ASSOCIATE PERFORMANCE EVALUATION

J uly 1, 2012 December 31, 2013

St. Francis Hospital, Inc. Page 1 of 8 Associate Evaluation From
Human Resources Revised, 11.2013


ASSOCIATE NAME: Latanya Wherry ASSOCIATE ID #:
JOB TITLE: Clinical Applications Analyst EMPLOYMENT TYPE:
DEPARTMENT: Clinical Applications EVALUATION DATE:
PART I - INSTRUCTIONS TO RATER
Listed below are five performance factors, seven behavioral traits, and five supervisory factors that are
important in the performance of the associates job. Performance factors and behavioral traits must be utilized
for all associates. The supervisor factors should be utilized only for associates with supervisory responsibilities.
NOTE: Any items with a rating of Exceeds (3) should have comments justifying that rating. An item rating of
Unacceptable (0)or Needs Improvement (1) requires comments with solution.An overall rating of 0 or 1
must have attached a detailed Performance Improvement Plan. The overall performance evaluation
should reflect the associates total performance, including the performance factors as related to the associates
responsibilities and duties as set forth in the job description, behavioral traits and supervisory factors, if
applicable.
The following rating scale guide is being provided to assist the evaluator in assigning the most appropriate
measurement of the associates performance factors, behavioral traits and supervisory factors.

Rating Definition
Unacceptable
Consistently fails to meet job requirements; performance clearly below minimum
requirements. Immediate improvement required to maintain employment.
Needs Improvement
Occasionally fails to meet job requirements; performance must improve to meet
expectations of position.
Meets Expectations
Able to perform100% of job duties satisfactorily. Normal guidance and
supervision are required.
Exceeds Expectations
Frequently exceeds job requirements; all planned objectives were achieved above
the established standards and accomplishments were made in unexpected areas as
well.
PART II - PERFORMANCE FACTORS
1. KNOWLEDGE, SKILLS, ABILITIES
Consider the degree to which the associate exhibits the required level of job knowledge and/or skills to
performthe job and this associates use of established techniques, materials and equipment as they relate
to performance.
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:
Your knowledge and skill with system administration continues to increase. This year we are going
to work on your project management skills.


ASSOCIATE PERFORMANCE EVALUATION
J uly 1, 2012 December 31, 2013
St. Francis Hospital, Inc. Page 2 of 8 Associate Evaluation From
Human Resources Revised, 11.2013

2. QUALITY OF WORK
Does the associate complete assignments meeting quality standards? Consider accuracy, neatness,
thoroughness and adherence to standards and safety rules.
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:
All assignments are completed correctly the first time.

3. QUANTITY OF WORK
Consider the results of this associates efforts. Does the associate demonstrate the ability to manage
several responsibilities simultaneously; performwork in a productive and timely manner; meet work
schedules?
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:



4. WORK HABITS
To what extent does the associate display a positive, cooperative attitude toward work assignments and
requirements? Consider compliance with established work rules and organizational policies.
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:
Your support of all of the team members is to be commended. You are always there to back others
up.

5. COMMUNICATION
Consider job related effectiveness in dealing with others. Does the associate express ideas clearly both
orally and in writing, listen well and respond appropriately?
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:



ASSOCIATE PERFORMANCE EVALUATION
J uly 1, 2012 December 31, 2013
St. Francis Hospital, Inc. Page 3 of 8 Associate Evaluation From
Human Resources Revised, 11.2013

PART III - BEHAVIORAL TRAITS
1. DEPENDABILITY
Consider the amount of time spent directing this associate. Does the associate monitor projects and
exercise follow-through; adhere to time frames; is on time for meetings and appointments; and responds
appropriately to instructions and procedures?
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:
Your dependability and follow through in all duties is exceptional.
2. COOPERATION
How well does the associate work with co-workers and supervisors as a contributing teammember? Does
the associate demonstrate consideration of others; maintain rapport with others; help others willingly?
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:
You always go above and beyond to cooperate with others in order to complete projects and
assignments.
3. INITIATIVE
Consider how well the associate seeks and assumes greater responsibility, monitors projects
independently, and follows through appropriately.
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:
I appreciate the initiative that you take in reaching out and helping others with their projects.
4. ADAPTABILITY
Consider the ease with which the associate adjusts to any change in duties, procedures, supervisors or
work environment. How well does the associate accept new ideas and approaches to work, respond
appropriately to constructive criticismand to suggestions for work improvement?
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:

5. JUDGMENT
Consider how well the associate effectively analyzes problems, determines appropriate action for
solutions, and exhibits timely and decisive action; thinks logically.
ASSOCIATE PERFORMANCE EVALUATION
J uly 1, 2012 December 31, 2013
St. Francis Hospital, Inc. Page 4 of 8 Associate Evaluation From
Human Resources Revised, 11.2013

RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:

6. ATTENDANCE& PUNCTUALITY
Has the associate been counseled for attendance violations during the evaluation period?
RATING:
Yes Acceptable

COMMENTS:

PART IV - SUPERVISORY FACTORS(applicable for associates in supervisory roles)
1. LEADERSHIP
Consider how well the associate demonstrates effective supervisory abilities; gains respect and
cooperation, inspires and motivates subordinates; directs work group toward common goal.
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:

2. DELEGATION
How well does the associate demonstrate the ability to direct others in accomplishing work; effectively
select and motivate staff; define assignments; oversee the work of subordinates?
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:





3. PLANNING AND ORGANIZING
Consider how well the associate plans and organizes work; coordinates with others, and establishes
appropriate priorities; anticipates future needs; carries out assignments effectively.
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:


4. ADMINISTRATION
How well does the associate performday-to-day administrative tasks; manage time; administer policies
ASSOCIATE PERFORMANCE EVALUATION
J uly 1, 2012 December 31, 2013
St. Francis Hospital, Inc. Page 5 of 8 Associate Evaluation From
Human Resources Revised, 11.2013

and implement procedures; maintain appropriate contact with supervisor and utilize funds, staff or
equipment?
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:


5. PERSONNEL MANAGEMENT
Consider how well the associate serves as a role model; provides guidance and opportunities to their staff
for their development and advancement; resolves work-related associate problems; assists subordinates in
accomplishing their work-related objectives. Does the associate communicate well with subordinates in a
clear, concise, accurate, and timely manner and make useful suggestions?
RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:

ASSOCIATE PERFORMANCE EVALUATION
J uly 1, 2012 December 31, 2013
St. Francis Hospital, Inc. Page 6 of 8 Associate Evaluation From
Human Resources Revised, 11.2013

PART V REVIEW OF GOALS/OBJECTIVES FOR THE PAST YEAR (If Applicable)
Where goals, objectives, projects, special assignments, etc. have been clearly established, progress of these tasks
should be evaluated. List and evaluate progress made on major pre-determined goals, objectives, projects, and
special assignments by marking the appropriate box. The Comments space may be used for satisfactory
progress but must be used for unsatisfactory progress. Attach additional sheets if necessary.
1. Goal/Objective/Project/Special Assignment
DESCRIPTION:
RATING:
Satisfactory Progress or Completed Unsatisfactory Progress (see comments)

COMMENTS:

2. Goal/Objective/Project/Special Assignment
DESCRIPTION:
RATING:
Satisfactory Progress or Completed Unsatisfactory Progress (see comments)

COMMENTS:

3. Goal/Objective/Project/Special Assignment
DESCRIPTION:
RATING:
Satisfactory Progress or Completed Unsatisfactory Progress (see comments)

COMMENTS:


ASSOCIATE PERFORMANCE EVALUATION
J uly 1, 2012 December 31, 2013
St. Francis Hospital, Inc. Page 7 of 8 Associate Evaluation From
Human Resources Revised, 11.2013

PART VI COMPETENCIES/MANDATORY REQUIREMENTS
1. Position Specific Competencies
RATING:
Satisfactory Unsatisfactory Date Competency Checklist Completed


LIST OF UNMET
COMPETENCIES:

ACTION PLAN:
PART VII - OVERALL PERFORMANCE
Please use this space to describe the overall performance rating. The overall rating should be a reflection of the
performance factors, behavioral traits and supervisory factors. Any overall performance rating of a 0 or 1 must
have specified goals for improvement listed on Part VIII.

RATING:
Unacceptable Needs Improvement Meets Expectations Exceeds Expectations

COMMENTS:
LaTanya, you consistently go above and beyond to support the systems an d the other staff members.
I appreciate your willingness to help others out with their projects and to take on your own
assignments.
PART VIII -ESTABLISHMENT OF GOALS/OBJECTIVES(If Applicable)
With reference to the position responsibilities, list below the goals, objectives, projects or special assignments
which should be continued and/or completed in the coming year. It is understood that these goals, objectives,
etc. are subject to adjustment or change as situations and priorities change.
GOALS/OBJECTIVES/PROJECT/SPECIAL ASSIGNMENTS
1. Lead a successful implementation for the GE Centricity Cardiology Upgrade
2. Obtain HIT-Pro Certification by March
3. Begin MSN (informatics) Program
ASSOCIATE PERFORMANCE EVALUATION
J uly 1, 2012 December 31, 2013
St. Francis Hospital, Inc. Page 8 of 8 Associate Evaluation From
Human Resources Revised, 11.2013

PART IX - TO THE ASSOCIATE
I have been advised of my performance ratings. I have discussed the contents of this review with my supervisor.
My signature does not necessarily imply agreement. My comments are as follows (optional) (attach additional
sheets if necessary):




I have received a copy of the St. Francis Customer Service Standards and commit to conduct myself according
to the service standards described therein.

Associate Signature: _____________________________________________ Date: __________________
PART X TO THE SUPERVISOR
I have reviewed this Performance Evaluation and all relevant documentation with the associate.


Supervisor Signature: ____________________________________________ Date: __________________
PART XI TO THE DEPARTMENT DIRECTOR
I have reviewed the contents of this evaluation and concur with the ratings and documentation sited with this
evaluation..


Director Signature: ______________________________________________ Date:__________________

Ensure a copy of the following documentation is attached to this Performance Evaluation:

Current primary source verification of licensure and/or registration from department files.

Current CPR validation.



DISTRIBUTION: 1. Original to HR 2. Copy to Dept. File 3. Copy to Associate