Boutique Build Australia
Boutique Build Australia
Performance Assessment
Please find details of my assessment of Jamies performance over the last six months below for use in your performance management session.
Cheers, Acting Supervisor
Work product. The quality and quantity of work produced by the employee.
Poor:
Has made frequent errors that are harmful to business operations.
The supervisor/department head has received numerous complaints about the quality of work.
The quality of work produced is unacceptable.
Does not complete required paperwork.
Needs Improvement:
Is not as careful in checking work product for errors as he/she could be.
Tends to miss small errors in work product.
-23424017441800Required paperwork is completed late or is only partially complete.
Meets Requirements:
Does not require constant supervision.
Error rate is acceptable, and all work is completed timely.
Forms and required paperwork are completed on time with minimal errors.
Have provided coaching about written work as per your advice when I took over Jamies supervision while you were working on other projects. Jamie is showing improvement but I still think she could do with some further learning here. A formal external course may be beneficial or in house mentoring.
Exceeds Requirements:
Managers and co-workers have commented on high levels of accuracy and work productivity.
Takes pride in work and strives to improve work performance.
All memos, reports, forms and correspondence are completed on time with no errors.
Outstanding:
Has less than a 1% error rate on work product.
Accuracy is excellent.
Quantity of work produced is outstanding.
Dependability: Being where he/she should be, doing what he/she is supposed to do.
Poor:
Often calls in to work without prior approval, resulting in excessive unscheduled absences.
Leaves the work area unattended to run personal errands.
Is frequently late to work
Frequently leaves work early.
Needs Improvement:
Occasionally calls in to work without prior approval, resulting in unscheduled absences.
Occasionally arrives late to work.
Sometimes does not make sure all work is completed before leaving for the day.
Occasionally leaves work early.
Meets Requirements:
Consistently arrives to work on time.
Makes sure work area is covered at all times.
-48942213667400Has had no unscheduled absences, except for documented emergencies.
Exceeds Requirements:
Good attendance record.
Can always be counted on to work overtime when necessary without complaint.
Weve had some deadlines to meet of late and Jamie has performed really well. However, I think like most staff members, her time management skills could be improved.
Outstanding:
Always at work and on time.
Never misses work without prior approval and appropriate notification.
Has had no unscheduled absences during the rating period.
Cooperation: Working with people.
Poor:
Projects an attitude of superiority that turns off other employees.
Not cooperative and frequently criticizes others.
Displays excessive negativity when working with others.
Needs Improvement:
Displays occasional negativity when working with others.
Rarely offers to assist others in the office.
Makes negative comments that affect working relationships with others.
Meets Requirements:
Is usually able to answer customer questions.
Maintains good working relationships with co-workers.
Exceeds Requirements:
Demonstrates team player behaviour views individual success as imperative to group success.
-35921514057900Direct, straightforward, honest and polite.
Outstanding:
Always cordial and willing to help co-workers and clients.
Enthusiastic, energetic and displays positive behaviour.
Training sessions are engaging. Jamie is very outgoing and popular with the staff.
Adaptability: Adjusting to change.
Poor:
Usually needs direct supervision, even for mundane and everyday tasks.
Is not able to think independently or to deal with unexpected occurrences.
Needs Improvement:
-40322522098000Gets flustered in unusual situations.
Does not always make the best decisions to fit the situation.
Meets Requirements:
Usually adjusts well to changes in the work place.
Maintains good customer service relations, even under stress.
Good performance in this regard. Is adapting well to a number of new changes weve had to the organisation.
Exceeds Requirements:
Looks for ways to streamline procedures to improve efficiency and customer service.
Sets priorities and adjusts them as needed when unexpected situations arise.
Outstanding:
Adapted to new systems and processes well and seeks out training to enhance knowledge, skills and abilities.
Always seems to know when to ask questions and when to seek guidance.
Communication: Giving and receiving information.
Poor:
Reports, forms, memos and correspondence are often completed late or not at all.
Uses a condescending tone when talking to others in the office.
Needs Improvement:
Complaints received about contradictory or bad information being given out by the employee.
Phone messages are often unclear or incomplete.
Meets Requirements:
Takes messages, writes correspondence, deals with customers and co-workers with sufficient attention to detail.
-2997208712800Reports are accurate and well written using proper grammar and punctuation.
Exceeds Requirements:
Co-workers feel comfortable coming to this employee with questions and comments.
Comes to manager with any questions that employee does not know off-hand
Going well with this even though relatively new to job.
Outstanding:
Always asks questions and seeks guidance when not sure of what to do.
Demonstrates excellent oral and written communication skills.
Daily decision making and problem solving: Thinking on the job.
Poor:
Frequently comes to the wrong conclusions and assumes things.
Did not make sure that all subordinates were productive at all times.
Needs Improvement:
Needs to develop analytical skills necessary to weigh options and choose the best way to deal with situations.
Spends too much time focusing on less important aspects of daily job.
Meets Requirements:
Often offers workable solutions to problems.
-23495024130000Uses good judgment in solving problems and working with others.
Uses PPR ratings in making decisions related to new hires, promotions and merit increases.
Exceeds Requirements:
Can zero in on the cause of problems and offer creative solutions.
Displays strong analytical skills.
Working on delivering great professional development to staff
Outstanding:
Always offers ideas to solve problems based on good information and sound judgment.
Displays initiative and enthusiasm during everyday work.
Conducts research or seeks counsel of experts to gather information needed to make decisions.
Service to clients
Poor:
Frequently rude and impolite.
Demonstrates poor customer relations skills.
Frequently carries on personal conversations in person or on the phone while clients and customers wait.
Needs Improvement:
Gets annoyed with clients who ask too many questions.
Frequently forgets to follow through on customer requests.
Meets Requirements:
Usually maintains a competent and professional demeanour in dealing with clients and the public.
-30099024130000Courteous and knowledgeable.
Tries to be helpful.
Exceeds Requirements:
Answers all questions promptly and accurately.
Forwards any complaints or problems to supervisor immediately.
Great trainer, very outgoing.
Outstanding:
Always follows through and finds the answers to any questions and reports back to the customer promptly.
Employee has received numerous letters of commendation for excellent customer service.
Use of equipment and material
Poor:
Has destroyed equipment through misuse during this rating period.
Wastes supplies.
Deleted required software in error.
Never services equipment.
Needs Improvement:
Doesn't heed warning messages on equipment.
Sometimes forgets to turn equipment off at the end of the day.
Doesn't always get equipment serviced as recommended by the manufacturer.
Meets Requirements:
Takes good care of equipment and uses supplies efficiently.
-23495022716800Turns off and secures all equipment at the end of the shift.
Exceeds Requirements:
Quickly learns new software programs.
Uses queries and reports to maximize efficiency in the office and find errors.
Has picked up skills quickly.
Outstanding:
Is able to troubleshoot and solves all work related problems quickly and efficiently.
Reports problems immediately if to the appropriate personnel.
Project planning and implementation
Poor:
Work projects have suffered from lack of follow-through.
Important documentation for projects has been lost or destroyed erroneously.
Does not plan ahead to meet work deadlines.
Needs Improvement:
Does not keep supervisor informed of potential problems as they arise.
Project plans are poorly designed.
-3400679984100Project plans are not carried out as assigned or on time.
Meets Requirements:
Prepares project plans on time and in sufficient detail.
End of year statements are complete and accurate.
Maintains and monitors progress of project plan in order to stay on target.
Planning meets requirements but I noticed a lack of detail within plans at times and feel there could be improvement there. I think every staff member should also be better educated in regards to developing budgets for their activities.
Exceeds Requirements:
Gets the most out of scarce resources.
Projects normally are within budget and are well planned.
Outstanding:
Anticipates problems before they occur.
