reliability at work examples

When you show up on time, you tend to show people that you care and are committed; but in addition to clocking in on time, dependable employees arrive ready to work immediately. In light of the key role played by job knowledge, you want to make sure to use knowledgeable phrases when providing feedback in this area.\nAbility to apply expertise to the job\nExceptional: Consistently exceeds expectations\n\n Handles every technical challenge skillfully, thoroughly, and effectively\n \n Has applied her expertise to save the company a substantial amount of money\n \n Has used his technical knowledge to generate numerous improvements in processes, procedures, and operations\n \n Applied her expertise to the XYZ project and contributed directly to the projects success\n \n Transformed the XYZ project from a failure to a success by applying his expertise\n \n Makes highly technical information interesting and understandable\n \n Enhances the effectiveness of group meetings by sharing her expertise on issues or questions that arise\n \n\nExcellent: Frequently exceeds expectations\n\n Presents complicated information in understandable chunks\n \n Uses expertise appropriate to the situation or problem\n \n Creatively applies her expertise\n \n Enhances the expertise of her fellow employees\n \n Is able to take theoretical information and make practical use of it on the job\n \n Has helped find solutions to several problems through his technological insights\n \n Provides technical information in user-friendly language\n \n\nFully competent: Meets expectations\n\n Shows a high degree of intellectual effectiveness\n \n Easily absorbs and applies new information\n \n Communicates effectively with technical and nontechnical employees\n \n Uses her expertise to raise the quality and quantity of work\n \n Shows tenacity in solving technical problems\n \n Always seeks ways to use his knowledge to make improvements on the job\n \n Focuses on causes rather than symptoms\n \n\nMarginal: Occasionally fails to meet expectations\n\n Relies on outdated knowledge\n \n Is impatient with nontechnical employees\n \n Is more interested in quick answers than the right answer\n \n Goes into far too much detail when asked a question\n \n Uses so much technical jargon that she is difficult to understand\n \n Provides information that is not regarded as credible\n \n Starts providing an answer before hearing the entire question\n \n Provides too many answers that are either fluff or bluff\n \n\nUnsatisfactory: Consistently fails to meet expectations\n\n Pushes out-of-date solutions on employees, and then becomes defensive if employees raise questions\n \n Provides inaccurate technical information\n \n Responds to technical questions with an arrogant, degrading, and demeaning style\n \n Ignores requests for help\n \n Is more interested in his field than in getting the job done\n \n Lacks expertise in areas in which it is most needed on the job\n \n Provides solutions that have created larger problems\n \n\nTechnical knowledge\nExceptional: Consistently exceeds expectations\n\n Keeps his technical skills on the cutting edge\n \n Is the go-to person for technical questions\n \n Offers comments, suggestions, and answers that are widely respected and carry a great deal of weight\n \n Has made important technical contributions to her field\n \n Is passionate about continuing to learn\n \n Can discuss technical issues with anyone at any level\n \n Reads for pleasure in his field\n \n Has technical expertise that has contributed directly to the success of the company\n \n Is regarded as an experts expert\n \n\nExcellent: Frequently exceeds expectations\n\n Has a high degree of intellectual curiosity\n \n Is on top of new developments in her field\n \n Is truly an expert in his field\n \n Maintains state-of-the-art knowledge\n \n Is one of the resident experts in the company\n \n Knows it all without being a know-it-all\n \n Is highly regarded as a technically savvy individual\n \n Has great knowledge, but never shows off\n \n\nFully competent: Meets expectations\n\n Digs in and finds the right answers to complex technical questions\n \n Has a solid grasp of the entire field\n \n Has thorough knowledge from A to Z\n \n Asks questions when stumped\n \n Listens carefully instead of jumping in with an answer\n \n Takes active steps to build her expertise both on and off the job\n \n Is continuously upgrading his knowledge base\n \n Always takes advantage of learning situations, whether on or off the job\n \n Keeps all licenses and certifications current\n \n\nMarginal: Occasionally fails to meet expectations\n\n Has let her expertise fall behind\n \n Gives superficial answers to detailed questions\n \n Has no interest in continuing education\n \n Builds technical expertise in areas that have little to do with the needs of the company\n \n Has in-depth knowledge in too narrow of an area\n \n Has impressive credentials, but spends too much time talking about them\n \n Relies on information that has since been updated\n \n Shows declining interest in his area of expertise\n \n Focuses more on yesterdays knowledge than tomorrows challenges\n \n\nUnsatisfactory: Consistently fails to meet expectations\n\n Bases decisions on knowledge that is out of date\n \n Shows no interest in upgrading her technical knowledge\n \n Turns away from opportunities to build his expertise\n \n Lets licenses and certifications lapse\n \n Is unfamiliar with the latest developments in her field\n \n Gets caught up in the technical details and fails to see the larger issues\n \n Becomes argumentative when his facts are questioned\n \n Hasnt taken a class or attended a seminar in years\n \n","item_vector":null},"titleHighlight":null,"descriptionHighlights":null,"headers":null,"categoryList":["business-careers-money","business","human-resources"],"title":"Employee Appraisal Phrases: Job Knowledge and Expertise","slug":"employee-appraisal-phrases-job-knowledge-and-expertise","articleId":190321},{"objectType":"article","id":190320,"data":{"title":"Employee Appraisal Phrases: Professional Ethics","slug":"employee-appraisal-phrases-professional-ethics","update_time":"2016-03-26T21:00:10+00:00","object_type":"article","image":null,"breadcrumbs":[{"name":"Business, Careers, & Money","slug":"business-careers-money","categoryId":34224},{"name":"Business","slug":"business","categoryId":34225},{"name":"Human Resources","slug":"human-resources","categoryId":34241}],"description":"Ethical issues in the workplace have always been important. Ma sai riconoscere il gelato di qualit? In every situation, make sure to understand your strengths and weaknesses so that you can continuously improve on your dependability. An employer needs to be able to trust their employees to get their work done. However, such appraisals are more appropriate for computer chips than for human beings. He has difficulty coming up with resolution to difficult problems. This characteristic is important first of all on a personal level, but it becomes a fundamental plus also for cultivating successful relationships at work. She has been living in Barcelona since 2012. Be the first to rate this post. Being on time is more than just common courtesy. Here are 12 examples of showing resilience at work: 1. The best strategy is to include targeted phrases that energize an employee to keep up the good work in key areas, while also encouraging employees to focus more carefully on the quality and quantity of their work where needed.\nPerformance levels\nExceptional: Consistently exceeds expectations\n\n Finds the most effective ways to get the job done\n \n Creates new strategies to improve performance\n \n Improves the performance of others\n \n Focuses abundant energy and effort on the job\n \n Targets efforts for maximum results, and then achieves them\n \n Is motivated to perform at a superior level\n \n Maintains the highest personal performance standards\n \n Is clearly superior in every measurable area of performance\n \n Expects and attains outstanding results\n \n Serves as a highly positive role model in all performance areas\n \n Took a virtually impossible assignment and turned it into a major winner\n \n Set a new high-water mark on the XYZ project\n \n Grabs the brass ring on every project\n \n Dazzles senior management\n \n\nExcellent: Frequently exceeds expectations\n\n Comes to work ready to excel\n \n Sets high personal performance expectations\n \n Relentlessly pursues outstanding outcomes\n \n Expects more and gets it\n \n Refuses to settle for status-quo performance\n \n Does not know the word average\n \n Is energized by the prospect of achieving challenging goals\n \n Prioritizes work for maximum results\n \n Has a compelling can-do attitude\n \n Is undaunted by difficult challenges, tough obstacles, or frustrating events\n \n Plans to succeed and does so\n \n Bounces back from setbacks\n \n Is frequently mentioned by name whenever the topic of outstanding performance comes up\n \n Keeps pushing until the desired outcomes are achieved\n \n Jump-starts stalled projects\n \n Takes great pride not only in meeting goals but in surpassing them\n \n\nFully competent: Meets expectations\n\n Is open to new strategies to improve results\n \n Has visibly improved her performance levels\n \n Is steadily upgrading every performance area\n \n Actively seeks strategies to improve performance\n \n Can be counted on for solid performance\n \n Focuses his priorities on maximum effectiveness and success\n \n Maintains focus on the main event\n \n Takes feedback to heart and strives to improve\n \n Focuses on work, not on the clock\n \n Is a stable and consistent performer\n \n Is very interested in suggestions to build performance\n \n Effectively focuses her energy on the job\n \n\nMarginal: Occasionally fails to meet expectations\n\n Is satisfied with his current performance, despite the fact that it isnt satisfactory\n \n Prefers to slip under the bar instead of leaping over it\n \n Can be sidetracked by minor obstacles and challenges\n \n Is tolerant of mediocre performance\n \n Regards performance measures as unfair\n \n Has an inflated view of her own work\n \n Insists that improvements in performance are coming soon\n \n Feels that others are intentionally trying to make him look bad\n \n Spends more time as a spectator than as a participant\n \n Comes up short on long-term projects\n \n Spends time on low-priority projects\n \n Is primarily interested in things that have little to do with work\n \n Is rarely around when its time for heavy lifting\n \n Does C-level work on A-level projects\n \n Misunderstands the priorities of the job\n \n\nUnsatisfactory: Consistently fails to meet expectations\n\n Attributes performance problems to other people or circumstances\n \n Fails to take responsibility for her failures\n \n Has received complaints from customers\n \n Has received complaints from management\n \n Has displayed performance levels that have been declining\n \n Talks the performance talk, but does not walk the walk\n \n Has fallen into a habit of questionable performance\n \n Spends more time socializing than working\n \n Shows little interest or motivation in upgrading performance\n \n Doesnt pay enough attention to the work that needs to be done\n \n Expects others to carry the load\n \n Regards goals as suggestions\n \n Always seeks the easy way out\n \n Is unwilling to accept feedback and guidance\n \n Steps back when its time to step up\n \n\nSetting priorities\nExceptional: Consistently exceeds expectations\n\n Understands and resolves A-level matters before B-level and C-level matters\n \n Uses sound judgment and insights when rank-ordering projects\n \n Serves as a valuable resource to determine the role and priority of totally different tasks\n \n Always knows which projects belong at the top of the list and which belong at the bottom\n \n Easily and quickly singles out low-priority tasks\n \n Clarifies priorities for employees at any job level\n \n Prevents others from pursuing minor projects that superficially appear to be important\n \n Quickly and accurately calibrates project priorities\n \n\nExcellent: Frequently exceeds expectations\n\n Is keenly aware of the subtleties that make one project more important than another\n \n Places work priorities over personal priorities\n \n Adapts his workload and priorities to meet workplace demands\n \n Breaks projects into logical pieces to make sure that top priorities are handled first\n \n Is able to set priorities when under great pressure\n \n Tackles high-value projects first\n \n Targets efforts on tasks with the largest payoff\n \n Uses multi-tasking to handle low-priority items\n \n\nFully competent: Meets expectations\n\n Understands priorities and how to establish them\n \n Discusses priorities when there is confusion\n \n Is unafraid to ask questions about priorities\n \n Shifts priorities as needed\n \n Clarifies and then correctly handles competing priorities\n \n Is very cognizant of priorities and adjusts focus as necessary\n \n Reviews priorities before starting tasks\n \n\nMarginal: Occasionally fails to meet expectations\n\n Confuses priorities with preferences\n \n Starts working before prioritizing\n \n Uses inappropriate criteria in determining