Employee Performance Appraisal

EMPLOYEE PERFORMANCE APPRAISAL - NON-EXEMPT

DATE:

DEPT:

PAY #: REVIEW PERIOD (Month/Year):
From: To:
EMPLOYEE: ###

JOB TITLE: OVERALL RATING:
0.0
ANNUAL ORIENTATION SPECIAL
INSTRUCTIONS:
1. Complete all sections (A, B and C).

2. Carefully evaluate each of the factors separately, based on recurring day-to-day performance since the last review and
not on recent or isolated exceptional events. Use examples, whenever possible, to support each performance rating.
3. There are seven core performance categories. All non-exempt employees must be rated in each of these areas and
given specific feedback on performance. There are also four optional performance categories that may be relevant,
depending on the non-exem
4. For each factor, evaluate the employee using the definitions provided below.
5. The overall rating will be automatically calculated on Page 6.

EXCELLENT (EXCEEDS STANDARDS) (4)
Performance frequently exceeds the established requirements for the job. The employee fully understands the position,
takes the appropriate initiative, and requires only occasional direct supervision.
GOOD (FULLY MEETS STANDARDS) (3)
Performance fully meets all the established requirements for the job. The employee is familiar with all aspects of the
position and performs these in a competent and satisfactory manner.
ACCEPTABLE (USUALLY MEETS STANDARDS) (2)
Performance usually meets all the minimal established requirements for the job. The employee’s performance
occasionally may require improvement.
UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1)
Performance is considered below established requirements for the job. The employee needs to improve performance
significantly to reach satisfactory performance and requires daily close supervision and/or additional training to bring
performance within ac

The care and accuracy with which this appraisal is completed will
determine its value to you, to the employee, and to the organization.

Page 1
(c) Drs. Agustinus Agus Purwanto, MM

SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)

OVERALL COMMUNICATION SKILLS (Consider written, verbal, and listening skills)
Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a
positive, effective communication style.

Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00

COMMENTS:

DEPENDABILITY
Fulfills responsibilities, instills full confidence, works well without continual supervision.


COMMENTS:

RELIABILITY
Consistent attendance, punctually arrives and leaves work, meetings and appointments.


COMMENTS:

ATTITUDE/COOPERATION/ADAPTABILITY

Commitment, team spirit, amount of interest and enthusiasm shown in the performance of responsibilities and attitude
toward coworkers, students and the University. Works effectively and willingly with others (individuals and departments)
in positive, sup


COMMENTS:

Page 2


JUDGMENT
Demonstrates ability to make sensible and appropriate decisions. Demonstrates discretion/professionalism in unusual
situations. Ability to make solid decisions.


COMMENTS:

KNOWLEDGE
Demonstrates skills and an understanding of the position, policies, and procedures required in present job.


COMMENTS:

QUALITY
Works with attention to detail and absence of error.


COMMENTS:

QUANTITY/APPLICATION
The amount of work an individual accomplishes. Consistently applies ability and completes work in given timeframe.


COMMENTS:

Page 3

SECTION B: FACTORS AFFECTING JOB PERFORMANCE (OPTIONAL PERFORMANCE CATEGORIES)

PROBLEM SOLVING
Identifies problems and determines their causes, assesses alternatives, makes recommendations/decisions.


COMMENTS:

INITIATIVE
A self-starter who contributes and/or carries out new ideas or methods.


COMMENTS:

PLANNING
Develops and utilizes methods and work organization to efficiently complete overall workload.


COMMENTS:

OTHER (IDENTIFY)


COMMENTS:

Page 4

SECTION C: CONCLUSION

THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL.

COMPLETED MANDATORY TRAINING

Has employee completed mandatory training? (E.G. Sexual Harassment Awareness & Prevention Training, Code of
Conduct & Ethics Training, Compliance Training, Safety-Sensitive training, Other (please specify).
Yes No
Note: Failure to comply with Mandatory training requirements will be noted on this performance appraisal, and tentative
fiscal merit salary increases will be withheld until all required training has been completed.
COMMENTS

PLANS, GOALS, AND OTHER COMMENTS

Include any plans to further develop the employee's strengths, or any areas to develop requiring improvement.

Describe any specific goals or special projects this employee is assigned during the next four quarters. Specify
details and milestones. (Set cooperatively by supervisor and employee.)

EMPLOYEE COMMENTS
After you have reviewed this appraisal and discussed it with your supervisor/manager, please state briefly your
comments regarding this evaluation. If you have no comments, please indicate “none.”

Employee’s Signature: Date:

Evaluated By: Alex Khoo
Print Name Signature

Reviewed By: Uwe Gundlach

Page 5

(Next Level Supervisor) Print Name Signature

PERFORMANCE RATING CALCULATION

Gray-shaded areas contain formulas and are protected against entry.

