Employee Planning And Performance Review Form

EMPLOYEE PLANNING AND PERFORMANCE REVIEW FORM


‫ذج ا ا وأداء ا‬ Employee Name:

Employee ID:


‫ا ا‬


‫ر ا‬

Classification:

Department:

‫ا!ی‬/ ‫اﺕ‬

‫ة‬#‫ا‬$‫ا‬

Type of Review (Please check one box. Temporary employees receive annual or additional reviews only.) ./ 0/12‫ي أو إ‬5 

.‫)ن *)( ﺕ‬78‫ ی‬9 :‫ ا‬9 ;‫ – ا‬$%‫  *)( ﺏ& وا‬+,‫ ی( ا‬،‫ ع اا‬ 1st Probationary/ ‫

 ا@ول‬.‫ ا‬/‫ر‬1!‫ا>ﺥ‬/< ;‫ا‬ nd

2 Probationary 01A‫

 ا‬.‫ ا‬/‫ر‬1!‫ا>ﺥ‬/< ;‫ا‬ 3rd Probationary B1A‫

 ا‬.‫ ا‬/‫ر‬1!‫ا>ﺥ‬/< ;‫ا‬ Additional Reason: ‫ب أﺥى‬1!‫ا‬ st th (Annual Reviews reflect performance from July 1 – June 30 of each fiscal year.) Annual ‫ي‬5

( 1‫ ا‬5H‫یان ا‬J% 30 (%‫ ﺕز و‬01 9
‫ ا‬1% FG‫ی ﺕ‬5H‫)اا ا‬

Review Period (‫ا‬ 5/L+

From

‫ة اا‬/ 9 5/L+

To Month/Year

Month/Year  ‫ وآ  اهاف ا‬،‫"!  وأداء ا‬#‫ ذج ﻡا ا‬

0/  1‫اء ا‬J@‫ ا‬M‫أآ‬

Complete the following sections of the Employee Planning and Performance Review Form as well as the Goal Setting Sheet. PLEASE NOTE: •

Before completing this form with the employee being reviewed, please discuss and review it with your Administrative Services Manager (ASM).

•

Issues of attendance, reliability, dependability, etc. should be addressed in Section IV, Item B.

•

Any questions or concerns regarding the performance review process should be directed to your ASM or Benefits and Staff Human Resources.

1

:)‫ﺡ‬+‫ی' ﻡ‬

(‫ ی‬،Q

.‫ي ی ﺕ‬R‫ذج & ا
ا‬5‫ا ا‬R‫ل ه‬1‫ إآ‬M! ‫ت‬1$‫ة ا‬#‫ی دا‬$ & 

.‫ وا ا‬U15 Z‫ ی‬..V‫  ا‬W.>‫دی وا‬1*>‫ وا‬،‫ر‬X8‫ت ا‬1*2 .(‫ )ب‬$5!‫ ااﺏ& – ا‬H.‫ ا‬0/ 1L ‫اق ا‬ (‫ ا‬Q‫ أن ﺕ‬Z‫ل إاءات ا ا@داء ی‬% ‫رات‬1H;‫ اي ا‬.‫ی‬U!‫در ا‬17‫ وا‬1‫ای‬J‫ ا‬0; ‫ أو‬،‫ت‬1$‫ة ا‬#‫ی دا‬$

Revised 6/09

SECTION I ‫ ا@ول‬H.‫ا‬ REQUIRED CRITERIA ‫ی  ا)ﺏ‬1‫ ا‬/\#17‫ا‬ ‫!ل‬.‫  ا‬a‫ و‬Q‫ى ﺏ‬$8‫ي ی‬R‫ذج ا‬5‫یات ا‬$.‫ ﺕ‬9 MG ‫ری‬1!‫دة إ‬$‫) ا‬A@‫ ا‬.]/ M‫ آ‬0/ ^

.‫* ﺕ‬$ ‫دة‬$8 ‫) )ك‬A‫م أ‬$‫)ا‬ (Use specific behavioral examples to support ratings in every category. Specific examples are mandatory for both exemplary and unacceptable ratings.)

:. 4 12# ‫  – أه‬. ‫رات ا‬12‫ ا‬-1 1. JOB SKILLS - Importance to Position  1‫ ا‬Critical ‫ا‬$ 1‫ ه‬Very Important .1L 0; ‫ اﺹ
ا‬0/ MZH ‫ ه‬1‫ ا ; آ‬cRL  ; ‫م ا‬1L‫دی ا‬, ‫رات ا)ﺏ‬$.‫ا*! ا‬

1‫ ه‬Important

Consider the ability needed to perform the major responsibilities of this job as noted in the position description.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

‫رات‬1dddL ‫ار‬ddd1‫ ﺏ‬dddLe‫ی‬ ddd)a‫ أ‬ddd‫دی‬1‫ ﺕ‬0ddd/  #15Addd‫ا‬  ; ‫ ا‬Q‫ﺕ‬1 ]H Consistently demonstrates exceptional skills in performing the major responsibilities of this job.

‫ء‬15A1‫ی ﺏ‬$ Commendable

$dd‫ی‬J‫رات ﺕ‬1ddL ddLe‫ ی‬1dd!1a ddddddd‫دی‬, ‫ب‬ddddddd)‫ ا‬9ddddddd*  ; ‫ت ا‬1 ]H‫ا‬ Often demonstrates skills that exceed those needed to perform the major responsibilities of this job.

02 Satisfactory

0dd;‫رات ﺕ‬1ddL 1dd#‫ دا‬ddLe‫ی‬ d‫ ه‬1d 9d* 1d1 %‫ أ‬$‫ی‬J‫ ﺕ‬$‫و‬ Q‫ﺕ‬1 ]dddH ddd‫دی‬, ‫ب‬ddd)  ; ‫ا‬ Regularly demonstrates skills that meet and periodically may exceed those needed to perform the major responsibilities of this job.

9 H8‫ج ﺕ‬18‫ی‬

‫!ل‬.  a

Needs Improvement

‫ر‬1ddL‫ ا‬9dd* JddZ‫ ی‬1dd 1dd!1a ddd‫دی‬, ddd‫رات ا)ﺏ‬1ddL‫ا‬  ; ‫ ا‬Q‫ﺕ‬1 ]H Often fails to demonstrate skills needed to perform the major responsibilities of this job.

Unacceptable

‫ر‬1ddddL‫ ا‬9dddd* 1dddd#‫ دا‬JddddZ‫ی‬ dde dd‫رات ا)ﺏ‬1ddL‫ا‬ ،dddddddddd ; ‫ ا‬Q‫ﺕ‬1 ]ddddddddddH 51 ‫ار‬6 ‫ذ‬1"‫ب اﺕ‬4!‫ﻡ‬ Consistently fails to demonstrate skills needed to perform the major responsibilities of this job. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

. 4 <# ‫ – أه‬9:;‫ ا‬5‫ آ  ا‬-2 2. AMOUNT OF WORK ACCOMPLISHED - Importance to Position Important ‫م‬1‫ه‬ ; ‫ ا‬cRL ‫اف‬$‫م وا@ه‬1L‫ی ا‬,‫ ﺏ‬h)‫ ی‬1 0/ ‫دى‬:‫ ا‬M‫ا*! آ  ا‬

Critical

01‫ا‬

Very Important ‫ا‬$

‫م‬1‫ه‬

Consider the amount of work performed as it relates to achieving the tasks and goals of this position.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

ddddddd ‫ار آ‬ddddddd1‫ ﺏ‬iddddddd5‫ی‬ cRd‫ ه‬0/ M‫ ا‬9  #15A‫ا‬ ; ‫ا‬ Consistently produces an exceptional amount of work for this position.

‫ء‬15A1‫ی ﺏ‬$ Commendable

 #15Add‫ ا‬dd ‫ آ‬1dd!1a idd5‫ی‬ ‫ق‬ddddd;‫ي ی‬Rddddd‫ ا‬Mddddd‫ ا‬9ddddd ; ‫ ا‬cR‫ی  ه‬1 Often produces an amount of work that is substantially above the standards for this position.

02 Satisfactory

9dd dd ‫ار آ‬dd1‫ ﺏ‬idd5‫ی‬  ‫ی‬1ddd‫ ﺏ‬0ddd;‫ي ی‬Rddd‫ ا‬Mddd‫ا‬ $dddd‫ی‬J‫ ی‬$dddd‫ و‬dddd; ‫ ا‬cRdddd‫ه‬ 11 %‫ أ‬1L5* Regularly produces an amount of work that meets the standards set for this position and periodically may exceed them.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

‫ج‬1dd‫ ا‬9dd* JddZ‫ ی‬1dd 1dd!1a  ‫ی‬1ddd‫ ﺏ‬0ddd;‫ي ی‬Rddd‫ ا‬Mddd‫ا‬ .; ‫ ا‬cR‫ه‬ Often fails to produce an amount of work that meets the standards set for this position.

‫!ل‬.  a Unacceptable

d ‫ج آ‬1d‫ ا‬9* 1#‫ دا‬JZ‫ی‬  ‫ی‬1dd1‫ ﺏ‬0dd;‫ ﺕ‬0dd‫ ا‬Mdd‫ا‬ ، dddd; ‫ ا‬cRddddL ‫دة‬$dddd8‫ا‬ 51 ‫ار‬6 ‫ذ‬1"‫ب اﺕ‬4!‫ﻡ‬ Consistently fails to produce an amount of work that meets the standards set for this position. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

2

Revised 6/09

:. 4 <; ‫ أه‬:5‫ دة ا‬-3 3. QUALITY OF WORK - Importance to Position

Critical

01‫ا‬

Very Important

‫ا‬$ ‫م‬1‫ه‬

Important

‫م‬1‫ه‬

‫ر‬1. M‫ ا*! ا‬.‫د‬$8‫ ا‬j‫ ا‬0/ Q‫ﺕ‬1L ‫م‬1‫دی واﺕ‬,‫ ﺕ‬0/
‫ ا‬1L!‫ ی‬0‫ت ا‬1‫ر‬$‫ وا‬،
‫ل ا‬1*‫ل أ‬1Ga‫ءة و‬1;G‫  وا‬e5‫ وا‬$‫إ*! ا‬ .M‫ن دة ا‬1X ‫اف ا)ب‬+@‫  ا‬G‫ اه ﺏ‬1X‫ ای‬.; ) ‫اف‬$‫ی  ا@داء وا@ه‬1 ‫& دة‬ Consider accuracy, organization, effectiveness, and completeness of the employee’s work. Degree to which the employee follows through on assignments and completes them on time. Consider how the work compares to quality performance standards and goals for the employee’s position. Also consider the amount of supervisory review required to assure work quality.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

ddddddd ‫ار آ‬ddddddd1‫ ﺏ‬iddddddd5‫ی‬ ‫ق‬dd;‫ ﺕ‬Mdd‫ ا‬9dd  #15Add‫ا‬ ‫ت‬1dddd‫ی  ا@داء وا‬1dddd jddd‫ ا‬0ddd/ ddd; ‫ ا‬cRdddL 9dddd ‫ر‬$dddd Mdddd,‫ ﺏ‬dddd15‫ا‬ .‫اف‬+‫ون إ‬$‫اف أو ﺏ‬+k‫ا‬

Produces exceptional work that consistently exceeds performance standards and expectations for this position in a timely manner with minimal or no supervision.

‫ء‬15A1‫ی ﺏ‬$ Commendable

 #15Add‫ ا‬dd ‫ آ‬1dd!1a idd5‫ی‬  ‫ی‬1ddd ‫ق‬ddd;‫ ﺕ‬Mddd‫ ا‬9ddd cRddddddddL ‫ت‬1dddddddd‫ا@داء وا‬ 15‫ ا‬j‫ ا‬0/ ; ‫ا‬ ‫اف أو‬dd+k‫ ا‬9dd ‫ر‬$dd Mdd,‫ﺏ‬ .‫اف‬+‫ون إ‬$‫ﺏ‬

Often produces work that is substantially above performance standards and expectations for this position in a timely manner with minimal supervision.

02 Satisfactory

Mddd* ddd ‫م آ‬1ddde1‫ ﺏ‬iddd5‫ی‬ ‫ی  ا@داء‬1dddddddddddd‫ ﺏ‬0dddddddddddd;‫ﺕ‬ 0/ ; ‫ ا‬cRL ‫ت‬1‫وا‬ ‫ى‬H,‫ وﺏ‬15‫ ا‬j‫ا‬ .‫اف‬+@‫ ا‬9 15‫ا‬

Regularly produces work that meets performance standards and expectations for this position in a timely manner with the appropriate level of supervision.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

‫ج‬1dd‫ ا‬9dd* JddZ‫ ی‬1dd 1dd!1a  ‫ی‬1ddd‫ ﺏ‬0ddd;‫ي ی‬Rddd‫ ا‬Mddd‫ا‬ cRdddd‫ ه‬9dddd ‫ت‬1dddd‫أداء وا‬ 0dd/ 1dL)G‫أو > ی‬/‫ و‬d; ‫ا‬ ‫ج‬1ddd8‫ وی‬،ddd15‫ ا‬jddd‫ا‬ ‫ى‬ddddH‫ ا‬9dddd ddddA‫( أآ‬dddd‫ا‬ .‫اف‬+@‫ ا‬9 15‫ا‬ Often produces work that fails to meet performance standards and expectations for this position and/or is not completed in a timely manner; more than the appropriate level of supervision is required.

‫!ل‬.  a Unacceptable

‫ج‬1dd‫ ا‬9d* ‫ار‬dd1‫ ﺏ‬JdZ‫ی‬  ‫ی‬1ddd‫ ﺏ‬0ddd;‫ي ی‬Rddd‫ ا‬Mddd‫ا‬ cRdddd‫ ه‬9dddd ‫ت‬1dddd‫أداء وا‬ 0dd/ 1dL)G‫أو > ی‬/‫ و‬d; ‫ا‬ ‫ج‬1ddd8‫ وی‬،ddd15‫ ا‬jddd‫ا‬ ‫دي‬1ddd* ddd a ‫ى‬dddH (ddd‫ا‬ .‫اف‬+@‫ ا‬9 51 ‫ار‬6 ‫ذ‬1"‫ب اﺕ‬4!‫ﻡ‬ Consistently fails to produce work that meets the performance standards and expectations for this position and/or is not completed in a timely manner; an unusually high level of supervision is required. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

3

Revised 6/09

:. 4 12# ‫ اه‬:‫درات‬1>‫ ا‬-4 4. INITIATIVE- Importance to Position

Critical

01‫ا‬

Very Important

‫ا‬$ ‫م‬1‫ه‬

Important

‫م‬1‫ه‬

0/ !a‫ وا‬،M‫ت ا‬1l1U5‫درة ﺏ‬1!‫ وا‬،‫ء‬1‫ ا@ﺥ‬m 87‫ واف *)( وﺕ‬،M‫ ا)ب ا‬0/ ‫ت‬15 H8‫ ﺕ‬M* 0/ ).H ‫ل‬1*‫ذ أ‬1‫ اﺕ‬0/ !a‫إ*! ا‬ .‫ة‬#‫ا‬$‫ ا@داء ا;دي وأداء ا‬9 H8 ‫ق‬l 9* B8!‫ا‬ Consider willingness to take independent action in making improvements to work methods, identifying and correcting errors, initiating work activities, and willingness to seek ways to improve individual and departmental job performance.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

‫ر‬1dG/‫ أ‬$d ‫ار ﺏ‬1‫م ﺏ‬.‫ی‬ 1L,ddddd+ 9dddd dddd n) ‫ءة‬1dddd5‫ﺏ‬ ‫أو‬/‫ و‬Mddd‫ءة ا‬1ddd;‫ آ‬9 dddH8‫ﺕ‬ Bd8!‫ وی‬.M‫ ا‬M‫آ‬1U M8‫ﺕ‬ 9dH8‫ق ﺕ‬dl 9* ‫ار‬1‫ﺏ‬ ‫ة‬#‫ا‬$ddddd‫دي و ا‬ddddd;‫ا@داء ا‬ 9dd ‫ت‬1dd‫ق ا‬dd;‫ ﺕ‬0dd‫وا‬ ‫رك‬1dddddU‫ وی‬،ddddd; ‫ ا‬cRddddd‫ه‬ ‫ة‬#‫ا‬$dd‫ت ا‬1dd18‫ار ﺏ‬dd1‫ﺏ‬ 0dd;‫ ﺕ‬0dd‫ل ا‬1dd*@1‫م ﺏ‬dd.‫وی‬ . /‫ا‬+‫ت ا‬1 )‫ون ﺕ‬$‫ ﺏ‬1L‫ﺏ‬

Consistently generates constructive ideas for change that will improve work effectiveness and/or address work problems. Consistently seeks ways to improve individual and department performance that go beyond expectations for this position. Consistently anticipates departmental needs and takes action to meet them without supervisory direction.

‫ء‬15A1‫ی ﺏ‬$ Commendable

‫ءة‬1d5‫ر ﺏ‬1dG/‫ح أ‬d.‫ ی‬1d 1!1a 9 dddH8‫ ﺕ‬1L,ddd+ 9ddd ddd

n) M‫آ‬1ddddU Mdddd8‫أو ﺕ‬/‫ءة و‬1dddd;‫آ‬ 9dddd* Bdddd8!‫ ی‬$dddd‫ و‬.Mdddd‫ا‬ ‫ ا@داء‬9 ddddddddddH8 ‫ق‬ddddddddddl 0d‫ة وا‬#‫ا‬$d‫ا;دي وإداء ا‬ cRdddd‫ ه‬9dddd ‫ت‬1dddd‫ق ا‬ddd;‫ﺕ‬ ‫ف‬dd‫ ی‬1dd ‫ا‬d A‫ آ‬.dd; ‫ا‬ ‫م‬d.‫ة وی‬#‫ا‬$d‫ت ا‬1d1% ()* ‫ون‬$‫ ﺏ‬1L‫ ﺏ‬0;‫ ﺕ‬0‫ل ا‬1*@1‫ﺏ‬ . /‫ا‬+‫ت ا‬1 )‫ﺕ‬

Often suggests constructive ideas for change that will improve work effectiveness and/or address work problems. May seek ways to improve individual and department performance that go beyond expectations for this position. Often anticipates department needs and takes actions to meet them with little supervisory direction.

02 Satisfactory

‫ءة‬1ddd5‫ر ﺏ‬1ddG/‫ أ‬1dd#‫ح دا‬dd.‫ی‬ 9 ddH8‫ ﺕ‬1L,dd+ 9dd dd

n) M‫آ‬1dddU Mddd8‫أو ﺕ‬/‫ءة و‬1ddd;‫آ‬ 1dd‫ دوری‬Bdd8!‫ ی‬$dd‫ و‬.Mdd‫ا‬ ‫ ا@داء‬9 ddH8 ‫ق‬ddl 9dd* ‫ة‬#‫ا‬$dddddddd‫دي وأداء ا‬dddddddd;‫ا‬ 9d ‫ت‬1d‫ق ا‬d;‫ ﺕ‬0‫وا‬ ‫ف‬ddddd‫ ی‬.ddddd; ‫ ا‬cRddddd‫ه‬ ‫ت‬1ddddd1% (ddddd)* ‫م‬1ddddde1‫ﺏ‬ ‫ل‬1ddd*@1‫م ﺏ‬ddd.‫ة وی‬#‫ا‬$ddd‫ا‬ ‫د‬dd‫ و‬$dd5* 1ddL‫ ﺏ‬0dd;‫ ﺕ‬0dd‫ا‬ 9dddddd dddddd15 ‫ى‬ddddddH . /‫ا‬+k‫ت ا‬1 )‫ا‬ Regularly suggests constructive ideas for change that will improve work effectiveness and/or address work problems. Periodically may seek ways to improve individual and department performance that go beyond expectations for this position. Regularly anticipates departmental needs and takes action to meet them with an appropriate level of supervisory direction.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

9d ‫ق‬dl 9* B8!‫ > ی‬1!1a Md8‫أو ﺕ‬/‫ءة و‬1;‫ آ‬9 H8‫ ﺕ‬1L,+ ‫ح‬dd.‫درا ی‬1dd‫ و‬.Mdd‫ ا‬M‫آ‬1ddU 0dddd‫ وا‬dddd

n) ‫ءة‬1dddd5‫ر ﺏ‬1ddddG/‫ا‬ Mddd8‫أو ﺕ‬/‫ءة و‬1ddd;‫ آ‬9d d 9dddH8‫ﺕ‬ (ddd‫ج ا‬1ddd8‫ ی‬. Mddd‫ ا‬M‫آ‬1dddU ‫م‬1dddddddd .) )dddddddd7; ‫ت‬1dddddddd )‫ﺕ‬ .‫ة‬$‫ی‬$Z‫ت ا‬1L1‫ﺏ‬

Often does not seek ways to improve individual and departmental performance. Seldom suggests constructive ideas for change that will improve work effectiveness and/or address work problems. Requires explicit instructions to undertake a new task.

‫!ل‬.  a Unacceptable

82‫ اا‬M‫آ‬1U‫ ا‬1#‫ دا‬ML‫ی‬ ddd] ‫( ﺏ‬ddd)* 1 !)ddd ‫ﺙ‬:ddd‫ ﺕ‬0ddd‫ا‬ ddd./  ]dddH‫ ا‬Mddd!.‫ ی‬.Mddd‫ا‬ > .ddddd‫دی‬1‫ت ا‬1ddddd!‫ اا‬9ddddd* ‫ار او‬ddddd>‫ ا‬0ddddd/ ddddda‫ی‬ ‫وت‬$dddddd‫ ﺏ‬dddddL ‫ي‬1ddddd‫ء ﺏ‬$ddddd!‫ا‬ 9ddddddddd )ddddddddd7; ‫ت‬1ddddddddd )‫ﺕ‬ .‫ف‬U‫ا‬ .51 ‫ار‬6 ‫ذ‬1"‫ب إﺕ‬4!‫ﻡ‬

Consistently ignores obvious problems that will negatively affect the work environment. Only accepts responsibility for regular duties. Unwilling to start or continue any task without detailed instructions from supervisor. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

4

Revised 6/09

:. 4 12# ‫ ﻡى أه‬-5‫ ا‬A ‫ ﺏ‬CD  E#‫ت ا‬1>4!#‫ء ﺏ‬1D‫ ا‬-5 5. MEETING CHANGING DEMANDS OF THE WORK ENVIRONMENT Importance to Position Critical 01‫ا‬ Very Important ‫ا‬$ ‫م‬1‫ه‬ Important ‫م‬1‫ه‬

،‫ة‬$‫ی‬$Z‫ ا‬1 5G‫د ا‬1*>‫ و‬،‫ة‬$‫ی‬$Z‫ام ا@اءات ا‬$‫ ا‬0/ !a‫ ا‬1L / 1‫ ﺏ‬M‫ ﺏ ] ا‬0/ ‫وف‬e‫

ات ا‬n‫ ﺕ‬05!‫ ﺕ‬0/ !a‫ ی\ ا‬1 / .

n1‫ ﺏ‬.)‫ت ا‬1l1U5‫ ا‬h !‫ ﺕ‬0/ ‫ة‬$*1H‫وا‬ Consider willingness to adapt to changing conditions in the work environment including willingness to utilize new procedures, to adapt to new technology, and to assist in implementing change-related activities.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary



n‫ت ﺕ‬1!‫ار ﺕ‬1‫ ﺏ‬L;‫ی‬ ()* ‫در‬1‫ و‬M‫ت ا‬1!) cR‫ءة & ه‬1;G‫
ﺏ‬G‫ا‬ ‫ت‬1%. ‫م‬$.‫ ی‬،‫ ات‬n‫ا‬ ،
G‫

 وا‬n) ‫ءة‬15‫ﺏ‬ ‫ار‬1‫ ﺏ‬9‫ﺥی‬p‫ ا‬$*1H‫وی‬ .‫

ات‬n‫ ا‬h !‫*)( ﺕ‬ Consistently understands the implications of changing work demands and is able to adapt effectively to those changes. Provides constructive suggestions for change and adaptation. Consistently assists others to adapt to the changes.