Provides meaningful information to decision makers that helps in the preparation and implementation of projects.
Plans projects that are completed ahead of schedule and under budget.
Work group management
Poor:
Dictates to others rather than involving them in the decision making.
Has reduced subordinates to tears.
Yells and screams at subordinates.
Needs Improvement:
Assumes others should know what to do and how to do it with little or no training.
Frequently becomes impatient when things aren't done their way.
Meets Requirements:
Draws on the knowledge and skills of others.
Available when needed and has an open door policy for subordinates.
-23548220129500Assigns work fairly and resolves disputes and grievances of subordinates fairly.
Exceeds Requirements:
Very supportive of co-workers and subordinates attempts at improvement.
Sets an example for others in following policy and procedures.
Well liked staff member. See other staff members regularly seeking input from Jamie. I think she has great potential as a future leader and consider these skills could be developed.
Outstanding:
Outstanding ability to explain and teach.
Inspires others to do better.
Boutique Build Australia
Staff Code of Conduct
Purpose
This code aims to guide the conduct of staff in the performance of their duties as an employee of Boutique Build Australia and is intended to provide practical assistance for staff faced with ethical challenges.
Overview
All staff of Boutique Build Australian are expected to perform the duties associated with their position skillfully, impartially and diligently in order to contribute to the efficient and economic achievement of Boutique Build Australias strategic goals.
Staff should be guided in their conduct by the principles established by this code. If there is any doubt as to the applicability of the code, or the appropriate course of action to be taken in certain circumstances, the matter should be discussed with a senior member of staff.
Code
Ethical principles
The fundamental ethical principles on which this code of conduct is based are:
respect for others
integrity
diligence
economy and efficiency.
Respect for others
All staff are expected to treat others, including other staff and customers with fairness and respect. This involves:
courtesy and responsiveness in dealing with others
being sensitive to and respecting the rights and dignity of others
making reasonable, fair and consistent decisions
avoiding behaviour which might reasonably be perceived as harassment, victimization or intimidation
avoiding discrimination on grounds such as age, race, sex, pregnancy, sexuality, ethnic background, nationality, disability, political conviction, religious belief, or other grounds covered by relevant legislation
allowing alternative points of view to be expressed and reasonably debated.
Integrity
All Boutique Build Australia staff have an obligation as a citizen and as an employee to observe the laws of the State and Commonwealth.
Staff are required to be familiar with and comply with, all relevant Boutique Build Australias policies, procedures and codes of practices of the organisation.
Conflicts of interest
Staff should be honest in performing their role and avoid conflicts between their private interests and those of their responsibilities to Boutique Build Australia.
Conflicts of interest may arise when a staff member is in a situation where personal circumstances are affected by the decisions or duties carried out in their role. A conflict may arise when any of the following are involved:
financial interests
personal or sexual relationships
personal beliefs
outside employment
political participation
use of confidential information
use of facilities, equipment and resources
acceptance of gifts or benefits.
All staff must act responsibly and report any actual or perceived conflicts of interest that arise as part of their role. If there is any question as to whether a conflict exists, staff must discuss the circumstances to management to determine whether a conflict exists. Appropriate strategies will be developed to manage any reported or perceived conflicts of interest.
Diligence
Staff are expected to carry out their duties in a professional, ethical and diligent manner at all times. This means staff must:
make decisions fairly, impartially and without bias, using the best information available
keep records and documentation to support their decisions
always aim to achieve the highest possible standard of performance
continuously develop their knowledge in their professional fields and areas of responsibility. Trainers and assessors must continue developing their vocational competencies to support continuous improvements in the delivery of the services provided by Boutique Build Australia
exercise best judgment in the interests of Boutique Build Australia
maintain adequate documentation to support decisions made
ensure outside interests do not interfere with ability to meet the responsibilities of their role
adhere to professional codes of conduct and standards of ethics
act responsibly when becoming aware of any unethical behaviour or wrong doing by any other person. This may involve a report to a senior member of staff.
