Helpful Phrases for Performance Appraisals
Often we see many senior executives groping for ideas and searching for effective words during a Performance Review Process. I am sure many will find ‘phrases.pdf’ to be a handy reference guide.
Helpful Phrases
Accuracy
Achievement
Administration
– Develops realistic tolerance levels
– Keeps accurate records
– Provides explicit documentations
– Focuses on results
– Achieves optimal outcomes
– Exceeds the norm
– Establishes effective systems for record retention
– Capably manages records retention program giving proper attention to legal, tax and operational concerns
Is highly skilled in electronic records management
– Avoids burdening management with administrative details
Analytical Skills
Coaching and Counseling
Communication Skills
– Excels in tedious research
– Applies sound analytical thinking
– Is very methodical in solving problems
– Is highly respected by employees for sharing concerns, problems and opportunities
– Lends support and guidance to employees
– Gives helpful guidance to employees
Assists employees in career assessment
– Excels in effective and positive communications
– Keeps meetings action-oriented
– Asks penetrating questions
– Is an empathetic listener
– Effectively communicates with co-workers
Competency
Computer Skills
Cooperation
– Focuses on core competencies
– Demonstrates strong personal effectiveness
– Attends seminars and workshops to improve personal competence
– Keeps alert to new computer hardware
– Keeps abreast of new software applications
– Makes effective use of on-line resources
– Is extremely cooperative with associates
– Builds cooperation
– Promotes productive cooperation
– Displays a harmonious and cooperative spirit
Cost Management
Creativity
Decision Making
– Controls expenses without lowering accomplishments
– Displays sound judgment in managing and controlling expenses
– Effectively commits resources of staff, founds and time
– Successfully develops creative strategies
– Welcomes ideas from subordinates
– Is receptive to new ideas
– Is willing to change
– Excels in nurturing new ideas
– Understands “ambiguity and change” and how these critical concepts impact the organization
– Makes decisions with confidence
– Concentrates on developing solutions
– Encourages decision making at lowest possible level
Delegating
Dependability
Development
– Provides subordinates with the resources needed to accomplish results
– Encourages subordinates to solve their own problems
– Creates a high degree of trust with subordinates
– Fully accepts all responsibilities and meets deadlines
– Can be relied upon to accomplish the best possible results
– Generates greater success in highly complex situations
– Is eager to participate in professional development programs
– Displays an ability to turn weaknesses into strengths
– Encourages employees to become promotable
Environmental, Safety and Security
Evaluation Skills
Goals and Objectives
– Closely follows all safety regulations
– Excels in accident prevention management
– Adheres to all security policies
– Accurately assesses potential
– Rates on the basis of performance and not personality
– Effectively rates job performance
– Effectively communicates objectives
– Sets compelling personal goals
– Keeps employees focused on achieving goals
and not the individual
– Carefully limits all evaluations to on-the-job performance
– Understands accomplishments, strengths and weaknesses of employees
Improvement
Initiative
Innovation
– Is continuously planning for improvement
– Promotes improvement-oriented ideas
– Uses constructive criticism to improve performance
– Establishes goals for improvement of performance targets
– Displays improved potential for advancement
– Explores new opportunities
– Requires minimum supervision
– Extremely active and eager to try new approaches
– Excels in developing innovative and creative solutions
– Seeks continuous innovation
– Excels in innovative thinking
Interpersonal Skills
Judgment
Knowledge
– Excels in effective human relations
– Recognizes the needs of others
– Excels in obtaining enthusiastic commitments
– Develops positive working relationships
– Promotes harmony among associates
– Promotes participative approaches
– Excels in making appropriate judgments
– Can be trusted to use good judgment
– Exercises sound judgment on behalf of others
– Clearly understands purposes, objectives, practices and procedures of department
– Demonstrates a strong, functional knowledge
– Keeps well informed on business, political and social issues
Leadership
Learning Ability
Loyalty and Dedication
– Is able to quickly gain the support of others
– Inspires confidence and respect
– Leads with authority and respect
– Shows appreciation for contributions and achievements
– Promotes harmony and teamwork
– Is eager to enhance skill levels
– Benefits from all learning situations
– Is committed to continuous learning
– Is continuously learning through educational and professional improvement programs
– Takes pride in job
– Is highly devoted to achieving objectives
– Displays a high degree of honesty, loyalty and integrity
Management Ability
Maturity
Mental Skills
– Effectively uses contemporary management concepts / ideas
– Encourages participative management
– Is a powerful asset to the organization
