Ics 225 Cg Form – Fill Out and Use This PDF

The ICS 225-CG form, also known as the Incident Personnel Performance Rating, serves as a critical tool for supervisors to assess and document the performance of team members during specific incidents or events. Its structured approach ensures a thorough evaluation based on various performance factors, from professional competence to safety adherence, providing clear guidance for both rating and feedback. If you're gearing up to evaluate personnel performance on an incident assignment, make sure to fill out the ICS 225-CG form by clicking the button below.

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Ics 225 Cg Form PDF Details

In the realm of incident management, effective performance evaluation is crucial for enhancing the capabilities and readiness of personnel. The ICS 225-CG form serves this exact purpose by offering a structured platform for supervisors to assess their subordinates' performance during specific incidents or events. This comprehensive tool focuses on a wide range of evaluation criteria, such as professional competence, adaptability, communication skills, leadership, teamwork, judgment under stress, initiative, and adherence to safety protocols. Preparing this form involves the supervisor meticulously rating each aspect of the subordinate's job performance, thereby identifying areas of excellence as well as those requiring improvement. Following the evaluation, it is discussed with the evaluated individual, who then signs off on the assessment, underscoring the form's role in promoting transparency and constructive feedback. Moreover, the form includes sections for the evaluator and the subordinate to provide their signatures, ensuring accountability and mutual understanding of the performance review. Distributed within the planning section before the evaluator departs from the incident site, the ICS 225-CG form is an essential document for continuous improvement and professional development within the incident command system.

Question	Answer
Form Name	Ics 225 Cg Form
Form Length	2 pages
Fillable?	No
Fillable fields	0
Avg. time to fill out	30 sec
Other names	timeliness, rater, ics form 225 fillable 2016, ICS

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INCIDENT PERSONNEL	INSTRUCTIONS: The immediate job supervisor will prepare this form for each subordinate. It will be delivered to
PERFORMANCE RATING	the planning section before the rater leaves the incident. Rating will be reviewed with the subordinate who will sign
ICS 225-CG	at the bottom. To electronically fill form, double-click on first word of each section, then enter information.

THIS RATING IS TO BE USED ONLY FOR DETERMINING AN INDIVIDUAL’S PERFORMANCE ON AN INCIDENT/EVENT

1. Name:

2. Incident Name:

3. Home Unit and Phone Number:

4. Location of Incident:

5. Position Assigned:

6. Date of Assignment:

7. Date Incident

8. Incident

9. Incident Kind:

Started:

Type:

From:

To:

10. Evaluation

Rating Factors

N/A

1 - Unacceptable

3 – Met Standards

5 – Exceeded Expectations

A. Knowledge of the job/

Questionable competence and credibility.

Competent and credible authority on specialty or

Superior expertise; advice and actions showed

Professional Competence &

Operational or specialty expertise inadequate or

operational issues.

great breadth and depth of knowledge.

Using ICS:

lacking in key areas.

B. Planning/Preparedness

Got caught by the unexpected; appeared to be

Consistently prepared. Set high but realistic

Exceptional preparation. Always looked beyond

& ability to obtain

controlled by events; routine tasks accomplished

goals. Work was timely and of high quality;

immediate events or problems. Maintained

performance/results:

with difficulty.

required same of subordinates.

optimal balance among quality, quantity, and

timeliness of work.

C. Adaptability/Attitude:

Unable to gauge effectiveness of work,

Receptive to change, new information, and

Rapidly assessed and confidently adjusted to

recognize political realities, or make adjustments

technology.

changing conditions, political realities, new

when needed. Maintained a poor outlook.

information and technology.

D. Communication Skills:

Unable to effectively articulate ideas and facts;

Effectively expressed ideas and facts in

Clearly articulated and promoted ideas. Adept at

lacked preparation, confidence, or logic.

individual and group situations; non-verbal

presenting complex or sensitive issues.

actions consistent with spoken message.

E. Directing Others:

Showed difficulty in directing or influencing

Set high work standards; clearly articulated job

An inspirational leader who motivated others to

others. Unwilling to delegate authority to

requirements, expectations and measurement

achieve results not normally attainable. Modified

increase efficiency of task accomplishment.

criteria; held subordinates accountable.

leadership styles to best meet situations. Won

people over rather than imposing will.

