| Poor | Fair | Satisfactory | Excellent | |
|---|---|---|---|---|
| 1. SUBJECT MATTER CONTENT (command and knowledge of subject matter of the course) |
. | . | . | . |
| 2. ORGANIZATION (organization of subject matters; methods of presentation, evidence of preparation; thoroughness; clear objectives; emphasis and summary of main points) |
. | . | . | . |
| 3. RAPPORT (holding interest of students; commanding their respect; fairness and impartiality; encouragement participation; imagination) |
. | . | . | . |
| 4. TEACHING METHODS (room environment; use of teaching aids, materials, and techniques; variety; balance; imagination) |
. | . | . | . |
| 5. PRESENTATION (delivery; projection; clarity and precision; use of English; teaching techniques) |
. | . | . | . |
| 6. MANAGEMENT (attention to classroom routine; leadership ability; discipline and control; mechanics) |
. | . | . | . |
| 7. PERSONAL (evidence of self-confidence; depth appearance; sense of humor; mannerism) |
. | . | . | . |
| 8. OVERALL EFFECTIVENESS (total effectiveness, considering all aspects of classroom presentation. |
. | . | . | . |
| Last Name ___________ |
First Name ______________ |
Office ___________________ |
Payroll Number ___________ |
| Position ___________ |
Date assigned to present position ______________ |
Period of Report From: To: |
Date of Report ___________ |
| Date Employed ___________ |
Date Last Increase ______________ |
Amount Last Increase ___________________ |
Present Salary ___________ |
| Days Absent Since Last Report ___________ |
Supervisor ___________ |
03 Months Report [ ]
06 Months Report [ ]
12 Months Report [ ]
Other Report [ ]
The value of this PROGRESS REPORT lies solely with the person making the rating and depends upon his/her impartiality and sound judgement. Each characteristic should be judged separately. Do not allow the evaluation of one trait influence you on another. The PROGRESS REPORT should express an evaluation of the staff member in comparison with others doing similar work. Make no entry except where statement is based on PERSONAL KNOWLEDGE.
The staff member is to be rated as to the degree of success he/she has attained and an "X" placed in the appropriate numbered space. Enter the numerical value of each qualification in the last column. Note the numerical values in each qualification category, they are to better define degree of success within the category and define borderline situations
Quantity of Work: Consider the quantity of work turned out and the promptness with which he/she completes it.
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Below minimum standards. Does small amount of work. Wastes time. | Up to minimum standards. Does just enough to get by. Has to be prodded occasionally. | Above minimum standards. Satisfactory amount of work. Works steadily. | Well above average. Very fast worker. | Outstanding. Exceptionally fast worker. Habitually drives herself/himself hard. |
Quality of Work: Consider the neatness, accuracy, and general efficiency of her/his work. Does she/he constantly maintain high workmanship in this respect?
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Below minimum standards. Complete checking required. Makes many errors. | Up to minimum standards. Not very accurate. Careless. | Above minimum standards. Satisfactory in accuracy of work. | Well above average. Good accurate worker. Seldom makes mistakes. | Outstanding. Very accurate and complete work. |
Knowledge of Job: Consider how much she/he knows about her/his present job and of other work closely related to it and work in other departments.
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Has limited knowledge of her/his job. | Understands her/his own job | Above minimum standards. Satisfactory amount of work. Works steadily. | Well above average. Very fast worker. | Outstanding. Exceptionally fast worker. Habitually drives herself/himself hard. |
Initiative: Consider her/his ability to act on her/his own responsibility in the absence of instructions. Can she/he start needed work and go ahead or is she/he the type that has to be told what to do?
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Always waits to be told what to do and still needs some help in getting started. | Relies on others, must be told what to do. | Will act voluntarily in matters that deviate from routine. | Plans order of work well: Will act voluntarily in most matters. | Has good ideas that often lead to a better way of doing things. Alert at all times. |
Aptitude and Ability to Learn: Consider how quickly she/he learns new work, retains what she/he has learned, and ease with which she/he follows instructions.
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Very slow to learn. | Requires excessive instruction. Learns slowly. | Requires average instruction to do satisfactory work. | Learns fairly rapidly. Good memory. | Learns very rapidly. Excellent memory. |
Attention to Duty: Consider ability to work thoroughly and conscientiously. Does she/he subordinates own convenience, comfort, and desires to a complete, exact, and faithful performance of his duty?
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Wastes time. Does not work seriously. | Only moderately industrious. | Shows ordinary interest and application. | Willing worker. Always does full day's work. | Exceptionally industrious and conscientious in work. |
Dependability: Consider the amount of supervision required. Can you depend on her/his word? Is she/he punctual? Is her/his attendance record without fault?
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Needs constant supervision. Punctuality poor. Cannot be relied upon. | Requires close supervision. Punctuality and attendance fair. Not very dependable. | Average supervision required. Usually prompt and dependable. | Little supervision required. Good record of attendance and punctuality. Dependable. | No supervision required. Conscientious and dependable in all things. |
Judgement: Consider the intelligence and thought she/he uses in arriving at decisions. Does she/he have the ability to act calmly and logically and rapidly under stress?
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Poor sense of value. Likely to make poor decisions. | Jumps at conclusions. Makes decisions on matters which should be referred to supervisor. | Judgement dependable on matters of routine nature. | Uses good common sense. Most decisions acceptable. | Sound judgement. Decisions based on thorough analysis. |
Cooperation: Consider her/his willingness to work with and help others. Is she/he willing to assume her/his full share of work and responsibility? Does she/he cooperate in manner as well as act?
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Irritates others. Causes friction. Inclined to be quarrelsome. | Reluctant to cooperate with others. Individualist. Difficult to work with sometimes. | Cooperates in an agreeable manner. Tactful and obliging. | Always congenial and helpful. Other employees like to work with her/him. | Goes out of her/his way to cooperate with others. An unusual and strong force for office morale. |
Personality: Consider her/his appearance, tactfulness, self-confidence, integrity, loyalty, and the impression she/he makes on others.
| Unsatisfactory | Questionable | Satisfactory | Excellent | Superior | Numerical Value |
| 0 | 1 2 | 3 4 5 | 6 7 8 | 9 10 | . |
| Negative, lacking, antagonizes, arouses resentment. | Doesn't make friends easily. | Average impression. Friendly, accepted by co-workers. | Favorable impression. Well liked and respected. | Very pleasing. Inspires confidence and leads others. |
Has progress been made since last rating?
Capable of future advancement?
Satisfactory in present position?
Do you advise transfer?
Ready for promotion?
If ready for promotion, to what position?
If rating unsatisfactory or questionable, state reason why.
If rating unsatisfactory or questionable, state what corrective action will be taken.
What is the employee's attitude toward her/his work and her/his conformance to COM-FSM policies and procedures?
How successful is employee in handling COM-FSM students?
Is employee well suited for type of work she/he is now doing? If not, what sort of work should she/he be doing?
What is employee doing to improve herself/himself?
What training or other courses or other study has been completed since the last progress report?