Evaluation Period: January 01, 2014 - December 31, 2014

Rate the associate's performance during the evaluation period by checking the most appropriate rating.  Make an explanatory comment to support your rating, and where possible cite specific examples of behavior that led to the rating. 

When performance does not meet expectations, list specific goals for sustainable improvement and the specified timeline you expect the improvements to be achieved by in the 'Manager Comments' section.

If you wish to utilize SPELL CHECK  please type your 'Manager Comments' into a WORD document and cut/paste them into the 'Manager Comments' section of this electronic evaluation form.

Associate Information

calendar calendar

Evaluation Period

Was the associate employed at CFLane and under your supervision during the entire evaluation period from 01/01/2014 thru 12/31/2014? *


Has the Associate completed and submitted a Self-Evaluation? *
Is the job description accurate for this position? *
Has the associate completed all required training via The Learning Xchange*
Does the associate practice safe work habits? *
Have you reviewed the CFLane Policies with the associate and does the associate know where to go to access the policies [Intranet or UPW homepage]? *
Have you reviewed Ultipro Web with the associate? Does the associate know how to access Ultipro Web and does the associate know to go to Ulitpro Web for Payroll and Human Resource related information [i.e. pay stubs, benefits, address changes, W2's, forms, Associate Handbook, Holiday Schedule, etc.]? *

Objectives Identified at End of 2013 to Have Been Accomplished during the 2014 Evaluation Period

Rating Scale

For the following four sections, please rate this associate using the rating scale below:

5 - Consistently exceeds expectations
4 - Frequently meets and exceeds expectations
3 - Meets expectations
2 - Sometimes meets expectations
1-  Rarely meets expectations

Job Knowledge

Rate this associate in the following areas. *
Understands job requirements and expectations
Keeps up-to-date with training
Capably operates software and equipment
Follows company rules and policies
Shares knowledge with coworkers


Rate this associate in the following areas. *
Enthusiastic about daily work
Meets deadlines
Present and on time
Quantity of work
Quality of work
Capable of handling multiple tasks at once
Completes tasks correctly and with accuracy
Communicates with clarity


Rate this associate in the following areas. *
Treats coworkers with respect
Provides and accepts constructive criticism
Willingly works with others
Shares team resources
Contributes an appropriate amount of work

Leadership: This applies to those associates who supervise or manage other associates. If this associate does not supervise or manage others please select N/A for each option in this category.

Rate this associate in the following areas.
Takes responsibility for his/her actions
Capable of working without constant supervision
Makes sound decisions
Remains calm and effective in high pressure situations
Motivates coworkers to achieve goals
Demonstrates innovation by creating and implementing new ideas, concepts and applications
Cost conscious
Operates within Company Code of Ethics

Performance Improvement

Did the associate receive a PIP [Performance Improvement Plan] during the evaluation period? *
Based on information recently discovered or not discovered until the Performance Evaluation was completed should this associate be placed on a Performance Improvement Plan? If yes, please briefly explain below and contact Human Resources. *

Rate Overall Performance Of Associate for 2014 Plan Year

Rating Scale

5 - Consistently exceeds expectations
4 - Frequently meets and exceeds expectations
3 - Meets expectations
2 - Sometimes meets expectations
1-  Rarely meets expectations
Using the rating scale above, how do you rate this assoicate's OVERALL performance for this plan year? *
2014 Overall Performance
How does your overall performane rating compare to the overall performance rating the associate gave themselves on the self-evaluation? If the ratings differ significantly [example: they gave themselves a 5 and you gave them a 1 or 2] further discussion is required. Discuss your expectations and review the job description with the associate to ensure that the associate knows exactly what is expected of them to be successful in this position. Enter notes from discussion in space below.

Objectives for the Upcoming 2015 Calendar Year


Once the Performance Evaluation form is completed Managers should:

(1) Review the form with the associate [in conjunction with the self-evaluation form] 
(2) Enter all email addresses in spaces provided below
(3) Click 'Submit'
(4) Click "Printer Friendly Receipt" link and PRINT Evaluation Form
(5) Obtain the associate's signature and date on form
(6) Allow the associate to attach comments if desired [separate sheet of paper]
(7) Forward the signed original to Human Resources via fax [404-601-4901] or mail to: CFLane, LLC, Attn. Alan Walsh, 303 Perimeter Center North, Suite 201, Atlanta, GA 30346

Optional: Email Unsigned Performance Evaluation


TO PRINT: Once you click 'SUBMIT' you will receive a SUCCESS PAGE, click on the Printer Friendly Receipt link for a printable version of the completed evaluation form.
A copy of this evaluation form will automatically be emailed to Human Resources once you click 'SUMBIT'.