Plan

Running head: PERFORMANCE APPRAISAL

Employee name:

Position:

Supervisor name:

Department:

Date of completion:

Review and completion by supervisor:

Supervisor instructions: The supervisor should give the form to the employee undergoing performance appraisal, the employees should complete the performance appraisal and hand it back to the supervisor within the shortest time. Upon receipt of the performance appraisal form, the supervisor should complete his required section and hand the form back to the human resource leader.

Employee instructions: The employee undergoing assessment should complete and return the self-assessment to the supervisor; the employee is also free to discuss any sections with the supervisor.

Rating scale

1. Unacceptable ( fails to meet standards)

2. Needs improvement (Frequently fails to meet expectations)

3. Satisfactory (Generally meets set standards)

4. Outstanding (exceeds outlined standards)

5. Excellent (consistently meets standards)

Section one, personal competency

Supervisor guide: Personal competency is a core aspect of emotional intelligence at the company; all employees must display adequate personal competency skills that include self-awareness, self-regulation, and self-motivation.

Self-awareness is the ability to understand one’s talents and weaknesses, employees who have self-awareness know their limits and have a clear idea of the areas where they need improvement. Employees with self-awareness also display self-confidence because they know whether they can do a job based on their understanding of their abilities (Dong, Seo, & Bartol, 2014).

Self-regulation is also a core component of personal competency; regulation involves the discipline needed to control oneself (Dong, Seo, & Bartol, 2014). The job exposes employees to many temptations, ideal employees must display discipline in handling responsibility assigned to them by the company. Self-regulation enables the company to trust the employee.

The third component of personal competency is self-motivation, employees must display the drive needed to accomplish tasks, even in the face of challenges. In assessing self-motivation, the supervisor must look out for imitative, commitment, optimism, and the desire to achieve more.

Section two, social competency

Supervisor guide: Social competency is also a key part of emotional intelligence. Social competency has two key aspects; these are empathy and social skills.

Ideal employees must have good empathy; because the job involves interaction with other employees, the ideal employee should be highly aware of the feelings and needs of others. Empathy among the employees of the organization enables them to achieve a synergy where their efforts complement each other (Dong, Seo, & Bartol, 2014).

The second core component that the supervisor should look out for is social skills. Social skills are crucial for survival in the company. Good social skills in an employee include the ability to manage and influence others. Employees must also be good team players who have the ability to build close relationships with colleagues and leverage these relationships into achieving goals (Dong, Seo, & Bartol, 2014).

Employee signature:

Date:

Supervisor signature:

Date:

Dong, Seo, & Bartol. (2014). No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence. Academy of Management Journal, 57(4), 1056-1077.