Church Performance Review

Annual Employee Performance Review

Assemblies of God — Confidential — Becomes part of the employee's personnel file upon completion
Review Type:  
 
 
 
 
 
 

A. Employee Self-Assessment

To be completed by the employee prior to the review meeting and shared with the supervisor. The supervisor should read and consider this assessment before completing Sections B–E.

B. Performance Assessment

Based on the employee's self-assessment, the competency ratings below, and your direct observations, provide an overall narrative assessment.

  • Areas of exceptional performance (provide specific examples):
  • Areas needing more attention or improvement (provide specific examples):
  • Readiness for increased responsibility: What additional training or support is needed?
Rating Scale:
5 – Exceptional: Consistently superior; significantly exceeds requirements 4 – Highly Effective: Frequently exceeds requirements 3 – Proficient: Consistently meets requirements 2 – Inconsistent: Meets some but not all requirements 1 – Unsatisfactory: Consistently fails to meet minimum requirements N/A: New to role or not applicable

C. Core Performance Competencies — All Employees

Competency 54321N/A
Skill and proficiency in carrying out assignments
Notes / Examples:
Knowledge and skills required to perform the job competently
Notes / Examples:
Planning, organizing, and prioritizing workload
Notes / Examples:
Accountability; sees tasks through to completion on time
Notes / Examples:
Improves work methods and procedures for greater efficiency
Notes / Examples:
Communicates effectively with supervisor, peers, and those served
Notes / Examples:
Works effectively across differences (cultural, generational, etc.)
Notes / Examples:
Works independently when appropriate
Notes / Examples:
Works cooperatively with supervision and as part of a team
Notes / Examples:
Willingness to take on additional responsibilities
Notes / Examples:
Reliability (attendance, punctuality, meeting deadlines)
Notes / Examples:
Analytical thinking, problem-solving, and sound judgment
Notes / Examples:

D. Supervisory & Budget Competencies — All Managers

Complete this section for any employee who supervises others or manages a departmental budget.

Competency 54321N/A
Displays fairness and equity toward all direct reports
Notes / Examples:
Sets clear performance expectations; gives timely feedback and conducts formal appraisals
Notes / Examples:
Develops team members; helps remove barriers to their growth
Notes / Examples:
Delegates responsibility appropriately based on ability and potential
Notes / Examples:
Takes timely and appropriate corrective or disciplinary action
Notes / Examples:
Fosters an inclusive, welcoming team environment
Notes / Examples:
Budget: Stewards departmental budget responsibly; plans, tracks, and reports expenditures accurately
Notes / Examples:
Budget: Aligns spending decisions with organizational priorities and values
Notes / Examples:
Budget: Proactively communicates budget variances or concerns to leadership
Notes / Examples:

F. Goal Setting & Development Planning

  • Performance goals for the coming year:
  • How do these goals align with departmental / church-wide goals?
  • Development goals for the coming year:
  • How will you provide guidance and support for the employee to accomplish their goals this year?

G. Employee Comments (Optional)

The employee may respond to any part of this review below.

 

H. Signatures

Signatures acknowledge that the employee has received and discussed this review. This document becomes part of the employee's personnel file.

Employee SignatureDate
  
Supervisor / Reviewing Elder SignatureDate