work

or explained effectively

workable, cost

cost effective

supervision. Works on

performed.

so desired outcomes

effective solutions to

approaches to

non-difficult assignments

are achieved. Solution

meet organizational

projects and change

only.

oriented. Succeeds

goals.

initiatives.

Requires assistance with

with basic direction and

Works with minimal

Responsive to direct

prioritizing and

without direct

direct supervision.

supervision.

scheduling.

supervision.

d. Working Relationships

Recognized as a

Practices constructive

I s polite, respectful

Avoids taking

Blames, labels and

problem solver. Exerts

problem-solving and is

and develops

assignments on team

generalizes. Tendency to

Consider interest,

and demonstrates a

able to build

working relationships

efforts. Attitude

withhold help,

enthusiasm, team- work,

major positive

confidence in team

with others. Able to

prevents productive

information, or resources

willingness, behavior,

influence, by example,

members.

work well with others

relationships. Goes

from others.

flexibility, & cooperation

on program

Actively listens to

to solve problems

along to get along on

Complains without

implementation.

others. Reports up

and find solutions.

most issues. Has

following channels. Often

Contributes

and down routinely

Agrees to lead or

potential to be a

does not verify facts or

substantially to

with all team

take assignments

productive team

speaks without knowledge

organizational growth

members. Fosters a

when asked by

member but may lack

– contributing to rumors

and cohesiveness.

polite, respectful and

management. I s

the motivation.

and morale problems.

Highly respected by

trusting relationship

able to offer

Typically waits for others

supervisors and peers.

with others and

opposing views.

to act. Rigid point of

I mproves cooperation

between others.

Accepts decisions of

view. Not a team player.

among participants in

Assumes the lead

majority with

the work and prevents

often.

reservations.

misunderstandings.

e.

Customer/ Patron

Able to work through

Actions & attitude

Actions and attitude

Actions and attitude

Actions & attitude harm

Relations

complicated and

greatly enhance area

contribute to positive

may contribute to

relationships & generate

controversial issues with

of responsibility on a

feedback.

positive feedback at

complaints.

Responsive to customer

internal/ external

regular basis

times but there is room

needs. Demonstrates

customers.

for improvement.

attentiveness & courtesy.

Maintains accurate

knowledge relative to

products, services, policies &

procedures.

f.

Leadership

Able to establish and

Able to complete short

Completes short and

Completes short and

Avoids some assignments.

complete short and long

and long term team

long term team goals

long term assignments

Needs direct supervision

Consider ability to establish

term team goals and

goals and objectives;

and objectives with

with direct supervision

and coaching with most

goals and objectives;

objectives; maintains

works to establish

coaching; works to

and with coaching; Has

assignments. Does not

leadership of subordinates;

effective relationships

effective relationships

maintain effective

difficulty maintaining

develop productive and

relationships with peers in

with peers in program

with peers in program

relationships with

productive and effective

effective relationships with

program area; effective

and Command area; is

area; tries to be pro-

peers in workplace

relationships with

others in the workplace.

management of area of

pro-active in managing

active in managing

area; tries to be pro-

others; manages

Often passes problems or

responsibility

area of responsibility

problems or

active in managing

problems or complaints

complaints off or ignores

(i.e., anticipates

complaints before they

problems or

by passing them off to

them. Allows small

shortfalls; potential

occur. Regarded as

complaints before or

others to resolve.

problems to grow into

crises and resolves

an effective and

as they occur.

Allows small problems

more difficult problems.

potential Program/

responsive leader by

Regarded as a

to grow into more

people problems before

others.

responsive leader by

difficult problems

they occur.); regarded

peers and the

as highly effective and

program workforce.

responsive by program

customers. Revered as

an effective leader by

others.

g.

Managerial/ Coaching

To be completed for incumbents in all supervisory/ management positions. Consider ability to get work completed through and by

Effectiveness

subordinates, delegation, fairness, communication, effectiveness in motivating subordinates, building an effective and diverse work

team, earning and maintaining respect of subordinates, and development of subordinates. Take into consideration any contributions

to the Mission and Goals of the organization and to what degree did the person being rated use their management and coaching

skills in those contributions.