1

2013-2014 PERFORMANCE REVIEW & PLANNING

Rating Scale
Outstanding
Performance far exceeded expectations due to exceptionally high quality of work performed in all key areas of responsibility,
resulting in an overall quality of work that significantly increased the overall effectiveness of the department and the organization.
Exceeds Expectations
Performance consistently exceeded expectations in all key areas of responsibility and the quality of work overall was excellent.

Successfully Meets Expectations
Performance consistently met expectations in all key areas of responsibility and the quality of work overall was very good,
consistent with all the core requirements of the position.
Mostly Meets Expectations
Performance met expectations of some of the key areas of responsibility. The employee generally performed at a minimal level
and improvement is needed to successfully meet expectations.
Does Not Meet Expectations
Performance generally failed to meet the key expectations or required frequent, close supervision and/or the redoing of work.
The employee did not perform at the level expected. Significant improvement is needed in one or more important areas.
_____________________
Overall Rating
Accomplishments and Competencies combine to form the Overall Rating.
An Overall Rating of OUTSTANDING is achievable by an employee though given infrequently. This rating requires the
Supervisor to consult with their Supervisor before sending the review to the employee.
An Overall Rating of DOES NOT MEET EXPECTATIONS requires the Supervisor to consult with their Supervisor and HR
Partner before sending the review to the employee.


Instructions
Effective evaluation of job performance is an on-going process. The Performance Management Program provides the employee
and supervisor a way to plan, review and assess the employees efforts towards the achievement of objectives as well as
competencies. This form is to be used for annual performance reviews and is comprised of these three sections:
1. Year End Accomplishments
2. Competencies
3. Objectives for Next Performance Period

Review Process


Supervisor and
employee plan
review and set
timeline
Employee
drafts self-
assessment
and sends to
Supervisor
Supervisor
reviews/add
comments and
final ratings
Employee and
Supervisor
hold discussion
Review, with
signatures,
submitted to
HR Partner

2

2013-2014 PERFORMANCE REVIEW & PLANNING




YEAR-END ACCOMPLISHMENTS
Employee writes key objectives with accomplishments as well as provides a rating on each accomplishment and an overall rating.
Supervisor provides comments, final rating for each accomplishment and overall rating.
Employee writes Key Objectives with Accomplishments Employees
Rating
Managers
Rating
Managers Comments (Optional)
1. complete the Audit process for Baghdad site and
7 Governorates then sent the Audit file to NW.
Successfully
Meets
Expectations
Click to
Select
Rating

2. Configure the rescue email in all staff in Baghdad
site and other 7 governorates after the
transformation from Iraq domain to rescue domain
and follow up with staff to solve any problem in their
accounts.
Successfully
Meets
Expectations
Click to
Select
Rating

3. Gave handover and assistant to RAMAN KAKA
(current IT officer in Erbil) in the first few weeks of his
hiring.

Mostly Meets
Expectations
Click to
Select
Rating

4. perform HW repair & SW configuration where
possible and provide technical support to all IRC
staff in Baghdad site and other 7 governorates
Successfully
Meets
Expectations
Click to
Select
Rating

5. Ensure equipments purchased are of the right
specifications and conform to IRC standard policy.
Successfully
Meets
Expectations
Click to
Select
Rating

6. create a distribution list for rescue email for Baghdad
site and other 7 governorates
Successfully
Meets
Expectations
Click to
Select
Rating


Employee: Saif wisam Ali Title: IT officer
Supervisor: Mohammed mahdi Title: DDSP
Dept/Location baghdad Review Period: to

3

2013-2014 PERFORMANCE REVIEW & PLANNING


COMPETENCIES
Competencies focus on behaviors every employee needs to be successful at IRC. They help define expectations, standards of
performance, and articulate the culture of our organization. All employees should provide a self-assessment on the core
competencies below. The supervisor provides the final rating.
Core Competencies Employees
Ratings
Manager
s Ratings
Comments or Examples (Optional)
1. The IRC Way
Upholds the highest standards of workplace conduct for
self and others. Develops trust through credible, reliable
and consistent behavior. Acts in accordance with IRCs
principles of integrity, service and accountability. Accepts
accountability for own actions and performance.