‫ء‬15A1‫ی ﺏ‬$ Commendable

02 Satisfactory



n‫ت ﺕ‬1!‫ ﺕ‬1!1a L;‫
& ی‬G‫در *)( ا‬1 ‫دة‬1* ‫ن‬G‫ی‬ ()* ‫در‬1‫ و‬M‫ت ا‬1!) ()* ‫در‬1‫ و‬. M‫ت ا‬1!) cR‫ءة & ه‬1;G‫
ﺏ‬G‫ا‬ 

n) ‫ت‬1%. ‫ی‬$.‫ﺕ‬ ‫ة‬$  ‫ت‬1%. ‫م‬$.‫ ی‬،‫ ات‬n‫ا‬ & ‫ا‬$  M‫ وی‬،
G‫وا‬ & M‫ وی‬،
G‫

 وا‬n) .‫

ات‬n‫ ا‬h ! 9‫ﺥی‬p‫ا‬ ‫ت‬1!)1‫ء ﺏ‬1/) 9‫ﺥی‬p‫ا‬ .Z5 ‫ﺏق‬ Often understands the implications of changing work demands. Provides good suggestions for change and adaptation and works with others to meet the new demands in productive ways.

Regularly is able to adapt to changing work demands. Is able to make suggestions for change and to work well with others to implement the changes.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

‫!ل‬.  a Unacceptable

 n‫
& ﺕ‬G‫ ا‬0/ ‫ ا‬A‫ آ‬MU;‫
& ی‬G‫ ا‬0/ ‫ار‬1‫ ﺏ‬MU;‫ی‬ ‫م‬$.‫ و> ی‬.M‫ت ا‬1!) ‫وم‬1.‫ و ی‬.M‫ت ا‬1!)  n‫ﺕ‬ ‫وم‬1.‫ ی‬$‫

 و‬n) ‫ت‬1%. .‫وری‬X‫

ات ا‬n‫ ا‬M* .‫وری‬X‫

ات ا‬n‫ ا‬M* .9‫ﺥی‬p‫ون & ا‬1‫ ا‬q/‫وی‬ ‫ري‬D ‫ب إاء‬4!‫ﻡ‬

Often fails to adapt to changing work demands. Does not make suggestions for change and may resist making the necessary changes.

Consistently fails to adapt to changing work demands. Resists making the necessary changes and refuses to cooperate with others. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

5

Revised 6/09

:54 12# ‫ ﻡى أه‬: H"I‫ت ا‬16+‫ ا‬-6 6. INTERPERSONAL RELATIONSHIPS - Importance to Position

Critical 01‫ا‬

Very Important

‫ا‬$ ‫م‬1‫ه‬

Important

‫م‬1‫ه‬

M+‫ أ‬1!15 ^‫ن ذ‬1‫ا آ‬Ra‫ و‬، 9#1‫ﺏ‬J‫آ وا‬U‫ ا‬0/ 9‫ﺥی‬p‫ص ا‬1+@‫ وا‬M‫ء ا‬W‫آ & ز‬U M* ‫ت‬1W* ‫ وإدا‬F ,‫ ﺏ‬h)‫ ی‬1 / .;)‫ت ا‬1/1.A‫س ذوي ا‬15‫ ا‬9 ‫ت ﺏ‬1/W‫>ﺥ‬1‫ ﺏ‬/‫و ا‬/‫  ـ‬1H8‫ر ا‬1!*>‫ ا‬9 ‫ ﺏ‬R‫ ﺥ‬.‫م‬1‫ر ا‬LZ‫ر  وا‬1‫ت ا‬1LZ‫ا‬ Consider willingness to establish and maintain cooperative working relationships with co-workers and other members of the Company; if appropriate include external agencies and the general public. Consider sensitivity to and awareness of differences in people of diverse backgrounds.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

‫ء‬15A1‫ی ﺏ‬$ Commendable

‫ة‬$  ‫ت‬1W* ()* 1#‫ دا‬u/18‫ة ی‬$  ‫ت‬1W* ()* 1!1a u/18‫ی‬ 9 ‫ى‬H /‫ وی‬،9‫ﺥی‬p‫ & ا‬9 ‫ى‬H /‫ وی‬،9‫ﺥی‬p‫& ا‬ 1‫ی ﺏ‬.‫ وا‬J‫ وای‬،‫ة‬$*1H‫ ا‬1‫ی ﺏ‬.‫ وا‬J‫ وای‬،‫ة‬$*1H‫ا‬ 9 ‫ ا)ب‬9* ‫ ا‬A‫ آ‬$‫ی‬J‫ی‬ 9 ‫ ا)ب‬9* ‫ ا‬A‫ آ‬$‫ی‬J‫ی‬ M‫ ا‬0/ Q‫ﺕ‬1W* .; ‫ا‬ M‫ ا‬0/ Q‫ﺕ‬1W* .; ‫ا‬  ‫ﺏ‬1Z‫ء ﺏ ] ای‬15‫ ﺏ‬0/ L1H‫ﺕ‬ . ‫ﺏ‬1Z‫ء ﺏ ] ای‬15‫ ﺏ‬0/ L1H‫ﺕ‬ .‫ی‬ Consistently maintains exceptional relationships with others, providing a very high level of assistance, reinforcement, and support that goes beyond that required by the position. Work relationships contribute to a strong positive environment.

Often maintains very good relationships with others, providing a level of assistance, reinforcement, and support that goes beyond that required by the position. Work relationships contribute to a positive environment.

02 Satisfactory

‫ت‬1W* ()* ‫دة‬1* u/18‫ی‬ /‫ وی‬،9‫ﺥی‬p‫ة & ا‬$  ،‫ة‬$*1H‫ ا‬9 ‫ى‬H !15‫ی ا‬.‫ وا‬J‫وای‬ .; )

Regularly maintains good relationships with others, providing a level of assistance, reinforcement, and support appropriate for the position.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

& Q‫ﺕ‬1W* 0/ M‫آ‬1U Q‫ی‬$ ‫دة‬1* ‫ر‬1L‫ إ‬0/ MU;‫ وی‬،9‫ﺥی‬p‫ا‬ ‫ت‬11% c1Z‫  ﺕ‬1H8‫ا‬ 0/  )*1;‫ ﺏ‬$*1H‫ و> ی‬،9‫ﺥی‬p‫ا‬ .9‫ﺥی‬p‫ی ود* ا‬.‫ﺕ‬

Often has problems relating to others and fails to demonstrate sensitivity to others’ needs; does not actively assist, reinforce, or support others.