F. Ability to work on/

Ignorance of individuals’ capabilities increased

Skillfully used teams to increase unit

Insightful use of teams raised unit productivity

Consideration for team:

chance of failure. Seldom recognized or

effectiveness, quality, and service. Cared for

beyond expectations. Inspired high level of esprit

rewarded deserving subordinates or others.

people. Recognized and responded to their

de corps, even in difficult situations. Ensured

Used teams ineffectively or at wrong times.

needs

appropriate and timely recognition of others.

G. Judgment/Decisions

Decisions often displayed poor analysis. Failed

Skillfully used teams to increase unit

Combined keen analytical thought and insight to

under stress:

to make necessary decisions, or jumped to

effectiveness, quality, and service.

make appropriate decisions. Focused on the key

conclusions without considering facts.

issues and the most relevant information.

H. Initiative

Postponed needed action. Implemented or

Championed improvement through new ideas,

Aggressively sought out additional responsibility.

supported improvements only when directed.

methods, and practices; self-starter.

A self-learner. Optimized use of new ideas.

I. Adherence to safety:

Failed to adequately identify and protect

Ensured that safe operating procedures were

Demonstrated a significant commitment towards

personnel from safety hazards.

followed.

safety of personnel.

11. Remarks/Potential: Type remarks here; Describe ability to assume greater leadership roles and responsibilities (e.g., rate performance, recommend incident management positions and/or ICS or other training).

12.	Rated Person (signature) This rating has been discussed with me.			13 Date:

14.	Rated By (signature/print name):	15. Supervisor Home Unit (address/phone):	16. Supervisor Position:		17. Date:

Incident Personnel Performance Rating

Page 1

ICS 225-CG (Rev 05/10)

INCIDENT PERSONNEL PERFORMANCE RATING (ICS 225-CG) – Rev 9/06

Purpose. The Incident Personnel Performance Rating gives supervisors the opportunity to evaluate subordinates on incident assignments. THIS RATING IS TO BE USED ONLY FOR DETERMINING AN INDIVIDUAL’S PERFORMANCE ON AN INCIDENT/EVENT.

Preparation. The Incident Personnel Performance Rating is normally prepared by the supervisor for each subordinate, using the evaluation standard given in the form. It will be delivered to the planning section before the rater leaves the incident. Rating will be reviewed with the subordinate who will sign at the bottom.

Distribution. The Incident Personnel Performance Rating is duplicated a copy is given to the subordinate and supervisor. All completed original forms MUST be given to the Documentation Unit.

Item #	Item Title		Instructions
1.	Name		Enter the name of the person being evaluated.
2.	Incident Name		Enter the name assigned to the incident.
3.	Home Unit		Enter the address and phone number of the home unit of the person being evaluated.
4.	Location of Incident		Enter the address/location of the incident.
5.	Position Assigned		Enter the position assigned for the purpose of this evaluation.
6.	Date of Assignment		Enter the date of assignment.
7.	Date Incident Started		Enter the date the incident started.
8.	Type of Incident		Enter the Type (size) of the incident: Type 1, 2, 3, 4 or 5.
9.	Kind of Incident		Enter the kind of incident: Oil/Hazmat Spill, SAR, Fire, etc.
10.	Evaluation		Enter X under the appropriate rating for each category listed using the definitions
			given.
	Not Applicable		not observed.
	1	- Unacceptable	Deficient. Does not meet minimum requirements of the individual element.
			DEFICIENCIES/IMPROVEMENTS NEEDED MUST BE IDENTIFIED IN REMARKS.
	2	- Needs to improve	Meets some or most of the requirements of the individual element. IDENTIFY
			IMPROVEMENT NEEDED IN REMARKS.
	3	- Met Standards	Satisfactory. Employee meets all requirements of the individual element.
	4	- Fully successful	Employee meets all requirements and exceeds one or several of the requirements of
			the individual element.
	5	- Exceeded	Superior. Employee consistently exceeds the performance requirements.
	Expectations
11.	Remarks		Provide remarks/comments for ratings given. Comments required for
			unsatisfactory and needs to improve ratings.

12.Rated Person Signature Rated Person’s signature.

13.	Date	Enter date (month, day, year) rated person signed performance rating.
14.	Rated By	Signature and printed name of supervisor/person giving the performance rating.
15.	Supervisor Home Unit	Enter address/phone of supervisor.
16.	Supervisor Position	Enter the position the supervisor held.
17.	Date	Enter date (month, day, year) supervisor signed the performance rating.

Incident Personnel Performance Rating

Page 2

ICS 225-CG (Rev 05/10)

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Ics 225 Cg Form – Fill Out and Use This PDF

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