CORE PERFORMANCE CATEGORIES: PERFORMANCE RATING

OVERALL COMMUNICATION SKILLS 0.00
DEPENDABILITY 0.00
RELIABILITY 0.00
ATTITUDE/COOPERATION/ADAPTABILITY 0.00
JUDGMENT 0.00
KNOWLEDGE 0.00
QUALITY 0.00
QUANTITY/APPLICATION 0.00

OPTIONAL CATEGORIES:

PROBLEM SOLVING 0.00
INITIATIVE 0.00
PLANNING 0.00
OTHER 0.00

NUMBER OF CATEGORIES:
TOTAL: 0.00 0
(Field automatically counts categories entered)

OVERALL PERFORMANCE RATING: 0.00

EXTENSION INFORMATION
Reason:
30 days 60 days 90 days

Page 6

EMPLOYEE PERFORMANCE APPRAISAL -
EXEMPT MANAGERIAL (Supervisory Level and Above)

DATE:

CENTER/DEPT:

PAY #: REVIEW PERIOD (Month/Year):
From: To:
EMPLOYEE: ###

JOB TITLE: OVERALL RATING:

ANNUAL ORIENTATION SPECIAL

INSTRUCTIONS:

1. Complete all sections (A and B).

2. Carefully evaluate each of the factors separately, based on recurring day-to-day performance since the last review and not on
recent or isolated exceptional events. Use examples, whenever possible, to support each performance rating.

3. There are nine core performance categories. All exempt employees must be rated in each of these areas and given specific
feedback on performance. There are also two optional performance categories that may be relevant, depending on the exempt
positio
4. For each factor, evaluate the employee using the definitions provided below.
5. The overall rating will be automatically calculated on Page 6.

EXCELLENT (EXCEEDS STANDARDS) (4)
Performance frequently exceeds the established requirements for the job. The employee fully understands the position, takes the
appropriate initiative, and requires only occasional direct supervision.

GOOD (FULLY MEETS STANDARDS) (3)
Performance fully meets all the established requirements for the job. The employee is familiar with all aspects of the position and
performs these in a competent and satisfactory manner.

ACCEPTABLE (USUALLY MEETS STANDARDS) (2)
Performance usually meets all the minimal established requirements for the job. The employee’s performance occasionally may
require improvement.

UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1)

Performance is considered below established requirements for the job. The employee needs to improve performance significantly to
reach satisfactory performance and requires daily close supervision and/or additional training to bring performance within ac

The care and accuracy with which this appraisal is completed will
determine its value to you, to the employee, and to the organization.

Page 13


OVERALL COMMUNICATION SKILLS
(Consider written, verbal, and listening skills)
Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive,
effective communication style.


COMMENTS:

POSITION PERFORMANCE
Works individually and with others to effectively carry out responsibilities and assignments of the position. Accepts and
accomplishes special projects in a timely manner. Professionally knowledgeable and competent.


COMMENTS:

ECONOMIC OUTCOME AND/OR OPERATING PERFORMANCE

Generates ideas, selects strategies/alternatives, effectively uses controllable resources. Makes timely decisions. Influences
quality/quantity results or makes other contributions to the economic or operative effectiveness of the Unit.


COMMENTS:

Page 14


SUPERVISION/ADMINISTRATIVE PERFORMANCE
Structures and monitors unit or individual activities. Plans, set goals, organizes, reviews, controls, communicates, and coordinates
the performance of others using resources productively. Delegates tasks appropriately.


COMMENTS:

LEADERSHIP

Creates and communicates a clear vision. Uses personal/professional insight and competencies to communicate with and inspire
others, guiding effective performance. Builds a high performing work environment as evidenced by successful operations.


COMMENTS:

ORGANIZATIONAL PERFORMANCE
Understands organizational processes; how work groups/individuals function to achieve results. Sensitive to how decisions and
change influence performance. Encourages problem-solving/teamwork in interdependent settings.


COMMENTS:

ADAPTABILITY
Anticipates and recognizes problems/opportunities early. Creative and resourceful. Handles ambiguous circumstances and changes
to University's advantage. Profits from experience. Applies learning to the future.


COMMENTS:

Page 15


CONFLICT RESOLUTION
Resolves conflicts directly and completely. Discusses issues with appropriate party's) with courtesy and tact.


COMMENTS:

DISSEMINATION OF INFORMATION
Includes appropriate personnel on decisions or changes. Informs appropriate personnel on a timely basis. Accurate judge of who
needs to know what.


COMMENTS:

OTHER (IDENTIFY)


COMMENTS:

OTHER (IDENTIFY)


COMMENTS:

Page 16

SECTION B: CONCLUSION

THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL.

