Practice Made Perfect 23

THE FOLLOWING performance evaluation illustrates how one company’s value system PILLAR is linked to its performance-evaluation criteria.. Be sure that your evaluation questions are linke

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THE FOLLOWING performance evaluation illustrates how one company’s value system (PILLAR) is linked to its performance-evaluation criteria Be sure that your evaluation questions are linked to your own company’s busi-ness strategy and unique value system

The purpose of self-evaluation is to:

! Assess your strengths and the areas you

feel need development

! List accomplishments for evaluating

advancement opportunities

! Generate ideas for discussion with

your performance coach

P A S S I O N F O R E X C E L L E N C E

Please list your strengths:

Please list the areas you would like to improve (identify at least two):

Please list your accomplishments during the evaluation period:

198

W O R K S H E E T 3

Self-Evaluation

Passion for Excellence

Integrity

Lifetime Learning

Leading by Example

ABalanced Life

Respect for Others

Integrity

Lifetime Learning

Leading by Example

ABalanced Life

Respect for Others

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I N T E G R I T Y

Please comment on your commitment to the professional and ethical standards of the profession:

Please comment on your willingness to address unethical or inappropriate behavior on the part of clients and colleagues:

L I F E T I M E L E A R N I N G

Please comment on the adequacy of the training (internal and external) you have received in terms of developing your skills:

Please comment on other training you have sought or attained outside

of the training provided by our firm:

What additional or new responsibilities have you assumed since your last evaluation?

What areas do you believe you should be emphasizing to further your career-development goals?

L E A D I N G B Y E X A M P L E

Describe how you have acted as a role model or mentor to others in the office or firm:

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200 APPENDIX

What would you suggest as a means of enhancing the firm’s spirit within our office?

A B A L A N C E D L I F E

The amount of overtime you worked was:

More than expected/desired ❏

As expected/desired ❏

Less than expected/desired ❏

Comments:

Please comment on the balance between your professional and personal life:

R E S P E C T F O R O T H E R S

Please comment on your working relationships with your colleagues and the firm’s clients:

What other questions or areas would you like to address during your evaluation session?

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Source: © Moss Adams LLP

THE FOLLOWING performance evaluation illustrates how one company’s value system (PILLAR) is linked to its performance-evaluation criteria Be sure that your evaluation questions are linked to your own company’s busi-ness strategy and unique value system

Instructions: The purpose of performance evaluation is to acknowledge areas of

strong performance, provide reinforcement, and discuss areas for development

Evaluators are encouraged to:

! Reinforce areas of strength by commending

good performance

! Identify areas needing development and

provide specific examples

! Establish a measurable goal for primary areas

of performance where improvement or

additional experience is needed

RATINGS: A rating of “good” should be given if a person is meeting the

expectations and job requirements for his or her level of experience and

is progressing at a normal rate of advancement

Excellent Exceptional performance; consistently exceeds

expec-tations

Very good Frequently exceeds expectations

Good Meets expectations and fulfills all responsibilities

201

Performance Evaluation for Professional Staff

Integrity

Lifetime Learning

Leading by Example

ABalanced Life

Respect for Others

Integrity

Lifetime Learning

Leading by Example

ABalanced Life

Respect for Others

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202 APPENDIX

RATINGS: (continued)

Needs improvement Requires development; does not consistently meet

expectations

Unacceptable Performance is below the acceptable level

Not rated Not enough basis for evaluation or not applicable

P A S S I O N F O R E X C E L L E N C E

Demonstrates enthusiasm and pride in the work she/he performs

❏ Needs improvement ❏ Unacceptable ❏ Not rated Comments:

Completes projects accurately and within budget

Solves technical problems effectively Demonstrates objectivity and an analytical ability Demonstrates a solid base of technical knowledge

Speaks and writes clearly and effectively

Demonstrates good listening skills

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Meets client-service expectations Provides ideas, recommendations, and solutions to clients that improve results

I N T E G R I T Y

Demonstrates an interest in personal growth and expansion of his/her knowledge base

Displays objectivity, identifies important issues, asks relevant questions, reaches sound conclusions, and considers the potential impact before rec-ommending actions

Demonstrates an understanding of our clients’ needs

L I F E T I M E L E A R N I N G

Continues to develop his/her talents, skills, and knowledge

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204 APPENDIX

Uses technology tools and resources effectively to perform assignments

L E A D I N G B Y E X A M P L E

Demonstrates a positive attitude toward company goals and contributes to maintaining high morale in the office

Takes responsibility for actions and accepts responsibility for mistakes

Acts as a role model or mentor for others

A B A L A N C E D L I F E

Provides a positive example to others as a person who is able to balance professional responsibilities while also maintaining balance in his/her personal life

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R E S P E C T F O R O T H E R S

Treats colleagues with respect and consideration

Keeps managers informed of progress and job status

Responds to suggestions and input from others in a respectful manner

P E R S O N N E L M A N A G E M E N T

Demonstrates a commitment to the development of other people in the office

Conducts performance reviews that are comprehensive, productive, and timely

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206 APPENDIX

Recognizes staff members for good performance and coaches them when improvement is needed

E N G A G E M E N T M A N A G E M E N T

Plans and manages engagements to achieve efficiency and develop the skill

of staff members

M A R K E T I N G A N D P R A C T I C E D E V E L O P M E N T

Is actively involved in professional and community activities

Initiates actions that create new client opportunities

A D D I T I O N A L C O M M E N T S

O V E R A L L P E R F O R M A N C E S U M M A R Y

In general, this individual is:

❏ Exceeding performance expectations and progressing rapidly

❏ Meeting performance expectations and progressing very well

❏ Meeting most performance expectations and progressing satisfactorily

❏ Meeting some performance expectations; needs improvement

❏ Currently not meeting performance expectations

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P R I M A R Y S T R E N G T H S

What primary strengths were identified during the evaluation?

1

2

3

A R E A S F O R D E V E L O P M E N T

Identify key areas where improvement or additional experience is needed

1

2

3

Develop a goal for each key area for development

1

2

3

Staff member’s comments

S I G N A T U R E S

I acknowledge that I have had an opportunity to discuss this evaluation with

my performance coach

Staff Member Date

Evaluated by:

Performance Coach Date

Reviewed by:

Partner Date

Tiêu đề	Performance evaluation for professional staff
Thể loại	Worksheet

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