what to do first\n \n Leaves major projects until the end\n \n Argues over priorities\n \n Decides on priorities and rigidly sticks to them, even when situations call for flexibility\n \n Sees unessential matters as essential and vice versa\n \n Lacks insight into her own ability to handle priorities\n \n Is easily sidetracked by low-value tasks\n \n\nUnsatisfactory: Consistently fails to meet expectations\n\n Ignores priorities of assigned projects\n \n Treats all assignments as having essentially the same priorities\n \n Places no priority on setting priorities\n \n Randomly prioritizes assignments\n \n Works on lowest priorities first\n \n Sees only the small picture\n \n Spends too much time on low-level priorities and too little time on major priorities\n \n Wallows in trivial matters\n \n","item_vector":null},"titleHighlight":null,"descriptionHighlights":null,"headers":null,"categoryList":["business-careers-money","business","human-resources"],"title":"Employee Appraisal Phrases: Performance Levels and Setting Priorities","slug":"employee-appraisal-phrases-performance-levels-and-setting-priorities","articleId":190296},{"objectType":"article","id":190325,"data":{"title":"Employee Appraisal Phrases: Growth and Development","slug":"employee-appraisal-phrases-growth-and-development","update_time":"2016-03-26T21:00:12+00:00","object_type":"article","image":null,"breadcrumbs":[{"name":"Business, Careers, & Money","slug":"business-careers-money","categoryId":34224},{"name":"Business","slug":"business","categoryId":34225},{"name":"Human Resources","slug":"human-resources","categoryId":34241}],"description":"One of the major objectives of performance appraisals is to provide employees with targeted feedback and guidance to help them learn, grow, and develop. However, the conditions have never been better to demonstrate to your employer that you canwork independently as well as a part of a team and deliver to a high standard. For instance, starting your business comes with a whole host of tasks related to the operational side of the business, including registering your company, setting up invoicing and working out your taxes. A person with good decision-making skills should be making sound fact based judgements. This way, you can position yourself in the best way to get hired. Getting into the habit of finishing every goal, no matter its size, only helps encourage your reliability as youre accomplishing tasks on an employers time. He can be counted on to give 100 percent under all circumstances. He demands reliability from others, but not from himself. If you want to be hired, it is important to showcase your dependability and reliability on your resume. Accepting Challenges It's difficult to get ahead without accepting new challenges, especially when personal interest is involved. Amazing Retail, San Francisco, CA Customer Service Manager, Assist in the recruitment, training, and periodic performance review of a customer service team of 20 members on average, Directly handling customer questions, concerns, and problems to resolve in the most efficient way, Handling weekly payroll of 20+ employees on average, Promoted to customer service manager position after successfully working as a customer service representative for 3 years, Dash Cellphone Services, Los Angeles, CA Customer Service Representative, Handling customer concerns and complaints by telephone in regards to their cell phone services, Communicating effectively with varying customers to analyze their needs and find solutions, Accessing database systems electronically to best serve customers, Writing up reports of customer service scenarios, Awarded with two raises throughout employment, Livingston Insurance Services, Los Angeles, CA Customer Service Representative, Provided information about various insurance packages accurately to customers, Worked towards resolution of any customer issues, Appropriately filed reports with the supervisor of any complaints or customer service comments, Awarded with the New Employee of the Year Award in 2011, Berkeley City College, Berkeley, CA Associates in Business, Learning Academy Course Certificate in Business Management Leadership. Overarching positive comments about super attitudes provide no information regarding behaviors for an employee to continue, while overarching negative comments about terrible attitudes provide no information regarding behaviors for the employee to eliminate.

