Performance is one of the competencies appraised during evaluations. An employee should be in a position to perform his or her tasks according to their job descriptions. However, some employees portray high performance while others under perform.
You should appraise these employees accordingly using proper phrases. Focus on the areas of performance that establish the quality and extent of an employee’s work. The phrases should motivate the employee to continue with the good performance and to improve where necessary. One of the common evaluation criteria levels is by categorizing performance into outstanding or exceeding expectations consistently, excellent or exceeding expectation often, meets expectations, does not meet expectations sometimes and does not meet expectations often.
Outstanding – exceeds expectations consistently
- Maintains high standards of performance.
- Attains excellent results all the time.
- Gives the best results in all performance areas.
- Has tackled a difficult project and turned it into a success.
- Outperforms in every project and has become a role model to her colleagues.
- Prioritizes urgent projects
Excellent – Exceeds expectation often
- Works hard to meet goals.
- Does not settle for average performance but strives for excellence.
- Always works to achieve the best results.
- Is not constrained by challenges in performing duties but find ways to go around them.
- Ensures that he surpasses goals and not just meeting them.
- Prioritizes work over personal matters.
- Accomplishes tasks at the expected performance level consistently.
- Is focused on performing his tasks well.
- Can be relied on for good performance.
- Always willing to improve on her performance.
- Works on projects depending on their priority.
- Accepts feedback and works to improve his performance where there is a need.
Does not meet expectations occasionally
- His performance is affected by minor obstacles.
- Does not seem to want to improve the current performance which is below par.
- Does not perform well on long-term projects.
- Avoids difficult projects in favor of simple ones.
- Is not flexible when it comes to changing priorities on projects.
- Does not use suitable criteria when prioritizing projects, which leads to important projects getting low priority.
Does not meet expectations often
- Has portrayed declining performance levels.
- Only talks about improving performance but does not implement it.
- Blames circumstances and other people on her failure to perform.
- Works less and socializes more neglecting his duties.
- Is not attentive of urgent projects and tends to downplay them.
- Does not set priorities on projects and ends up allocating more time on low priority projects and less time on high priority ones.