‫!ل‬.  a Unacceptable

0/ M‫آ‬1U ‫ار‬1‫ ﺏ‬Q‫ی‬$ Q7.5‫ ی‬،9‫ﺥی‬p‫ & ا‬Q‫ﺕ‬1W* /15‫ ﺕ‬0/ ‫ وه‬،9‫ﺥی‬p‫ام ا‬%‫ا‬ ،9‫ﺥی‬p‫ت ا‬11% & .‫ري‬D ‫ب إاء‬4!‫ﻡ‬

Consistently has problems relating to others, lacks respect for others, and is indifferent to others’ needs. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

6

Revised 6/09

:. 4 12# ‫ أه‬:5‫آ‬1I‫ ا‬5‫ ﺡ‬-7 7. PROBLEM SOLVING- Importance to Position

Critical

01‫ا‬

Very Important

‫ا‬$ ‫م‬1‫ه‬

Important

‫م‬1‫ه‬

.15‫ ا‬j1‫ وﺏ‬1 )* 1L. !‫ وﺕ‬،!15 )‫ی‬$‫)ل ﺏ‬% (‫ ود اﺹل ا‬،W.H M‫آ‬1U‫ \ ا‬U‫ اف *)( وﺕ‬0/ !a‫ا‬ Consider willingness to recognize and independently diagnose problems, accurately develop appropriate alternatives, and implement practical and effective solutions in a timely manner.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

‫ت‬11% 0/ ‫رك‬1U‫ار ی‬1‫ﺏ‬ 1L‫ء ﺏ‬1/) M‫ وی‬M‫ن ا‬1G 0/ $‫ ا‬9 0#15A‫ى ا‬H‫ﺏ‬ M%‫ \ و‬U‫ا@دراك وا‬ M‫آ‬1U‫ ا‬1L / 1‫ ﺏ‬M‫آ‬1U‫ا‬ j‫ ا‬0/‫ و‬،‫ا‬$ .‫ ﺕ‬A‫ا@آ‬ .15‫ا‬

Consistently anticipates workplace needs and works to meet them with an exceptional level of accuracy in recognizing, diagnosing, and resolving problems, including the most complex, in a timely manner.

‫ء‬15A1‫ی ﺏ‬$ Commendable

‫ن‬1G ‫ت‬11% ‫رك‬$‫ ی‬1!1a 1L‫ء ﺏ‬1/) M‫ وی‬M‫ا‬ 0/ $‫ ا‬9 ‫ل‬1* ‫ى‬H‫ﺏ‬ M%‫ \ و‬U‫ا@دراك وا‬  a M‫آ‬1U‫ ا‬1L / 1‫ ﺏ‬M‫آ‬1U‫ا‬ j‫ ا‬0/‫ و‬، 5 ‫اوﺕ‬ .15‫ا‬

Often anticipates workplace needs and works to meet them with a high level of accuracy in recognizing, diagnosing, and resolving problems, including non-routine problems, in a timely manner.

02 Satisfactory

‫ اف‬0/ U ‫دة ه‬1* M‫ن ا‬1G ‫ت‬11% ()* j‫ ا‬0/ 1/ >)% ‫ویر‬ \U‫رك وی‬$‫ ی‬،15‫ا‬ ‫رج‬1‫;دا وﺥ‬5 M‫آ‬1U‫ ا‬M8‫وی‬ .; ‫ق ا‬1 9*

Regularly is effective in anticipating workplace needs and developing effective solutions in a timely manner. Recognizes, diagnoses, and resolves problems independently within the scope of the position.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

M‫آ‬1U‫رك ا‬$‫ > ی‬1!1a 0/‫ و‬M‫ ا‬0/  5 ‫اوﺕ‬ ‫ن‬1 %@‫ ا‬q‫ﺏ‬ M% M:‫ی‬/Ml1‫ی‬ Q5* i5‫ ی‬1 ،M‫آ‬1U‫ا‬ . 1>‫
ا‬2

Often does not recognize or misdiagnoses routine problems. Sometimes procrastinates in addressing problems, resulting in poor outcomes.

‫!ل‬.  a Unacceptable

‫ إدراك‬0/ ‫ار‬1‫ ﺏ‬MU;‫ی‬ 0/  5 ‫ اوﺕ‬M‫آ‬1U‫ا‬ ‫ن‬1 %@‫ ا‬q‫ ﺏ‬0/‫ و‬M‫ا‬ M% M:‫ی‬/Ml1‫ی‬ Q5* i5‫ ی‬1 ،M‫آ‬1U‫ا‬ ‫ا‬R‫  وه‬1>‫
ا‬2 ‫ *)( أداء‬1 !) :‫ﺙ‬:‫ی‬ .; ‫ا‬ ‫ذ إاء‬1"‫ب اﺕ‬4!‫ﻡ‬ .‫ري‬D Consistently fails to recognize or misdiagnoses routine problems. Procrastinates in addressing problems resulting in poor outcomes that negatively impact job performance. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

7

Revised 6/09

:. 4 12# ‫ اه‬:‫ی‬.I‫ت ا‬1H‫ اﺕ‬-8 8. VERBAL COMMUNICATION SKILLS- Importance to Position

Critical

01‫ا‬

Very Important

‫ا‬$ ‫م‬1‫ه‬

Important

‫م‬1‫ه‬

.‫س‬15‫ & ا‬M‫ ااﺹ‬$5* L;‫ ا‬9 $‫آ‬,‫ار وا‬1‫ع ﺏ‬1>‫ وا‬. ‫ ود‬82‫;ی وا‬+ ‫>ت‬17‫ﺕ‬1‫م ﺏ‬1 .‫رة *)( ا‬$.1‫ ﺏ‬h)‫ﺕ‬ Consider the ability to provide clear, concise, and effective verbal communication, and consistently listen and check for understanding when communicating with all people.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

‫ت‬1) ‫ار‬1‫ ﺏ‬/‫ی‬ . ‫ ود‬8 8‫ وﺹ‬82‫وا‬ 9‫ﺥی‬w  )*1;‫& ﺏ‬H‫ی‬ LL;‫ ﺕ‬9 $‫آ‬,‫ار ی‬1‫وﺏ‬ .L Q) ‫ع ااد ﺕﺹ‬2)

Consistently provides information that is exceptionally clear, concise, and complete; listens to others effectively and consistently verifies their understanding of what is being communicated.

‫ء‬15A1‫ی ﺏ‬$ Commendable

82‫ت وا‬1) /‫ ی‬1!1a &H‫ ی‬. ‫ ود‬8 8‫وﺹ‬ $‫آ‬,‫ ی‬1!1a‫ و‬9‫ﺥی‬w  )*1;‫ﺏ‬ ‫ع ااد‬2) LL;‫ ﺕ‬9 .L Q) ‫ﺕﺹ‬

Often provides information that is very clear, correct, and concise; listens to others effectively and often verifies their understanding of what is being communicated.

02 Satisfactory

‫ت‬1) /‫دة ی‬1* . ‫ ود‬8 8‫ وﺹ‬82‫وا‬ ‫ ویف‬9‫ﺥی‬w &H‫ی‬ ‫ع‬2) LL;‫*)( ﺕ‬ .L Q) ‫ااد ﺕﺹ‬

Regularly provides information that is clear, correct, and concise; listens to others and often verifies their understanding of what is being communicated.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

‫!ل‬.  a Unacceptable

)1‫  آ‬a ‫ت‬1) /‫ ی‬1!1a  a ‫ت‬1) ‫ار‬1‫ ﺏ‬/‫ی‬ 1!1a ،+U‫ و‬8 8‫  ﺹ‬a‫ و‬،+U‫ و‬8 8‫  ﺹ‬a‫) و‬1‫آ‬ 9‫ﺥی‬w ‫ع‬1>‫ ا‬0/ MU;‫ی‬ ‫ع‬1>‫ ا‬0/ MU;‫ ی‬1!1a LL;‫ اف *)( ﺕ‬0/‫و‬ ()* ‫ اف‬0/‫ و‬9‫ﺥی‬w .L Q) ‫ع ااد ﺕﺹ‬2) ‫ع ااد‬2) LL;‫ﺕ‬ .L Q) ‫ﺕﺹ‬ .51 ‫ذ إاء‬1"‫ب اﺕ‬4!‫ﻡ‬ Often conveys information that is incomplete, incorrect, or confusing; often fails to listen to others and to verify their understanding of what is being communicated.