When providing feedback in reliability, dependability, and integrity, keep in mind that as an employee improves his or her performance, then individual attitudes improve as well.

Reliability and Dependability

Exceptional: Consistently exceeds expectations

Displays exceptional performance day after day
\n
Keeps his word under all circumstances
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Regardless of the situation, will do everything possible to make sure that her performance is steady and strong
\n
Is unstopped by obstacles, pressures, and demands that would justifiably derail others
\n

Excellent: Frequently exceeds expectations

Can be counted on to give 110 percent under all circumstances
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Keeps his commitments and works with fellow employees to help them keep theirs
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Automatically works extra hours if thats what it takes to get the job done right
\n

Fully competent: Meets expectations

Can be counted upon for steady performance
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Demonstrates consistently solid performance in all aspects of her work
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Handles projects conscientiously from start to finish
\n

Marginal: Occasionally fails to meet expectations

Demands reliability from others, but not from himself
\n
Has energy, drive, and performance levels that are inconsistent and unpredictable
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Talks about deliverables, but does not consistently deliver
\n

Unsatisfactory: Consistently fails to meet expectations

Disappoints employees who depend on her
\n
Makes promises that he doesnt keep
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Guarantees that deadlines will be met, but consistently misses them
\n

Integrity

Exceptional: Consistently exceeds expectations

Maintains the highest standards of personal integrity
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Displays exemplary behavior in every aspect of his work
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Is highly regarded for her integrity both within and outside the company
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Is a true embodiment of the companys values regarding integrity
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Sets the high-water mark for integrity
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Identifies the most worthy steps and then takes them
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When given a choice, always opts for the reputable route
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Finds and implements the sterling way to handle any ethically challenging situation
\n

Excellent: Frequently exceeds expectations

Sets very high personal standards of integrity, which his employees emulate
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Will not consider less-than-honorable plans, strategies, or behaviors
\n
Consistently engages in meritorious behavior
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Can be counted upon to act honorably in all situations
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Builds a climate of integrity in her department
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Demonstrates the highest levels of integrity in all dealings with employees
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Handles all dealings with his customers with the highest levels of integrity
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Has a strong sense of integrity that underlies dealings with vendors
\n

Fully competent: Meets expectations

Is well-intentioned in all her workplace behaviors
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Consistently takes the high road
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Appropriately counsels employees who engage in disingenuous behaviors
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Has a strong sense of right and wrong, and consistently strives to do whats right
\n
Maintains high standards of integrity across his department
\n
Makes decisions that consistently reflect her strong commitment to acting reputably
\n
Quickly dismisses less-than-exemplary options
\n

Marginal: Occasionally fails to meet expectations

Lets expedience trump integrity
\n
Sets integrity aside when pursuing his goals
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Rationalizes her less-than-meritorious behaviors
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Does not rank integrity particularly high on his list of priorities
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Always expects integrity from others, but doesnt always display it herself
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Intermittently demonstrates acceptable levels of integrity
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Has had several recent lapses in integrity
\n

Unsatisfactory: Consistently fails to meet expectations

Violates company standards and expectations regarding employee integrity
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Has put the company at risk with his untoward actions
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Engages in underhanded behaviors
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Has taken actions that have caused his employees to question his integrity
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Has generated complaints from customers because of issues with his integrity
\n
Has been the cause of concern from vendors because of her integrity
\n
Has cost the company customers and money because of his disingenuous behavior
\n
Has engaged in questionable behaviors that have led to corporate embarrassment
\n

","description":"

Common themes in performance appraisals focus on employee attitudes such as reliability, dependability, and integrity.

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Open 2000+ performance review examples and phrases for different skills this way, you respond to complex issues Provide. S actually very simple personnel when he faces a complex situation //www.zigya.com/blog/how-do-you-demonstrate-realiability-at-wrokplace/ >! Team to do whatever it takes to get her hands dirty with his employees to ensure the job gets on. Holding yourself accountable conflicts at work isnt just aboutgetting brownie points with your manager late Difficult situation he applies overly complex and impractical approaches to solving problems teaches us: reliable and Registered trademark of DeltaQuest Media Limited act ethically train self-discipline is the go-to person if managers. Look forwhen they seek to promote employees and entrust them with more responsibility basic tenant getting! Generated per employee at least five-fold from the medieval Latin affidamentum, and they & # x27 t! 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Respond to complex issues and Provide recommendations to all levels of personal integrity that underlies reliability at work examples his dealings employees

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