quote:

Originally posted by Barry Zweibel:
"It is not by sitting still at a grand distance and calling the human race larvae that men are to be helped." -Albert Einstein

Teach a man to fish...

NIce to see that Always Learning has taken up the "Nasty" mantel from LauraL. If we constantly reinvent the wheel, we can go no further. If we build on what has gone before, we create something new.

Exceeds - reserved for those whose achievements substantially exceed acceptable performance levels. Objectives and job requirements are met in all areas. Quality of results is superior.

Meets - Achieves all objectives and job requirements. Competent in all responsibilities of the position. Requires minimal direction.

Needs improvement - objectives and job requirements are not fully achieved. Requires substantial direction. May be developing.

Unsatisfactory - Objectives and job requirements are not achieved. Requires continuous direction. Overall performance is unacceptable.

This is a good thread. I appreciate both those who've given straight-forward answers to the question and those who've introduced thought-provoking questions about the nature and purpose of performance evaluations.

Here's my two cents - often performance evaluations involve some identification of personal and professional goals to be pursued over the next 6-12 months. What irks me is that, inevitably, after I've identified my goals, my supervisor then crosses out at least half of them and rewrites them with his/her own goals for me. I understand that my business unit has goals that may be independent of mine, but if you're going to ask me to write down my career goals, don't just cross them off the list.

This is why I love the ASTD community. You all have provided great alternatives to our dilemna. I appreciate your interest and this is a very interesting thread. Many thanks and I will pass all your comments on to my peers and team members.