Consistently provides information that is incomplete, incorrect, or confusing; consistently fails to listen to others and to verify their understanding of what is being communicated. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

8

Revised 6/09

SECTION II C 1J‫ ا‬KLM‫ا‬ OPTIONAL CRITERIA ‫ری‬1 #‫ اﺥ‬O1H‫ﺥ‬ < M#‫م ﺏ‬M‫ اي ﺕ‬1‫ ﺏ‬M4#‫ ا‬C‫ ا;اﺡ‬MD 5‫اآ‬ (Complete only those criteria that are pertinent to the employee you are appraising.)

:. 4 12# ‫ أه‬:‫ﺏ‬1#Q‫رات ا‬12‫ ﻡ‬-9 9. WRITING SKILLS - Importance to Position

Critical

01‫أ‬

Very Important

‫ا‬$ ‫م‬1‫ه‬

Important

‫م‬1‫ه‬

1. ‫ ود‬182‫ وا‬،1e5 ‫ب‬G‫ ا‬M‫ ا‬1L / ‫ن‬G‫ ی‬0‫ر ا‬$‫   ا( ا‬. &H) 15‫ى ا‬H‫ ا‬0/ ‫ﺏ‬1‫ت آ‬1)‫ ا‬9*  !‫رة ا‬$ !*‫إ‬ .‫ا‬7‫و‬ Consider ability to express information in writing at a level that is appropriate to the audience. Assess the degree to which written work is organized, clear, accurate, and concise.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

. ‫ ود‬،e5 1#‫ دا‬Q‫ﺕ‬1‫ﺏ‬1‫آ‬ ،1L5 ‫ض‬n1‫ ﺏ‬0;‫) وﺕ‬G‫و‬ ‫د‬1*>  #15A‫رات ا‬$ Q‫ی‬$ (‫ﺏ )ﺹل ا‬1‫ا)ب آ‬ 1 / ،05‫ري ا‬1.‫اف وا‬$‫ا@ه‬ ‫ة أو‬$.‫ت ا‬1 )1‫ ﺏ‬h)‫ی‬ .‫ح‬2‫ت ﺏ‬1)‫ا‬ Writing consistently is organized, precise, complete, and meets its stated objectives. Exceptional ability to adapt writing style to the objectives and intended readers and to relate complex instructions or information clearly.

‫ء‬15A1‫ی ﺏ‬$ Commendable

 .5‫ و‬82‫دة وا‬1* Q‫ﺕ‬1‫ﺏ‬1‫آ‬ ‫ي‬8‫ وﺕ‬،. ‫) ود‬G‫و‬ Q‫راﺕ‬1L ،!15‫ ا‬M ‫ﺹ‬1;‫ا‬ cR‫ت ه‬1!) ‫ وﺕ;ق‬$. .; ‫ا‬

Writing often is clear, logical, complete, and precise, including appropriate details. Skills are advanced and exceed the requirement of this position.

02 Satisfactory

‫ات‬$5H ‫م‬1e1‫ ﺏ‬/‫ی‬ ،. ‫ ود‬82‫ﺏ وا‬G ‫ ﺕ;ق‬$‫ و‬0;‫رات ﺕ‬1L‫ا‬ ‫ی  ا)ﺏ‬1‫ ا‬11 %‫أ‬ .; ‫ ا‬cRL

Regularly provides clear, concise, and effective written documents. Skills meet, and occasionally may exceed, those required of this position.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

‫!ل‬.  a Unacceptable

!.  a 1!1a Q‫ﺕ‬1‫ﺏ‬1‫آ‬ 01 $‫ی‬$8‫ ﺕ‬7‫ ا‬9 0/ ‫م‬1* 9 H8‫ج ا( ﺕ‬18‫م وﺕ‬$* ‫ أو‬،‫ء‬1‫! ا@ﺥ‬H‫ ﺏ‬Q‫ﺕ‬1‫ﺏ‬1‫آ‬  !‫ ا‬0/ MU;‫ ی‬1!1a .‫دة‬Z‫ا‬ ‫ أو‬، e5‫م ا‬$* ‫ل أو‬1‫ا>آ‬ ،‫ة‬$  .‫ت ﺏی‬1)‫ ا‬9*  n‫ت ا‬1‫ی‬8‫أو ا‬/‫ر و‬1G/@‫ا‬  a ‫ن‬1 %@‫ ا‬q‫ ﺏ‬0/ Q)*‫  ذات و‬a ‫ت‬1)‫ أو ا‬8 8‫ﺹ‬ .MG  a ‫أو‬/‫ و‬m2‫وا‬ .W‫ا‬ . >‫ آ‬R L‫ج ا' ﺕ‬1#‫ی‬ Writing often is unacceptable and needs improvement in overall quality. Often fails to express information well; work sometimes is unclear and/or incomplete.

Difficult to determine the meaning of written communication because of errors, incomplete or disorganized presentation of ideas, and/or inclusion of incorrect or irrelevant information. Major improvements are required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

9

Revised 6/09

:. 4 12# ‫ أه‬: K‫ی‬M#‫رات ا‬12‫ ﻡ‬-10 10. PRESENTATION SKILLS - Importance to Position

Critical

01‫ا‬

‫ا‬$ ‫م‬1‫ه‬ Important ‫م‬1‫ه‬ ‫ل‬1/ ‫ی‬$.‫ی ﺕ‬$.‫ ﺕ‬M*‫;ي و‬U‫ل ا‬17‫رة *)( ا>ﺕ‬$.‫ر ا‬$

Very Important

Consider the ability to communicate verbally and to make effective oral presentations.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

M* 0/ ‫ار ;ق‬1‫ﺏ‬ ،1/ ‫;ی‬+ ‫>ت‬17‫اﺕ‬  #15A‫رات ا‬$ Q‫ی‬$‫و‬ L‫ط ا‬1.5‫ ا‬M ‫ﺹ‬ !15 .‫ح ﺏی‬2‫ﺏ‬ .&H) Consistently excels at making effective oral presentations; has exceptional ability to convey important points clearly in a way that is appropriate to the audience.

‫ء‬15A1‫ی ﺏ‬$ Commendable

M  ‫ی‬1‫ ی;ق ا‬1!1a ،1/ ‫;ی‬+ ‫>ت‬17‫اﺕ‬ ‫ا‬$ ‫ة‬$  ‫رات‬$ Q‫ی‬$‫و‬ L‫ط ا‬1.5‫ ا‬M ‫ﺹ‬ !15 .‫ح ﺏی‬2‫ﺏ‬ .&H) Often exceeds the standards for making effective oral presentations; has very good ability to convey important points clearly in a way that is appropriate to the audience.

02 Satisfactory

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

‫ ی;ق‬11 %‫ وأ‬0;‫ ی‬1#‫دا‬ ‫>ت‬17‫ اﺕ‬M  ‫ی‬1‫ا‬ ‫رات‬$ Q‫ی‬$‫ و‬،1/ ‫;ی‬+ L‫ط ا‬1.5‫ ا‬M ‫ﺹ‬ !15 .‫ح ﺏی‬2‫ﺏ‬ .&H)

(‫ﺹل ا‬1‫ ﺏ‬MU;‫ ی‬،1!1a ‫;ی‬+ ‫>ت‬17‫ اﺕ‬M  ‫ی‬1‫ا‬ M ‫ ﺕﺹ‬0/ MU;‫ ی‬1!1a‫ و‬،1/ .‫ح ﺏی‬2‫ ﺏ‬L‫ط ا‬1.5‫ا‬ .&H) !15

Regularly meets, and may occasionally exceed, the standards for making effective oral presentations; has the ability to convey important points clearly in a way that is appropriate to the audience.

Often fails to meet the standards for making effective oral presentations; often fails to convey important points clearly or may not present them in a way that is appropriate to the audience.

