2003 Performance Appraisal – Part I

Goal Setting and Achievement

Colleague: Keep a copy of completed form and give manager original version for mid-year and year-end feedback sessions. Page 1 of 2

Colleague Information

Name: AWID:

Job Title: Date:

Department: Manager:

Definitions of Business Results Ratings

Far Exceeded Goals Consistently performs in an extraordinary manner. All goals and expectations are exceeded in a substantial way with minimal supervision and direction. Performance is so consistently far above established expectations that it would be difficult to indicate how performance could be improved.

Exceeded Goals Performance goes beyond the specified goals and expectations. All goals and expectations are met and often exceeded with little supervision and direction. Accomplishments and contributions are higher than those required by the job.

Met Goals Overall performance fully satisfies the requirements of the job. All goals and expectations are met and occasionally exceeded with supervision and direction. Accomplishments and contributions match those required by the job.

Partially Met Goals Overall performance partially satisfies the requirements of the job. Not all goals and expectations are met, or objectives are met only with a great deal of supervision and direction. Accomplishments and contributions are lower than those required by the job.

Far Below Goals Overall performance does not satisfy requirements of the job. Few goals and expectations are met.

Instructions

Colleague: Please write goals using Specific, Measurable, Achievable, Results-oriented, and Time-bound (S.M.A.R.T) criteria. If business priorities change during the year, use a second form to add goals; be sure to keep a record of your accomplishments on the first set of goals. For examples of S.M.A.R.T. goals see http://people.attws.com/Career/PPR/docs/SettingSMARTGoals.doc. Discuss with your manager whether weighting is appropriate for you. For more on goal weighting, see http://people.attws.com/Career/PPR/docs/GoalWeighting.doc.

Individual Goals

Goal 1 Mid-year comments:

Achievement at year-end:

Weight: ____%

Goal 2 Mid-year comments:

Achievement at year-end:

Weight: ____%

Goal 3 Mid-year comments:

Achievement at year-end:

Weight: ____%

Goal 4 Mid-year comments:

Achievement at year-end:

Weight: ____%

2003 Performance Appraisal – Part I

Goal Setting and Achievement

Colleague: Keep a copy of completed form and give manager original version for mid-year and year-end feedback sessions. Page 2 of 2

Individual Goals

Goal 5 Mid-year comments:

Achievement at year-end:

Weight: ____%

Goal 6 Mid-year comments:

Achievement at year-end:

Weight: ____%

Goal 7 Mid-year comments:

Achievement at year-end:

Weight: ____%

Goal 8 Mid-year comments:

Achievement at year-end:

Weight: ____%

Individual Training and Development Plan

Enter the training/development opportunities (e.g., classroom training, coaching, etc.) you would like to pursue to support goal achievement this year. Discuss and confirm them with your manager at your initial performance planning meeting; discuss your progress during feedback sessions.

Individual Contributors/Managers: Refer to The Learning Connection at http://people.entp.attws.com/Training/TLC/index.htm

Advanced Managers: Refer to Advanced Management Development at http://people.entp.attws.com/Training/AMD/index.htm

Development Need Action Plan

Business Results – Summary Rating

Manager: Enter a summary rating for overall goal achievement. Consider this rating, along with the colleague’s summary rating from Performance Appraisal – Part II: Multi-Rater Assessment, when completing the Performance Appraisal – Part III: Submittal Form.

Overall goal achievement: