be communication, competence, compliance, dependability, development, initiative, productivity, and quality. For exempt jobs, key performance examples would be dependability, corporate citizenship, leadership, results-management, and judgement and decision-making.Question 7Explain how the Performance Appraisal and plan is rated.Response 7An employees Performance Appraisal and plan is rated by the supervisor. Part 1 and Part 2 are rated as exceeds, meets, or does not meet expectations. Part 3 is more flexible in order to recognize different levels of performance, plus and minus signs can be used to better define the performance. Exceeds expectations will be given when an employee does an outstanding job on requirements and job expectations. Performance must be clearly exceptional to a supervisor in order for an employee to receive a rating of exceeds expectations. A meets expectation is given when performance is clearly competent. Goals are met on a regular basis and position requirements result in success. Does not meet expectations is given when an employee does not meet position requirements on a regular basis. Goals and objectives are randomly met and assignments are not completed in a satisfactory procedure. The employees performance needs improvement. Question 8How often is an employee reviewed?Response 8An employee is reviewed at least annually and every six months if necessary. The supervisor will decide if more than an annual review needs to be done. Salary adjustments are based on annual reviews and salary compensation is determined by corporate guidelines. Commerce uses a common review approach to ensure fairness to similar jobs and salary requirements. Management reviews an employee on a specific date and then approves salary adjustments supported by the performance appraisal and plan documentation. Salary adjustments are effective on the day that the review is given.Comparison: When we began to compare Comme...