‫!ل‬.  a Unacceptable

‫ اﺹل‬0/ ‫ار‬1‫ ﺏ‬MU;‫ی‬ ‫>ت‬17‫ اﺕ‬M  ‫ی‬1‫ا( ا‬ ‫ار‬1‫ ﺏ‬MU;‫ وی‬،1/ ‫;ی‬+ L‫ط ا‬1.5‫ ا‬M ‫ ﺕﺹ‬0/ !15 .‫ح ﺏی‬2‫ﺏ‬ .&H) .51 ‫ب إاء‬4!‫ﻡ‬ Consistently fails to meet the standards for making effective oral presentations; consistently fails to convey important points clearly or fails to present the points in a way that is appropriate to the audience. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

10

Revised 6/09

:. 4 12# ‫ أه‬:R1‫ﺏ‬91‫ل ﺏ‬1H‫ﺕ‬S‫رات ا‬12‫ ﻡ‬-11 11. CUSTOMER CONTACT SKILLS - Importance to Position

Critical

Very Important

Important

M‫ & آ‬Q)1‫ل ﺕ‬W‫ ﺥ‬M.‫ت وا‬1‫ر‬1‫ وا‬9H;5‫! ا‬2‫ص و‬8‫  وا‬1H‫ام ا‬$1‫دة ﺏ‬Z‫  ا‬1* $‫ ﺥ‬$‫وی‬J‫ ﺕ‬0/ !a1‫ ﺏ‬h)‫ ی‬1 / 1L )* M78‫ ی‬0‫ی اا ا‬Rn‫*  ا‬5‫ اه ﺏ‬1X‫ أی‬.9‫ واردی‬9‫س ا@ﺥی‬15‫ وا‬9#1‫ﺏ‬J‫ وا‬M‫ب ا‬18‫ واﺹ‬،‫ء‬WJ‫ وا‬9 )1‫)ا‬9#1‫ﺏ‬J‫ا‬ .9#1‫ﺏ‬J‫ ا‬9
‫ا‬ Consider willingness to provide consistent high-quality service using tact, courtesy, self-control, patience, and discretion during interactions with all customers (students, faculty, staff, the public, and/or outside agencies). Also consider the type of feedback that this employee receives from customers.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

‫ت‬1$‫ ا‬M‫ ی‬1#‫دا‬ 9#1‫ﺏ‬J) 0#15A‫ى ا‬H‫ﺏ‬ ،9

‫ر‬1‫ وا‬9

)‫اﺥ‬$‫ا‬ ‫ ه‬1 A‫ أآ‬M‫ ی‬1#‫ودا‬ ‫ء‬1/) ; ‫ ا‬9 ‫)ب‬ .9#1‫ﺏ‬J‫ت ا‬1!)‫ﺏ‬ Consistently demonstrates exceptional level of service to internal and external customers, going substantially beyond what is required of the position to meet customers’ needs.

‫ء‬15A1‫ی ﺏ‬$ Commendable

‫ت‬1$‫ ا‬M‫ ی‬1!1a 02 ‫ل‬1* ‫ى‬H‫ﺏ‬ 9

)‫اﺥ‬$‫ ا‬9#1‫ﺏ‬J) 1 1!1a‫ و‬،9

‫ر‬1‫وا‬ 9 ‫ ه )ب‬1 ‫ی;ق‬ ‫ت‬11%  !) ; J‫ا‬ .9#1‫ﺏ‬J‫ا‬ Often demonstrates very high level of service to internal and external customers, often going beyond what is required of the position to meet customers’ needs.

02

9 H8‫ج ﺕ‬18‫ی‬

Satisfactory

‫!ل‬.  a

Needs Improvement

‫ت‬1$‫ ا‬M‫دة ی‬1* 9#1‫ﺏ‬J) 02 ‫ى‬H‫ﺏ‬ ،9

‫ر‬1‫ وا‬9

)‫اﺥ‬$‫ا‬ 9 ‫ ه )ب‬1 M‫ی‬ ‫ت‬1!)‫ء ﺏ‬1/) ; ‫ا‬ .9#1‫ﺏ‬J‫ا‬

Unacceptable

‫ى‬H‫ت ﺏ‬1$‫ ا‬M‫دة ی‬1* 9

)‫اﺥ‬$‫ ا‬9#1‫ﺏ‬J) 02  a M* 0/ MU;‫ وی‬،9

‫ر‬1‫وا‬ ; ‫ ا‬9 ‫ ه )ب‬1 .9#1‫ﺏ‬J‫ت ا‬1!)‫ء ﺏ‬1/) ‫ی را‬Rn‫ *)( ﺕ‬M78‫وی‬ .9#1‫ﺏ‬J‫ ا‬9  !) Often demonstrates unsatisfactory level of service to internal and external customers, failing to do what is required of the position to meet customers’ needs. Receives negative feedback from customers.

Regularly demonstrates satisfactory level of service to internal and external customers, doing what is required of the position to meet customers' needs.


2 ‫ى‬H‫را ﺏ‬11‫دي ﺏ‬:‫ی‬ 9

)‫اﺥ‬$‫ ا‬9#1‫ﺏ‬J) $‫ ا‬9 M* 0/ MU;‫ وی‬،9

‫ر‬1‫وا‬ ‫ء‬1/) ; ‫ ا‬9 ‫ا)ب‬ ()* M78‫ ی‬.9#1‫ﺏ‬J‫ت ا‬1!)‫ﺏ‬ .9#1‫ﺏ‬J‫ ا‬9  !) ‫ی را‬Rn‫ﺕ‬ .‫ري‬D ‫ذ إاء‬1"‫ب اﺕ‬4!‫ﻡ‬ Consistently demonstrates poor level of service to internal and external customers, failing to do what is required of the position to meet customers’ needs. Consistently receives negative feedback from customers. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

:‫اﺵاف‬/‫دة‬1 M‫ت ا‬1 AL‫ ﻡ‬-12 12. SUPERVISORY/LEAD RESPONSIBILITIESImportance to Position Critical 01‫أ‬ Very Important ‫ا‬$ ‫م‬1‫ه‬

Important

‫م‬1‫ه‬

‫ی‬Rn‫ وﺕ‬8+‫ت وا‬1‫ ﺕ‬/‫ وی‬.1L‫ﺕ‬1‫ی‬1a‫ة و‬$%‫اف ا‬$‫ه‬,‫ء ﺏ‬1/) M‫ت ا‬1‫ی‬Z ‫ﺏ‬1‫ و‬q‫  وا;ی‬e5‫ وا‬، ‫رة *)( ا‬$.1‫ ﺏ‬h)‫ﺕ‬ .‫ا‬$‫ ﺏ‬Q‫ی‬$‫ی‬: M1‫ ی‬1#‫ ودا‬.#‫ دا‬F‫ *)( ا‬q‫ءة )ی‬15‫ﺏ‬ Consider ability to plan, organize, delegate, and follow up on work-flow to meet unit’s goals and objectives. Provides clear expectations and constructive feedback to subordinates on a consistent basis. Consistently treats subordinates fairly.

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

9 ‫ت‬1‫ ی;ق ا‬1#‫دا‬
‫ا‬/ ‫ف‬U‫ا‬ .‫]ل‬H‫ا‬ Consistently exceeds expectations for supervisory/lead employee.

‫ء‬15A1‫ی ﺏ‬$ Commendable

9 ‫ت‬1‫ ی;ق ا‬1!1a .‫]ل‬H‫ا
ا‬/ ‫ف‬U‫ا‬ Often exceeds expectations for supervisory/lead employee.

02 Satisfactory

9 ‫ت‬11‫ ﺏ‬0;‫دة ی‬1* .‫]ل‬H‫ا
ا‬/ ‫ف‬U‫ا‬ Regularly meets expectations for supervisory/lead employee.

