InterClean MergerC atomic number 18er Development Plan Part III achievement and career ManagementBryan MillerUniversity of PhoenixInterClean Annual Employee Performance Evaluation and ReviewThe following table idler be employ as a benchmark for functioning review ratings. Unsatis detailoryUEmployee is futile to perform farm out requirements. spry improvement needed. Needs ImprovementNEmployee practic aloney fails to meet job requirements. Improvement needed. Meets StandardMEmployee systematic notwithstandingy performs meeting job requirements. Exceeds StandardEEmployee consistently surpasses job requirements. OutstandingOEmployee consistently and importantly surpasses job requirements. Employee Name_____________________Job rubric _____________________Review Date _____________________Next Review Date___________________Job KnowledgeQtr#1-2009Qtr#2-2009Qtr#3-2009Qtr#4-2009 reliable forceuct Knowledge computable Judgment matching prod/serviceSolution Oriented ApproachCustomer Service SkillsContract and TechnicalAccurate QuotesCommentsQuality of WorkAnticipates Need of CustomerClient Support and follow-upAccurate/ attending to DetailRelates salubrious to CustomersQuantity of WorkAvoids Time Wasting ActivityAcceptable Amount of WorkCompletion of Attempts (%)CommentsLeadershipSets a Good model as Role ModelSelf control/Tact with CoworkersTrains and Provides Good FeedbackEarns maintain/Confidence Among PeersCommentsEmployee CommentsEmployee GoalsSignature_______________ Date_________Feedback - How is feedback given(p) to the employee? What opportunities are provided to the employee after the feedback is given? each(prenominal) sales efforts as well as training efforts are appreciated by InterClean.
To show our commitment and dedication to employee development, we drop out review all contracts before finalization and provide constructive feedback relating to the improvement of each sales effort. We expect most of our feedback to be positive as we know how talented our employees are. Despite the situation that negative feedback is generally employed with the intention to improve performance, all too often negative feedback has the opposite effect and undermines later(prenominal) performance. (Remus Ilies, Irene E. De Pater, Tim Judge, 2007). This communicatory feedback format is voluntary and if requested will be provide in writing. We have our team members and their success in mind. In no way should this be construed as critical, however only to support team success. InterClean would like to create a leisurely and accessible format for communication in... If you want to watch a full essay, order it on our website: < a href='http://www.orderessay.net/'>OrderEssay.net
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