– Identifies major management problems
– Is a polished and effective executive
– Avoids managing by crisis
– Recognizes the differences between managing and doing
– Effectively manages change
– Copes constructively with emotions
– Avoids overreacting
– Keeps anger undr control
e- Confronts reality
– Uses common sense to reach workable conclusions
– Displays imaginative thinking
– Excels in heuristic thinking
– Thinks futuristically
Motivation
Negotiating Skills
Oral Expression
– Displays strong achievement drive
– Is realistically enthusiastic
– Accentuates the positive
– Displays energy and vitality in performing daily responsibilities
– Views problems as opportunities
Is results/outcomes oriented
– Excels in negotiating fair resolutions
– Is a key facilitator
– Reconciles differences without creating resentment
– Handles confrontations with tact
– Excels in impromptu speaking situations
– Communicates with ease and a natural style
– Speaks with enthusiasm and confidence
Organizing
Personal Qualities
Persuasiveness
– Makes the most of organizational energy and potential
– Demonstrates a systematic approach in carrying out assignments
– Exerts a positive influence on the organizational climate
– Has a calm, even temperament
– Is sincere
– Possesses all traits associated with excellence
– Persuades with tact
– Writes with persuasion
– Persuades without antagonizing
Planning
Potential
Presentation Skills
– Effectively plans work schedules to balance peak and slack periods
– Keeps comfortably ahead of work schedule
– Excels in developing tactical action plans
– Is very skilled in turning theory into action plans
– Plans for the unexpected
– Focuses on the future
– Displays high management potential
– Is capable of assuming greater challenges
– Displays a high energy potential
– Is enhancing growth potential through additional education and training
– Delivers presentations with enthusiasm and energy
– Is able to present dry and technical information
– Continuously strives to improve presentation skills
Prioritizing
Problem Solving
Productivity
– Excels in eliminating unproductive activities
– Recognizes the need to concentrate on people rather than tasks
– Is able to distinguish between crucial and trivial
– Sees the big picture
– Places organizational needs ahead of personal convenience
– Displays a practical approach to solving problems
– Effectively solves problems rather than symptoms
– Works well with others in solving problems
– Demonstrates consistently distinguished performance
– Is an abundant producer
– Sustains a high achievement level
Professionalism
Project Management
Quality
– Continuously seeks to broaden professional horizons
– Develops the skills needed to maintain the highest standards of professional excellence
– Develops enduring professional relationships
– Projects poise and authority
– Writing reflects a polished professional appearance
– Clearly establishes project goals and objectives
– Keeps management fully informed of a project’s progress
– Is able to keep programs and projects running smoothly
– Is fully committed to quality assurance
– Excels in detecting flaws or imperfections
– Strives for state-of-the-art perfection
Resourcefulness
Responsibility
Stress
– Effectively matches goals to resources
– Effectively assesses employee resources, strengths and competences
– Makes optimum use of department resources
– Effectively uses all information sources
– Accepts full responsibility for results
– Continues to seek and accept responsibility
– Seizes responsibility without causing seizures in either subordinates or himself/herself
– Eagerly seeks formidable challenges
– Successfully handles multiple demands from superiors and subordinates
– Copes effectively with pressures and tensions
– Maintains coolness despite annoyances
– Works effectively in high pressure situations
– Keeps calm and professional under the toughest circumstances
– Handles crises with composure
– Recognizes stress-related problems
– Recognizes the importance of sound physical and mental health for top performance
Supervisory Skills
Tact and Diplomacy
Team Skills
– Effectively motivates subordinates to exert the effort necessary to attain organizational goals
– Brings out the best in employees
– Makes certain that employees have a clear understanding of their responsibilities
– Makes maximum use of personnel and equipment
– Keeps employees challenged through job enrichment
– Develops a climate providing motivation, participation and opportunities for employee initiative
– Promotes a comfortable, friendly organizational atmosphere
– Avoids over-supervising
– Capably manages diverse personalities
– Supervises firmly and fairly
– Disciplines without causing resentment
– Is skilled in conflict resolution
– Applies all rules and regulations fairly
– Copes effectively with misunderstandings
– Handles sensitive situations with confidence
– Is very tactful when facing confrontation
– Displays trust and mutual understanding
– Conveys sincere appreciation at every opportunity
– Capitalizes on the talents of all team members
– Makes maximum use of the diverse talents of team members
– Is a strong team builder
– Excels in developing harmony and greater productivity
Technical Skills
Time Management
Versatility
– Builds a strong sense of technical teamwork and purpose
– Effectively blends management skills with technical expertise
– Keeps informed of new technologies in office automation
– Avoids becoming involved in endless details
– Makes effective use of supervisors’ time and resources
– Works smarter, not harder
– Doesn’t “major in the minors”
– Has the ability to perform a wide range of assignments
– Is very capable of handling a multitude of situations
– Is able to provide broad organizational support in many areas
– Is intrinsically comfortable with ambiguity and change
Vision
Writing Ability
– Develops vision statements that reflect realistic solutions
– Displays visionary leadership skills
– Displays long-range/long-term vision
– Develops strategic vision
– Excels in visionary strategies
– Writes in a positive manner to reflect favorably upon the organization
– Possesses a large vocabulary
– Is highly skilled in preparing reports and proposals
Categories: HR Tags: Appraisals., Performance, Phrases For
Performance Apprasail Form
I have Attached Performance Apprasail Form
PERFORMANCE PLANNING AND ASSESSMENT
PART – 1
PERSONAL DATA
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Name
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Designation
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Date of Joining
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Grade
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Department
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Qualification
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Additional qualification acquired during the Assessment period
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Total Experience
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Assessment Period
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COMPANY NAME
PART – II
CONTRIBUTION ASSESSMENT
( Self Appraisal to be filled by the Appraise )
| To be filled by the employee | |
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1. Please mention your achievements during the period in relation to objectives. Please be specific.
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2. Mention any contribution from your end outside the normal scope of your job.
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3. Mention any specific factor which adversely affected your performance What can be done to remove then ? How ?
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4. Is there any change that you wish to suggest in your job to improve performance ? Do you require any special training ?
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5. Do you have any specific knowledge skills, qualification which can be made better use of by the Company ?
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6. Grievance, if any of the employee ?
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Over – all rating of contribution :
OUTSTANDING VERY GOOD GOOD SATISFACTORY UNSATISFACTORY
Signature of the Employee
Company name
PART – III
OVER ALL EVALUATIONS
( PLEASE TICK THE APPROPRIATE BOX )
1. PERFORMANCE EVALUATION
RATING : 5 – Outstanding : 4 – Very Good : 3 – Good : 2 – Satisfactory : 1 – Unsatisfactory
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Score Grade
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| 90 to 100 o Outstanding
70 to 89 o Very Good
50 to 69 o Good
30 to 49 o Satisfactory
Up to 29 o Unsatisfactory
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II. ASSESSMENT FOR CONFIRMATION OF PROBATION
( Please don’t fill this if already confirmed )
( Appraisee should score
a minimum of 50 points)
CAN BE CONFIRMED CANNOT BE CONFIRMED
( Explain Reasons)
Remarks/ Recommendations by the Appraiser.
Signature of the Appraiser
Remarks by the Reviewing Officer :
Signature of the Reviewing Officer
PART – IV
( To be filled in by the Appraiser and discussed with the Appraisee)
1. List the Strengths and Weaknesses of the employee.
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Strengths
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Weaknesses |
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2. Grievances of the employee if any, (eg. working condition, responsibility, authority, pay promotion, etc) suggested measure for resolving the grievances.
3. What additional training experience does he require to enhance his development ?
4. What is his growth potential ? ( Give your suggestion)
5. Other Recommendations :
Signature of the Appraiser
Comments by Reviewing Officer
Signature of the Reviewing officer
Date :
PART – III
( To be filled by the appraiser and discussed with the appraisee)
RATING : 5 – Outstanding : 4 – Very Good : 3 Good : 2 – Satisfactory : 1 – Unsatisfactory
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FACTORS | Rating
———————– 5 4 3 2 1 Outstanding – Unsatisfactory |
Weight age |
Rating
Weight age = Point scored |
| 1 | PROFESSIONAL KNOWLEDGE AND ABILITY :
Possession of professional knowledge and skills and its updating ability in applying professional knowledge to carryout tasks. |
3 |
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| 2 | PLANNING AND ORGANISING :
Planning ahead : setting priorities understanding objectives and developing realistic and workable plans : developing work teams: distributing and assigning work properly.
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| 3 | DECISION MAKING :
Ability to grasp problems : critically examine alternative courses of action : take timely and sound decision : willingness to take decisions and display foresight.
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| 4 | LEADERSHIP :
Ability to motivate others : sensitivity to needs and problems of others: acceptance by the group.
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| 5 | JOB RESPONSIBILITY :
Meeting targets : shouldering responsibility: understanding allow phase of work : extent of follow- up required.
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1 |
| 6 | QUALITY OF WORK :
Thoroughness accuracy : clarity and general excellence of output : extent of work free from errors, consistency of output, systematic nature of work. |
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| 7 | INITIATIVE AND POSITIVE ATTITUDE :
ability to recognize opportunity and act, willingness to assume responsibility and carryout tasks without outside guidance.
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| 8 | INNOVATIVE THINKING :
Generation of ideas: grasping problems and evolving relevant solutions. |
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| 9 | COMMUNICATION(WRITTEN
& ORAL) Skill to give and receive instruction accurately, ability to present issues lucidly sharing information with all concerned. |
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| 10 | INTERPERSONAL RELATIONS:
Consider the degree of co-operation with colleagues, subordinates and seniors and his adaptability to new situations. |
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| 11 | COST CONSCIOUSNESS :
Efforts towards optimum utilization of available resources and elimination of waste. |
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| 12 | ABILITY TO DEVELOP
SUBORDINATES : Sensitively to develop mental needs of subordinates : ability to provide professional guidance to produce group results.
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2 |
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| TOTAL |
Click Here To Download Performance Apprasail Form
Categories: HR Tags: Apprasail, Form, Performance
Method of Performance Appraisal
360 degree PAS used by many corporate companies in a successful manner.
The system is not clicked in few industrial setups.
The appraisees must be matured enough to accept the ratings from their subordinates and peer group. If there is a healthy and harmony in interpersonal relationships then this system will yield very good results.
Now the 720 degree systems are in place.
Categories: HR Policies Tags: 320*, Performance Appraisal
Performance Appraisal Form
Performance appraisal form
I/ RATING SCALES OF PERFORMANCE APPRAISAL FORM:
We can use scales as follows for this performance appraisal form.
1. Unsatisfactory: Major improvements needed.
2. Needs Improvement: Less than Satisfactory, could be doing better.
3. Meets Expectations: Performing duties as directed with minimal Supervision.
4. Excellent: Performing all duties in a cost-effective manner with positive, measurable results.
5. Outstanding: Performing at a level above and beyond the duties of the current position’s requirements.
II/ CONTENTS OF PERFORMANCE APPRAISAL FORM:
1. Quality of work
• Consider accuracy, thoroughness, effectiveness.
• Pressure, ability to meet standards of quality.
• Use of time and volume of work accomplished.
• Work output matches the expectations established.
2. Quantity of work
• Competence, thoroughness, and efficiency of work regardless of volume.
• Neatness and accuracy.
3. Teamwork:
• Establish and maintain effective working relationship with others.
• Shares information and resources with others
• Follows instructions of supervisor and respond to requests from others in the team in a helpful manner.
• Contributing work and effort to group performance to meet agreed upon objectives and achieve team success
4. Job knowledge
• Application of appropriate level of technical and procedural knowledge in specific field
• Degree of technical competence
• Understanding of job procedures, methods, facts and information related to assignments.
• Perform duties with minimal supervision but seek guidance where and when appropriate to the job, consults the appropriate staff
5. Initiative
• Consider the extent to which the employee sets own constructive work practice and recommends and creates own procedures.
• Self-starter, develop and implement new methods, procedures, solutions, concepts, designs and/or applications of existing designs or procedures.
• Accepts additional challenges and responsibilities and willingly assist others, self-reliant.
• Completes assignment on time.
6. Interpersonal relations
• Consider the extent to which the employee is cooperative, considerate, and tactful in dealing with supervisors, subordinates, peers, faculty, students and others.
7. Health and safety compliance
• The degree to which he or she complies with or over sees the compliance with university safety rules.
• The following are also to be completed for supervisory personnel and members of the administrative staff.
8. Communications abilities
Performance appraisal of communications include elements as:
• Ability to listen and understand information;
• Presents information in a clear and concise manner.
• Knows appropriate way of communicating with immediate superiors and the management
• Demonstrates respect for all individuals in all forms of communication
• Regardless of their background or culture;
9. Planning and organizing :
• Adapting to changes and using resources effectively;
• Maintains confidentiality as appropriate.
• Setting objectives, establishing priorities, developing plans ;
• Arranging work schedules and prioritizing work to meet deadlines.
• Know when to ask for clarification before proceeding on a work project.
10. Problem analysis and decision making
• Anticipating problems and facilitate problem resolution.
• Willingness to make necessary and immediate decisions given incomplete information.
• Understanding practical and workable solutions.
• Recognizing when a decision is necessary, asking for input, making decisions and providing information and feedback in a timely manner.
11. Staff development
• The extent to which the individual provides guidance and opportunities to his or her staff for their development and advancement in the university.
12. Dependability
Performance appraisal of dependability include elements as:
• Starts work at appropriate time.
• Respects time allowed for breaks and lunch.
• Follows policies for requesting and reporting time off.
• Helps ensure work duties are covered when absent.
• Consider the extent to which the employee completes assignments on time and carries out instructions.
• Employee’s presence can be relied upon for planning purposes.
• Attendance and punctuality meets supervisor’s requirements.
Categories: Compensation and Benefits, Performance management Tags: Performance appraisal form
Performance Appraisal Interview
Performance appraisal interview
1. What is performance appraisal interview
Performance appraisal interview is an interview that conduct between HR dept/manager and employee per year/6 months, 3 months and
The employee gets useful feedback information about how effectively and efficiently he is able to discharge the assigned duties. It also gives the opportunity to employee to explain his views about the ratings, standards, rating methods, internal and external causes for low level of performance.
2. Purpose of performance appraisal interview
• To provide an opportunity for employees to express themselves on performance-related issues.
• To help employees do a better job by clarifying what is expected of them.
• To let employees know where they stand.
• To strengthen the superior-subordinate working relationship by developing a mutual agreement of goals.
• To plan opportunities for development and growth.
3. Forms, checklist of performance appraisal interview
Click Here To Download Performance Appraisal Interview
Categories: Compensation and Benefits, Performance management Tags: Appraisal Interview, Performance
Critical Incident Method of Performance Appraisal
1. Definition of Critical incident method
• Critical incident is a method used for many sectors.
• Critical incident method- Recording of events by appraiser. An incident is critical when it illustrates what the employers has done or failed to do
• The critical incidents for performance appraisal is a method in which the manager writes down positive and negative performance behavior of employees throughout the performance period.
• Each employee will be evaluated as such and one’s performance appraisal will be based on the logs that are put in the evaluation form.
• The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior.
• At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance.
• The critical incidents file of performance appraisal is a form of documentation that reflect all data about employee performances.
2. Disadvantages of critical Incident
This method suffers however from the following limitations:
• Critical incidents technique of evaluation is applied to evaluate the performance of superiors rather than of peers of subordinates.
• Negative incidents may be more noticeable than positive incidents.
• It results in very close supervision which may not be liked by the employee.
• The recording of incidents may be a chore for the manager concerned, who may be too busy or forget to do it.
• The supervisors have a tendency to unload a series of complaints about incidents during an annual performance review session.
Click Here To Download Critical Incident Method of Performance Appraisal
360 Degree Performance Appraisal
1. Definition of 360 degree performance appraisal
360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them.
2. Who should conduct 360 degree performance appraisal?
• Subordinates.
• Peers.
• Managers (i.e. superior).
• Team members.
• Customers.
• Suppliers/ vendors.
• Anyone who comes into contact with the employee and can provide valuable insights and information.
3. What’s 360 degree measures?
• 360 degree measures behaviors and competencies.
• 360 degree addresses skills such as listening, planning, and goal-setting.
• 360 degree focuses on subjective areas such as teamwork, character, and leadership effectiveness.
• 360 degree provide feedback on how others perceive an employee.
4. 360 degree appraisal has four components:
• Self appraisal
• Subordinate’s appraisal
• Peer appraisal.
• Superior’s appraisal
Categories: Appraisal Methods, Compensation and Benefits, Performance management Tags: 360 Degree, Performance Appraisal
Performance Appraisal Dictionary
Performance appraisal glossary / dictionary / terms
1. Performance appraisal: also known as employee appraisal, is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). Performance appraisal is a part of career development.
2. Paired Comparison Method: Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better Employee of the pair.
3. Forced Distribution Method: Similar to grading on a curve; predetermined percentages of ratees are placed in various categories.
4. Graphic Rating Scale: A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her performance for each trait.
5. Alternation Ranking Method: Ranking employees from best to worst on a particular trait.
6. Critical Incident Method: Keeping a record of uncommonly good or undesirable examples of an employee’s work-related behavior and reviewing it with the employee at predetermined times.
7. Behaviorally Anchored Rating Scale (BARS): An appraisal method that aims at combining the benefits of narrative and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.
8. Management By Objectives (MBO): Involves setting specific measurable goals with each employee and then periodically reviewing the progress made.
9. Unclear Performance Standards: An appraisal scale that is too open to interpretation; instead, include descriptive phrases that define each trait and what is meant by standards like “good” or “unsatisfactory.”
10. Halo Effect: In performance appraisal, the problem that occurs when a supervisor’s rating of a subordinate on one trait biases the rating of that person on other traits.
11. Central Tendency: A tendency to rate all employees the same way, avoiding the high and the low ratings.
12. Strictness / Leniency: The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low.
13. Bias: The tendency to allow individual differences such as age, race, and sex to affect the appraisal rates these employees receive.
14. Appraisal Interviews: An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.
Categories: Appraisal Overview, Compensation and Benefits, Performance management Tags: Appraisal, Dictionary, Performance
Performance Appraisal Criteria
Performance appraisal criteria
1. Appraisal criteria of top management
• Extent of achievement of organizational goals.
• Contribution towards the society.
• Degree of organizational growth and expansion.
• Profitability and return on capital employed.
2. Appraisal criteria of middle managers
• Optimal use of resources.
• Performance of the departments or teams.
• Co-ordination with other departments.
• The communication with superiors and subordinates.
• Costs Vs. revenues for a given period of time.
3. Appraisal criteria of front line supervisors
• Quantity of actual output against the targets.
• Quality of output against the targets.
• Number of accidents in a given period.
• Rate of employee absenteeism.
Categories: Appraisal Overview, Compensation and Benefits, Performance management Tags: Appraisal, Criteria, Performance
Sample Letter of Recommendation for Graduate School from Employer
Sometimes employers find it tough job to pen down a professional and smart letter of recommendation for graduate school. We help to resolve this problem at guiding you write a perfect draft. You need to understand that the purpose behind this letter is to inform that the candidate has been able to succeed in his graduate school. You need to describe the strengths and talents of the employee which make him competent for the course he wishes to apply for.
Here is an example sample which can be a great help for the employers in drafting informative and formal recommendation letters for their employees. Customize it as per your need and you will be sorted.
Template of Letter of Recommendation for Graduate School from Employer
Date: 27th November, 2014
John Ryan
Director
Whales School of Commerce
Ring Road
California
Dear Mr. Ryan,
I am writing this letter to you with regard to Mr. Jack Cullen, who has requested me that I write a letter of recommendation on his behalf. Jack and I discussed his smart decision to pursue graduate study in Commerce. I strongly support his decision because I feel he has the potential to take his natural talent to higher levels.
I have worked with Jack for almost two years. I headed the team of which he was a member. We share professional subordinate and supervisor relationship. This gave me all the time to analyze and rate his performance and abilities at different times. As the part of the sales team, he has been an enthusiastic and impressive seller for our company who would work hard to crack every deal. His dedication and commitment helped him shine as he would meet his targets with high efficiency.
In these two years, he has shown consistent performance. Jack has always impressed me with his knowledge and dedication which makes him outshine in the group. He is always zealous about taking new opportunities and fulfilling all the responsibilities. Last year, he was awarded as the Best Salesman in our company with a record of unmatched targets. He has impressed everyone in our department with his consistent performance and professional behavior.
Jack is an amazing member of the group. He knows the right style of interacting, communicating and dealing with his team members and the clients which make his so precious. He has even been a deputy team leader of the team where he performed as an exceptional leader. These are some very important and rare combinations to find in a person. He is true gem in every sense.
Jack is planning to leave our organization to attend graduate school; it is a serious loss to us but I have complete confidence that he will add more feathers to his hat by joining the graduate school. Jack is an intelligent, smart, responsible and committed person. I strongly believe that he/ will be an asset to your school.
Sincerely,
Mary James
Marketing Manager
ABC Household Solutions Pvt. Ltd.
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Categories: Letters Tags: Formal letter, Graduate School, Recommendation