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

(‫ اﺹل ا‬9* JZ‫ ی‬1!1a ‫ف‬U‫ ا‬9 ‫ت‬1‫ا‬ .‫]ل‬H‫ا
ا‬/ Often fails to meet expectations for supervisory/lead employee.

‫!ل‬.  a Unacceptable

(‫ اﺹل ا‬9* JZ‫ ی‬1#‫دا‬ ‫ف‬U‫ ا‬9 ‫ت‬1‫ا‬ .‫]ل‬H‫ا
ا‬/ Consistently fails to meet expectations for supervisory/lead employee. Immediate action is required.

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

11

Revised 6/09

SECTION III W1J‫ ا‬KLM‫ا‬  D1‫ ;  أو إ‬L‫ی  ﺕ‬1‫ﻡ‬ X1 ‫ر أد‬1 ‫ ﻡ‬5‫ وی' وﺹ آ‬،1‫  ; ا‬D1‫ی  إ‬1‫أ ﻡ‬ ADDITIONAL OR ENHANCING CRITERION 01‫ ا;اغ ا‬0/ ‫اء‬$‫ی  ا‬1 M‫ ی( وﺹ
آ‬،jZ%‫ا ا‬Ra  /12‫\ إ‬#17‫
ﺥ‬2‫ا‬ (Add additional criteria if needed. Please describe each additional performance criterion below.) 13. Importance to Position

Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

Critical 01‫ا‬

Very Important

‫ء‬15A1‫ی ﺏ‬$ Commendable

‫ا‬$ ‫م‬1‫ه‬

Important

02 Satisfactory

‫م‬1‫ه‬

9 H8‫ج ﺕ‬18‫ی‬ Needs Improvement

‫!ل‬.  a Unacceptable

Please support your rating in the narrative section below: 01‫ن ا‬1G‫ ا‬0/ ^

.‫* ﺕ‬$‫ ی‬1 ‫ح‬+ (‫ی‬

SECTION IV Z‫ ااﺏ‬KLM‫ا‬ (If applicable, please complete sections A through C below.)

 ; ‫زات ا‬1Z@‫ ا‬9* )A‫اذآ أ‬ A.

Provide examples of positive achievements.

B.

Provide specific examples that occurred during this review period which demonstrate this employee’s need for improvement.

C.

What specific training or other learning experiences would you recommend for this employee’s performance and development plan?

9 H8)
‫ ا‬1% 9 !‫ة اا وﺕ‬/ ‫ل‬W‫ ﺥ‬j‫ﺙ‬$% ‫دة‬$8 )A‫اذآ أ‬

.
‫ا ا‬R‫ اداء ه‬9 H8‫  ﺕی وﺕ‬Q‫ ﺏ‬0‫ي ﺕﺹ‬R‫د ا‬$8‫ری أو ا)  ا‬$‫ ه ا‬1

12

Revised 6/09

OVERALL RATING ‫م‬1‫ ا‬K M#‫ا‬ Q‫ى ﺏ‬R8‫ی‬/0‫ذ‬ Exemplary

./ (‫ی ی‬$.‫ا ا‬R‫ه‬ ‫ت ا@داء‬1‫@*)( در‬ ‫ار‬1‫ي ی;ق ﺏ‬R‫وا‬ ‫ل‬W‫ت ﺥ‬1‫ی  وا‬1‫ا‬ ‫ي‬R‫ ا
ا‬.

.‫ة ا‬/ 

.‫ا ا‬R‫ *)( ه‬M78‫ی‬ MZ Q ‫ن‬G‫ أن ی‬Z‫ی‬ .‫زات‬1Z@‫ ا‬9 M‫اﺹ‬ This rating is reserved for the highest level of performance that consistently exceeds standards and expectations during the evaluation period. An employee receiving this rating should have a consistent record of achievement.

‫ء‬15A1‫ی ﺏ‬$

02

Commendable

Satisfactory

()* h!5‫ی ی‬$.‫ا ا‬R‫ه‬ 0;‫ ی‬1#‫ي دا‬R‫ا
ا‬ 1 1!1a‫ و‬9‫ﺕ‬1‫ی  وا‬11‫ﺏ‬ ‫درات‬1!‫ ا‬Le‫ وی‬،1L;‫ی‬ . /12‫زات إ‬1Z‫ﺏا ا‬

This rating applies to an employee who consistently meets standards and expectations, often exceeds them, and shows initiative in additional achievements.

9 H8‫ج ﺕ‬18‫ی‬

‫!ل‬.  a

Needs Improvement

 ‫ی‬1‫ ﺏ‬0;‫ ا
ی‬M* 0/‫ و‬،‫ت ا@داء‬1‫ة وﺕ‬#‫ا‬$‫ا‬  ‫ی‬1‫ ا‬cR‫ ی;ق ه‬$ ‫ات‬/ FG‫ی ی‬$.‫ا ا‬R‫ ه‬. ‫ت‬1‫وا‬ M‫م ﺏ‬.‫أن ا
ی‬ 0/  ‫ﺏ‬1Z‫ت ی وای‬1‫رآ‬1U
) ‫م‬1‫ة وأن اأداء ا‬#‫ا‬$‫ا‬ .02 The employee’s work regularly meets the department’s standards and expectations for performance; periodically performance may exceed these standards. This rating reflects that the employee makes a solid and positive contribution to the department and that the employee’s performance is overall satisfactory.

Unacceptable

1$5* 1!15 ‫ن‬G‫ی ی‬$.‫ا ا‬R‫ه‬ ‫ن‬1 %@‫ ا‬q‫ ﺏ‬0/
‫ ا‬0;‫ی‬ 9  A‫ آ‬0/ 9G‫ و‬،  ‫ی‬11‫ﺏ‬ ‫ي‬R‫^ وا‬R‫ ﺏ‬0;‫ن > ی‬1 %@‫ا‬ ‫ى ا@داء‬H ()* 1 !) ‫ﺙ‬:‫ی‬ 9H8‫ و*)( ا
أن ی‬،‫م‬1‫ا‬ c‫ وأداء‬Q/‫ و‬c‫د‬L 9H8‫ﺕ‬/ (‫ )ﺹل ا‬Q‫ و)آ‬Q‫راﺕ‬1L‫و‬ .

.‫ ا‬0/ 02 ‫ى‬H

 a ‫ار‬1‫اداؤ ا
ﺏ‬ ‫ر‬$‫ﺙ ﺏ‬:‫!ل وی‬.  a‫ و‬:;‫آ‬ .; ‫ت ا‬1 ()* ‫ﺥ ة‬ R‫ري ﻡ‬D 5 ‫ب‬4!‫ﻡ‬ .X‫ أداء‬R L# ‫ا‬

This rating is appropriate when an employee periodically meets the standards but too often does not do so, which negatively impacts the overall performance level. The employee must improve his/her efforts, knowledge, performance, skills, and/or behavior in order to achieve a satisfactory level of evaluation.

The employee’s performance is consistently deficient, unacceptable, and seriously impacts job outcomes. Immediate action by the employee to improve performance is required.

EMPLOYEE COMMENTS: (to be completed by employee only). (
‫ ا‬M! 9 MG‫) ﺕ‬

:‫ت ا‬1)‫ ﺡ‬+‫ﻡ‬

Employee Signature and Date (Signature does not indicate agreement)

(Q / ‫ء‬1 1 ()* ./‫ ا‬F  & ‫ )ا‬،V‫ری‬1‫ﺕ & ا
وا‬

Department/Unit Evaluator’s Signature and Date

V‫ری‬1‫ة وا‬$%‫ا‬/‫ة‬#‫ا‬$‫  ا‬. & ‫ﺕ‬

13

Appointing Authority’s Signature and Date

V‫ری‬1‫\ ا;ض وا‬U‫ﺕ & ا‬

ASM Signature and Date

‫ت‬1$‫ة ا‬#‫ی دا‬$ & ‫ﺕ‬ V‫ری‬1‫وا‬

Revised 6/09