Mostly Meets
Expectations
Click to
Select
Rating

2. Achievement & Quality
Consistently produces accurate and thorough professional
work in a timely manner. Utilizes necessary knowledge and
skills to perform the job. Volume of work meets
expectations relative to the position requirement.

Mostly Meets
Expectations
Click to
Select
Rating

3. Adaptability and Flexibility
Demonstrates resilience, remains calm in high pressured
situations, accepts new assignments and challenges, and
responds productively to change. Able to make changes in
response to unpredictable or unexpected events,
pressures, situations and job demands.
Exceeds
Expectations
Click to
Select
Rating

4. Creativity & Innovation
Embraces new approaches when appropriate; takes
calculated risks; seeks out opportunities to improve,
streamline, and reinvent work processes.

Mostly Meets
Expectations
Click to
Select
Rating

5. Effective Communication
Actively listens; shares information clearly and effectively.
Demonstrates effective oral and written communication
skills. Proactively seeks out and listens to different
perspectives and experiences.

Successfully
Meets
Expectations
Click to
Select
Rating

6. Working with Others
Ability to work well with others and in a cross-cultural team
environment. Shares appropriate information and
knowledge with colleagues and partners. Collaborates
effectively across groups and sets a tone of cooperation.
Coordinates own work with others while working remotely.

Successfully
Meets
Expectations
Click to
Select
Rating




4

2013-2014 PERFORMANCE REVIEW & PLANNING


SUPERVISOR COMPETENCIES
Supervisor Competencies Employees
Ratings
Manager
s Ratings
Comments or Examples (Optional)
1. Leadership
Communicates a vision and motivates others
towards goals and outcomes. Creates a work
environment that encourages productive
relationships, creative problem-solving and high
performance. Provides consistent communication to
staff regarding changes; maintains focus and
demonstrates flexibility to adapt plans in order to
deliver results using available resources; makes
timely decisions in a rapidly changing environment.

Successfully
Meets
Expectations
Click to
Select
Rating

2. Managing People
Clearly defines goals, roles and responsibilities for
team members. Effectively delegates and empowers
teams to achieve their objectives. Holds team
members accountable. Fosters open communication
with staff; encourages differences of opinions and
creative solutions, actively listens and creates a high-
performing team. Seeks and assigns development
opportunities for team members. Deals with conflict
in a constructive and timely manner. Treats all
employees with dignity and respect.

Successfully
Meets
Expectations
Click to
Select
Rating

3. Decision Making & Problem Solving
Communicates decision-making process and
authority within a team. Anticipates and identifies
problems; examines difficult issues from different
perspectives, gaining input of staff and quickly
responds. Acts with integrity and transparency in all
decision-making. Resolves difficult situations in a
calm, thoughtful and professional manner.
Successfully
Meets
Expectations
Click to
Select
Rating



OVERALL RATING
Successfully
Meets
Expectations
Click to
Select
Rating


5

2012-2013 PERFORMANCE REVIEW & PLANNING



OBJECTIVES FOR NEXT PERFORMANCE PERIOD
Employee drafts approximately 3-5 job objectives and each measure of success. Supervisor finalizes.
Objectives Measures of Success
1.
2.
3.

Employee drafts 1-3 development objectives with a measure of success. Supervisor finalizes. The plan may
include career growth, job mastery, or actions to correct performance.
Development Objectives Measures of Success
1.
2.
3.

ADDITIONAL COMMENTS
Employee or Supervisor may enter any additional comments regarding the previous or upcoming performance
period.


ACKNOWLEDGEMENTS

Supervisor Signature:______________________________ Date: ______________
Employee Signature: ______________________________ Date: ______________
Your signature indicates that you have received and read the Performance Review and that it has been reviewed
with you.

Supervisors Supervisor Signature: __________________________ Date: _______________