This is the Performance Review for Matt Gardner to evaluate his performance over the past year in the position of Manager, Plants & Operation (job description)

1. Initiative:   Consider the individual's willingness to actively influence events rather than passively accept them. Consider the ability or degree to which the employee operates as a self-starter in carrying out job tasks, duties and responsibilities. Evaluate the individual's ability to perform the job without having to be given directions or instructions, and to cary assignments through to their logical conclusion. Consider the employee's willingness to reach beyond the performance of assigned job responsibilities for the good of the organization. These "reaches" may include devising or recommending new or improved work methods, correcting errors and omissions observed, investigating and researching questionable situations, volunteering ot take on additional assignments, and lending assistance to others without having to be asked or told.

4 - Volunteers or takes a leadership role in accepting assignments beyond the scope of regular job responsibilities.
3 -Works independently without specific work direction, recognizes needs of the job or the organization and actively works to fulfill these needs.
2 - Occasionally needs to be told what to do.
1- Needs to be provided with specific work assignments and requires ongoing follow-up to assure that assignments are completed.

2. Dependability:  Consider the individual's attendance and punctuality at work, to meetings and to events, and the individual's willingness to conform to and support company standards. Consider the individual's conscientiousness in assuring appropriate work coverage and communicating about delays or changes in schedules, projects, etc. Consider reliability in carrying out instructions, meeting deadlines, and folowing through with commitments to clients as well as to other staff members; and honoring confidentiality.

4- Little or no absenteeism, schedules personal appointments at times so as to minimize time away from work, and can be relied upon to meet or exceed obligations and commitments.
3- Attendance is at an acceptable level and meets al work obligations.
2 - Atendance is sometimes below an acceptable level and/or work output and meeting commitments is inconsistent.
1 - Demonstrates little regard for how absenteeism and/or failure ot carry out work assignments or commitments affect job performance, service ot others and the overall performance of the organization.

3. Job Knowledge:  Assess the individual's level, depth and breadth of knowledge and how it pertains to specific job assignments, processes procedures which are required for competent performance. Also consider the individual's ability to recognize any knowledge shortfall and take action to ensure that knowledge is current. Finaly, consider the individual's wilingness and ability to share knowledge with others.

4 - Knowledge is broad-based and incorporates own job as a whole; employee continues to improve knowledge base and willingly shares knowledge with others.
3 - Knowledge is that which is needed to competently perform the job; employee works to keep knowledge base current.
2 - Knowledge is insufficient in some areas; employee makes some efforts to increase knowledge base
1 - Knowledge is inadequate to competently perform the job. Makes little or no demonstrated effort to upgrade knowledge.

4. Managing Change and Innovation:  Consider the individual's willingness to understand and support the underlying reasons for change. Consider the individual's active participation in the change process, including demonstrating leadership in the change process, soliciting input from others to clear up misunderstandings, offering solutions to help ensure a smooth transition, and maintaining a persistent and innovative approach to overcome obstacles while fostering a positive climate for change.

4 - Works as a change agent. Actively promotes needed changes and demonstrates a leadership position.
3 - Demonstrates willingness and the ability to accept change and takes/shares in the responsibility for smooth transition.
2 - Recognizes that change is necessary for growth and success, but demonstrates hesitancy in accepting change.
1 - Resists change and promotes a status quo environment.

5. Service Orientation:
(External) Consider the individual's willingness to prioritize the clients' needs over internal issues and activities. Consider the individual's willingness to go the extra mile to deliver products and services that meet or exceed the clients' expectations both in terms of timeliness and quality. Finaly, consider the individual's ability to establish relationships with clients that promote or solidify lasting relationships.

(Internal) Consider the individual's ability and willingness to accept assignments and to provide support to co-workers in order ot meet established deadlines within established standards of quality. Consider the individual's willingness to go the extra mile to deliver products and services that meet or exceed expectations of co-workers and supervision both in terms of timeliness and quality. Finaly, consider the individual's ability to establish internal relationships that promote or solidify teamwork.

4 - Shows an overwhelming service to others. Demonstrates a willingness to reprioritize own work to provide service to others. Goes the extra mile. Often delivers more than is expected.

3 - Consistently demonstrates the willingness and ability to provide customer service and to build positive relationships around customer service.
2 - Recognizes the importance of customer service but is inconsistent ni practicing/delivering customer service.
1 - Demonstrates self interest and makes only a superficial effort to satisfy the needs of external and internal customers.

6. Communication:  Consider the individual's ability to clearly and effectively communicate with others both verbally and in writing. Consider the individual's ability ot organize and transmit information in a logical/understandable order.  If the position requires the person to persuade others, consider the employee's ability to influence others to take action. Finally, consider the individual's listening skills and precautions taken to assure that messages received/transmitted are understood.

4- Communication skills are outstanding and the individual goes out of the way to assure that both clarity and understanding are involved in the transmission and receipt of information.

3- Communication skills are good and generaly result in clarity and understanding in both the transmission and receipt of information.
2 - Attention ot communication processes appears inconsistent, resulting in some communication issues.
1 - Communication skills are inadequate or not fully used, resulting in frequent errors/omissions, misinformation (sent or received), misdirected actions, duplication of efforts.

7. Operates within the Organizations Culture:  Consider the extent to which the individual functions within organizational guidelines and expectations, embraces "Prime Directives" and organizational values, displays enthusiasm for work and the organization, and contributes to a positive workplace.

4 - Displays unwavering enthusiasm for work; demonstrates high level of regard for expectations and guidelines; actively contributes to the development of a positive workplace; personally promotes organizational success.
3- Work importance is regularly demonstrated; respect for expectations and organizational values is evident; understands and promotes a positive workplace; commitment to organizational success is apparent.
2 - Occasional enthusiasm displayed for organizational values and mission; inconsistently works within established guidelines and expectations; actions and words focus more on the negative rather than the positive aspects of work; support of organizational values and mission is not consistently evident.
1- No work enjoyment displayed; often critical of internal processes without seeking or offering improvement; little respect for guidelines demonstrated.