COMPLETED MANDATORY TRAINING

Has employee completed mandatory training? (E.G. Sexual Harassment Awareness & Prevention Training, Code of
Conduct & Ethics Training, Compliance Training, Safety-Sensitive training, Other (please specify).
Yes No
Note: Failure to comply with Mandatory training requirements will be noted on this performance appraisal, and
tentative fiscal merit salary increases will be withheld until all required training has been completed.
COMMENTS

What plans have you and the employee developed to build on present strengths?

What plans have you and the employee established to work on areas requiring improvement?

Describe any specific goals or special projects this employee is assigned during the next four quarters. Specify details and
milestones.

After you have reviewed this appraisal and discussed it with your supervisor/manager, please state briefly your comments regarding
this evaluation. If you have no comments, please indicate “none.”

Page 17

EMPLOYEE COMMENTS

Employee's Signature: Date:

Evaluated By: Uwe Gundlach
Print Name Signature

Reviewed By: Uwe Ackremann
(Next Level Supervisor) Print Name Signature

PERFORMANCE RATING CALCULATION

Gray-shaded areas contain formulas and are protected against entry.

CORE PERFORMANCE CATEGORIES: PERFORMANCE RATING

OVERALL COMMUNICATION SKILLS 0.00
POSITION PERFORMANCE 0.00
ECONOMIC/OPERATING PERFORMANCE 0.00
SUPERVISION/ADMINISTRATIVE PERFORMANCE 0.00
LEADERSHIP 0.00
ORGANIZATIONAL PERFORMANCE 0.00
ADAPTABILITY 0.00
CONFLICT RESOLUTION 0.00
DISSEMINATION OF INFORMATION 0.00

OPTIONAL CATEGORIES:

OTHER 0.00
OTHER 0.00

NUMBER OF CATEGORIES:
TOTAL: 0.00 0.00
(Field automatically counts
categories entered)

0.00
OVERALL PERFORMANCE RATING:

EXTENSION INFORMATION

Reason:
30 days 60 days 90 days

Page 19

BALI HOSPITALITY PROFESSIONAL SERVICES
2009 ANNUAL SALARY REVIEW - FINANCIAL IMPACT ANALYSIS

DEPARTMENT: ROOM DIVISION
SALARY STRUCTURE : HOUSE KEEPING
CURRENCY : US Dollars
EFFECTIVE DATE : 1-Jan-09
CUT-OFF DATE : 1-Jan-09 DATE SCHEDULE PRINTED 19-Mar-09
:

2008 Rating Prior Salary 2009 Salary Range Range Merit Merit Merit Prom Other Pro Total Salary 2009 New Range
Name Position Gr Salary Score Rev Date (d-mm-yr) Min Mid Max Pen. % PR CC Total Incr Incr Incr Rat'n Incr Incr Amt Salary Pen. %

Assistant Housekeeper 2 3000 1-Jan-07 1,920 3,437 4,956
Floor Supervisor 4 1920 1-Jan-07 1,056 1,364 3,534
Laundry Manager 2 1800 1-Jan-07 1,920 3,437 4,956
Housekeeping Secretary 6 1584 1-Jan-07 960 1,356 1,752
Floor Suppervior 4 1440 1-Jan-07 1,056 1,364 3,534

SUMMARY : 2007 Salaries Total : 9,744 Overall % - Increase : 0.00% Increase : $- 1997 Total : 0
Exch rate to US$ : VND 16,000 US$ : 0.61 US$ : 0.00 US$ : 0.00

APPROVALS :

Human Resources, Hotel Finance, Hotel General Manager Date President Director

BALI HOSPITALITY PROFESSIONAL SERVICES
2009 SALARY ADJUSTMENT WORKSHEET

NAME : Hồ Tấn Dũng DEPARTMENT : ROOM DIVISION

TITLE : Mason STRUCTURE : HOUSE KEEPING

GRADE : 8 EFFECTIVE DATE : 1-Jan-09

CURR RANGE PENETRN : 161% PRIOR REV. DATE : 30-Dec-99

PERFORMANCE RATING : PR CC
X X

MERIT INCREASE :
0.00% X 12.0 /12 X 1200 = 0
Mths since 2009 Salary Merit Increase
last increase

PROMOTIONAL INCREASE : 0.00% X 1,200 = 0
2009 Salary Promotional Incr

OTHER INCREASE : *** SEE BELOW 0.00% X 1,200 = 0
2009 Salary Other Increase

NEW BASE SALARY :
2008 Salary 1,200
+ Merit Incr 0
+ Promotional Incr 0
+ Other Incr 0
2008 Base Salary 1,200 Total % Incr 0.00%
Range Penetration 161% Monthly Salary 100

NEXT MERIT REVIEW DUE : 1-Jan-09

PRORATA INCREASE DUE AT THAT TIME : 0.00 /12 Months

APPROVALS:

Executive Housekeeper Date Human Resources Date

Finance Date General Manager Date

***Reason for OTHER INCREASE :

3rd Level Approval :
Date

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