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Employee Job Performance Assessment

This document presents an employee job performance scale for evaluating employees across 5 criteria: timeliness, quality of work, quantity of work, need for supervision, and interpersonal impact. Employees are rated on a 5-point scale from 1 being unsatisfactory to 5 being excellent. Raters are instructed to circle the number that best describes the employee's performance for each criteria. The scale was adapted from a 2001 dissertation on management communication and job performance.

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Harikumar Sivanpillai
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2K views2 pages

Employee Job Performance Assessment

This document presents an employee job performance scale for evaluating employees across 5 criteria: timeliness, quality of work, quantity of work, need for supervision, and interpersonal impact. Employees are rated on a 5-point scale from 1 being unsatisfactory to 5 being excellent. Raters are instructed to circle the number that best describes the employee's performance for each criteria. The scale was adapted from a 2001 dissertation on management communication and job performance.

Uploaded by

Harikumar Sivanpillai
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
  • Employee Job Performance Scale

Employee Job Performance Scale

1 = Unsatisfactory

3 = Satisfactory

5 = Excellent
2

4
INSTRUCTIONS

Please respond to each of the items below by circling


the one number that most closely describes the extent
to which you agree or disagree with the statement.

1 TIMELINES:

Consider the degree to which an activity is completed,


or a result produced, at the earliest time desirable 1 2 3 4 5
from the standpoints of coordinating with the outputs
of others, maximizing the time available for other
activities.
2 QUALITY OF WORK:
1 2 3 4 5
Consider neatness, accuracy, and dependability of
results regardless of volume.
3 QUANTITY OF WORK:
1 2 3 4 5
Consider the volume of work produced under normal
conditions. Disregard errors.
4 NEED FOR SUPERVISION:

Consider the degree to which you carry out a job 1 2 3 4 5


function without either having to request supervisory
assistance or requiring supervisory intervention.
5 INTERPERSONAL IMPACT:

Consider the degree to which you promote feelings of 1 2 3 4 5


self-esteem, goodwill, and cooperativeness among co-
workers and leaders.
Note: Employee Performance Scale is adapted from Wiedower, K. A. (2001). A
shared vision: The relationship of management communication and contingent
reinforcement of the corporate vision with job performance, organizational
commitment, and intent to leave [Doctoral dissertation]. UMI: 3030139

Employee Job Performance Scale INSTRUCTIONS Please respond to each of the items below by circling the one number that most c

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