Performance App Chantel Alfred

Performance Planning and Review Form Associate’s Name:

Associate’s Department:

Chantel Alfred

Deposit Service

Associate’s Employee #:

Evaluating Manager:

0784

Denora Lormand

Associate’s Job title & Officer Level:

Date:

Deposit Service Rep

Section I – Review of Previous Year’s Performance Goals Goal Review of Previous Performance Goals - At the end of the review period, list the associate’s performance goals that were established for the previous review period and the method by which the goals were measured. The performance goals should be linked to the specific job requirements of the job description, should include the method of measurement, and may include related projects. Appraisal of the Results Achieved - Report on the results achieved for each performance goal. Describe the significant elements of achievement, expected outcomes and/or correction required for improvement. Have the associate complete their own analysis of results achieved for the purposes of discussion. Last Year’s Performance Goals Learn Unposteds

Appraisal of the Results Achieved Goal not accomplished

X Vision NSFs

Accomplished

Unauthorized Drafts

Accomplished

Don’t be in a hurry

Still in progress

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Performance Planning and Review Form

Section II – Core Values, Competencies and Expected Behaviors Demonstration of core values, competencies and expected behaviors are integral to performing job duties at acceptable levels, contribute to building a more successful organization and are directly linked to the associate’s job description. Rating Scale 1

2

3

4

5

Rarely meets expectations, significant development needed

Usually meets & rarely exceeds expectations

Always meets & sometimes exceeds expectations

Always meets & most often exceeds expectations

Always exceeds expectations, no development needed

Core Values, Competencies and Expected Behaviors – For All Associates Client Focus Shareholder Focus Teamwork

Technical Skills Interpersonal Effectiveness

Ethics & Integrity

•1 •2 •3 •4 •5 •6 •7 •8 •9 •10 •11 •12 •13 •14 •15 •16 •17 •18 •19 •20 •21 •22 •23 •24

Responds promptly to customer needs Solicits customer feedback to improve service Manages difficult or emotional customer situations Contributes to profits and revenue Works within approved budget Develops and implements cost saving measures Conserves organizational resources Balances team and individual responsibilities Exhibits objectivity and openness to others' views Contributes to building a positive team spirit Puts success of team above own interests Possesses skills necessary to perform the functions of the job Strives to continuously build knowledge and skills Shares expertise with others Focuses on solving conflict, not blaming Maintains confidentiality Demonstrates clear and effective verbal and written communication skills Listens to others without interrupting Keeps emotions under control Remains open to others' ideas and tries new things Treats people with respect Keeps commitments Works ethically and with integrity Upholds organizational values

Rating (Circle One) 1

1.5

2 ( 2.5)

3

3.5

4

4.5

5

1

1.5

2

2.5 ( 3)

3.5

4

4.5

5

1

1.5

2

2.5

(3.5)

4

4.5

5

1

1.5

2

2.5 ( 3 ) 3.5

4

4.5

5

1

1.5

2

( 2.5)

3

3.5

4

4.5

5

1

1.5

2

( 2.5)

3

3.5

4

4.5

5

Core Values, Competencies and Expected Behaviors – For Those Managing Others Leadership

Managing People

Attract, Retain and Develop Talent

•1 •2 •3 •4 •5 •6 •1 •2 •3 •4 •5 •1 •2 •3 •4

Accepts feedback from others Fosters quality focus in others Gives appropriate recognition to others Exhibits confidence in self and others Inspires and motivates others to perform well Effectively influences actions and opinions of others Provides and conducts performance reviews along with giving regular constructive feedback Takes responsibility for subordinates' activities Develops subordinates' skills and encourages growth Solicits and applies customer feedback (internal and external) Continually works to improve supervisory skills Appropriately manage associate turnover Recruit quality and capable associates Network to keep in contact with potential associates Select, assess and develop talent on a regular basis

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3

Rating (Circle One) 1

1.5

2

2.5

3

3.5

4

4.5

5

1

1.5

2

2.5

3

3.5

4

4.5

5

1

1.5

2

2.5

3

3.5

4

4.5

5

Performance Planning and Review Form

Section III – Development Plan Consider the associate’s strengths and performance goals to help determine developmental needs. The manager should identify the associate’s strongest developmental needs based on his/her current job assignment and /or preparation for assignments in the future. Associate’s Strengths Working with others Works well with changes

Manager’s Comments Chantel works well with others in the department as well as other areas in Deposit Services Chantel worked with Xvision and has done a real good job with this new function.

Associate’s Developmental Needs Keep her comments to herself

Manager’s Comments Chantel needs to learn not to over react when something does not work the way she thinks it should.

Pay attention on preparing chargeback notices

We have had several chargebacks in 2008 that went to wrong customers.

Not use bank phone or cell phone for personal calls while working

Chantel needs to keep personal calls to a minimum and reduce the time she is on the phone.

Identify short and long-term developmental objectives, as applicable. Identify the required action, responsibility for the required action and the targeted date for completion of the required action for each developmental objective.

Unposteds

Developmental objective

Required Action(s) Train on Unposteds

Chargeoffs

Learn how processing of charge-offs works.

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Target Date 07/09 10/2009

Performance Planning and Review Form

Section IV – Summary Manager Comments . Chantel has done a great job with NSFs and keeping the General Ledger in balance. She also is working with unauthorized paper drafts and is doing a good job with collecting. Chantel is also has a good working relationship with others in the department.

Associate Comments

_____________________________ Associate Signature

____________________________ Manager Signature

I am signing this evaluation to indicate I have discussed its contents with my manager. This is not necessarily an indication of my agreement.

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__________________ Date

Performance Planning and Review Form

Section V – Setting Next Year’s Performance Goals Goal Setting - At the beginning of the review period, list the associate’s performance goals and the method by which the goals will be measured. There should be at least five (5) performance goals identified. The performance goals should be linked to the specific job requirements, should generally include the method of measurement, and may include related projects. Appraisal - Report on the results achieved for each performance goal following the end of the review period. Describe the significant elements of achievement, expected outcomes and/or correction required for improvement. Have the associate complete their own analysis of results achieved for the purposes of discussion.

Next Year’s Performance Goals Chantel will need to learn other jobs in Deposit Services. This will help her to understand how everything works together. Chantel will also assist in cross training with EIP processing.

____________________________ Associate Signature

____________________________ Manager Signature

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__________________ Date