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Supervisors are asked to provide explanations and examples for each rating, with mandatory justification when an employee receives an Unsatisfactory or Outstanding rating. 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The supervisor should make every effort to provide an explanation and examples for each evaluation criteria. When an Unsatisfactory or Outstanding rating is given, an explanation and/or examples are required.\n1)  JOB KNOWLEDGE – It is expected that employees have sufficient knowledge related to their position. Employees are expected to demonstrate a high level of knowledge in successfully completing the duties and responsibilities of the position. This category rates an employee’s overall job knowledge.\n\u0003☐\u0004\tNeeds Improvement:\nLacks job knowledge in one or more key areas considering length of time in position. Usually needs assistance in \tcompleting job duties and requires frequent instruction. Can usually answer common questions.\n\u0003☐\u0004\tCompetent:\nHas good job knowledge and demonstrates this knowledge in completing job duties, but some knowledge is still to be \tacquired. Understands and carries out instructions, follows directions. Job duties are completed with little \tassistance. Keeps up-to-date with changes to routines and procedures.\n\u0003☐\u0004\tHighly Effective:\nHas exceptional job knowledge, and completely understands all aspects of the job, including how position fits into the LVDL \torganization.  Develops new skills to enhance job performance and keeps abreast of learning opportunities, resources and \tadvances within the field of specialization. Is an example to others.\nExplain/give examples as needed.  When an Unsatisfactory and/or Outstanding rating is given, examples are required.\n\u0003Click here to enter text.\u0004\n\u000f\n2)  Productivity & Dependability – During work time employees are expected to efficiently perform work tasks, meet organizational deadlines and achieve organizational goals. Employees are expected to work in an efficient manner. This category rates an employee’s use of time and efficiency.\n\u0003☐\u0004\tNeeds Improvement:\nHas issues completing work on-time and meeting deadlines. Does not work efficiently and tends to waste time during the \twork day. Has difficulty focusing on the task at hand.\n\u0003☐\u0004\tCompetent:\nMeets organizational deadlines and works in an efficient manner. Does not waste time during the work day. Can be relied \tupon to consistently follow through and complete all aspects of job in allotted time.\n\u0003☐\u0004\tHighly Effective:\nAlways efficiently performs work tasks, meets deadlines and achieves goals. Very skilled at prioritizing tasks. Embraces \tchange and takes a lead role in making ideas work. Proactively seeks additional job responsibilities.\nExplain/give examples as needed.  When an Unsatisfactory and/or Outstanding rating is given, examples are required.\n\u0003Click here to enter text.\u0004\n\u000f\n3)  QUALITY OF WORK – Employees are expected to maintain a high level of performance and are expected to produce accurate, thorough, reliable and high-quality results. This category rates employee’s quality of work.\n\u0003☐\u0004\tNeeds Improvement:\nAt times, error level is too high. Produces work that often does not meet the standards of the job. On occasion, has failed to \tproduce quality, accurate, thorough, or reliable work. Work requires correction, review, or revision.\n\u0003☐\u0004\tCompetent:\nTakes responsibility for quality and accuracy of own work. Produces work that meets the quality standards of the job. Work \tis accurate, thorough, reliable, and useful. Work rarely needs correction.\n\u0003☐\u0004\tHighly Effective:\nAlways produces high quality work that exceeds the standards of the job. Work is consistently accurate, thorough, reliable, \tand useful. Has the ability to complete quality tasks with little direction.\nExplain/give examples as needed.  When an Unsatisfactory and/or Outstanding rating is given, examples are required.\n\u0003Click here to enter text.\u0004\n\u000f\n4)  PATRON SERVICE – Employees must demonstrate a strong focus and commitment toward quality patron service and satisfaction. Employees are expecte","cbCaihJZbUsDKssP","https://ap.wps.com/l/cbCaihJZbUsDKssP","docx",63916,"English","# Performance Evaluation Criteria\n## Job Knowledge\n## Productivity & Dependability\n## Quality of Work\n## Patron Service\n## Judgment & Analytical Ability","[{\"question\":\"What is the purpose of the Performance Evaluation Form at Lake Villa District Library?\",\"answer\":\"It helps supervisors improve employee performance using structured evaluation criteria. Explanations and examples are required for each criterion, especially for Unsatisfactory or Outstanding ratings.\"},{\"question\":\"Which rating levels are included for each evaluation criterion?\",\"answer\":\"The form uses three levels: Needs Improvement, Competent, and Highly Effective. Each level includes descriptions of expected behaviors and performance.\"},{\"question\":\"Why are explanations and examples required for certain ratings?\",\"answer\":\"When an employee is rated Unsatisfactory or Outstanding, the supervisor must provide explanations and/or examples. This ensures the evaluation is supported by clear evidence for decision-making.\"}]","Performance Evaluation Form Template - Lake Villa District Library | DOCX",6]