Economy and efficiency
Staff should use Boutique Build Australia resources, facilities and intellectual property only for legitimate purposes related to their role with Boutique Build Australia.
Staff should avoid waste or minimize it where avoidance is not possible.
Staff should maintain sufficient security and protection of Boutique Build Australia property, facilities, resources and intellectual property.
Breach of the code
This code of conduct is designed to promote and enhance the ethical practice of staff. If any staff member is found to have breached this Code, Boutique Build Australia may decide to take action against them. This may include disciplinary action for misconduct or serious misconduct. Any such action may result in sanctions imposed, including and up to, termination of employment.
Legislation
This code of conduct is informed by the following legislation with which all staff must comply.
Privacy Act 1988
Copyright Act 1968
Freedom of Information Act 1982
Work Health and Safety Act 2011
Disability Discrimination Act Education Standards 2005
Boutique Build Australia
Human Resources Action Plan
Strategies
(what) Actions
(how) Priority
(L/M/H) Time
Frames
(when) Responsibility
(who) Performance Indicators
(measurement)
Boutique Build Australia
Risk Management Plan
Risk management
The risk assessment process will be used by the management team to ensure risk control methods are included in all organisational planning, management of operations and governance.
DefinitionsThe following definitions are based on the Australian and New Zealand Risk Management Standard AS/NZS 4360:2004.
Risk
The chance of something happening which will have an impact upon objectives.
It is measured in terms of consequence and likelihood.
Likelihood
A qualitative description or synonym for probability or frequency.
Consequence
The outcome of an event or situation, expressed qualitatively or quantitatively, being a loss, injury, disadvantage or gain. There may be a range of possible outcomes associated with an event.
Risk assessment
The overall process of risk analysis and risk evaluation.
Risk treatment/control methods
Selection and implementation of appropriate options for dealing with risk. Conceptually, treatment options will involve one or a combination of the following five strategies:
Avoid the risk.
Reduce the likelihood of occurrence.
Reduce the consequences of occurrence.
Transfer the risk.
Retain/accept the risk.
Risk management process
The systematic application of management policies, procedures and practices to the tasks of establishing the context, identifying, analysing, evaluating, treating, monitoring and communicating risk.
Risk assessment legend
Source: https://www.google.com.au/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&docid=7GxmjjGohwE9SM&tbnid=MciNt9M2FGx6JM:&ved=0CAUQjRw&url=http%3A%2F%2Fwww.backwoodshome.com%2Fblogs%2FClaireWolfe%2F2012%2F10%2F23%2Fpreparedness-priorities-part-v%2Friskmatrix%2F&ei=S5drU4jXAqSa0QWh4YG4CQ&bvm=bv.66330100,d.ZWU&psig=AFQjCNGShq9oLNdqTeacWBtT2-Gc_zRn8w&ust=1399646355223547Risk assessment
Risk Consequences Severity Rating Likelihood Rating Treatment/control methods Person responsible
Boutique Build Australia
Performance Review
Performance Reviews are to be conducted as follows:
Agree on the date for a performance appraisal meeting to allow time to prepare.
Meet and openly and constructively discuss performance over the period.
The manager and the employee will agree any objectives and outcomes for the next appraisal period.
Training and development will be considered as part of the process.
Record outcome in the Performance Review Outcome included on the following page
Performance Review Outcome
Employee: (insert employees name)
Role: (insert employees role)
Date: (insert date)
Performance Guidance Overall rating Comments
Work product Dependability Cooperativeness Adaptability Communication Decision-making Service to clients Use of equipment Project planning Work group management Development agreement
The following development needs have been discussed and agreed to be undertaken over the next <number of> months.
Areas for development Actions
(Insert tasks, skills or behaviours that following discussions are agreed to require development here) (Insert activities that will assist in development. They could be class training at TAFE, on-the-job training, coaching from someone with the required skill here)
Employer Signature:
Employee Signature:
