Category: Forms

Lab - Peoria Forms

Productivity – Packaging

Post author By Michael Quattrone
Post date September 2, 2022

Productivity - Packaging

Staff Member

Product

Task

Batch ID OR METRC ID

Number of Units

Start Time

End Time

Notes

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Lab - Peoria Forms

Employee Information

Post author By Michael Quattrone
Post date September 2, 2022

Employee Add/Change (not in use)

Employee Information

Employee Name

First

Last

Reason for Change

New Employee

Start Date

Department

Job Title

Location

Manager

Promotion

Start Date

New Hourly Rate

New Annual Salary

New Department

New Job Title

Location

Manager

Termination

Last Day Worked

Rehire

Yes

Current Department

Current Job Title

Reason for Termination

Manager

Section

Supervisor Approval

Name of Person Submitting Form

Date

Management Approved?

Yes

Section

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Forms

Self Assessment

Post author By Michael Quattrone
Post date May 10, 2022

Self Assessment

Employee Information

First Name *

Last Name *

Company

Job Title

Location

Supervisor Information

First Name *

Last Name *

Rating Description

5 – Outstanding Performance – Employee performance is outstanding and far exceeds performance of peers. This may include one of the following: exceeding goal targets; meeting or exceeding expectations in spite of unusually challenging circumstances; or employee's performance influences others to perform better by either i) naturally motivating and inspiring others to perform better, ii) coaching others, or iii) creating results that pave the way for others and/or are used as a model.

4 – Excellent Performance – Employee performance is excellent. The next step for this employee would be to exceed targets, and/or influence others to improve their performance. Employee requires little guidance to perform at a high level.

3 – Good Performance – Employee performance is good and employee meets job performance standards in all or most areas. Employee is reliable in attaining expected results and is timely and efficient.

2 – Low Performance or Developing – Employee shows potential but performance is low. Employee may be new to the job or task and is developing. Employee requires frequent guidance.

1 – Unacceptable Performance – Employee performance is poor and requires significant improvement in the short-term. Employee may actually be doing things that negatively affects others' performance or puts Lottery at risk. Requires performance improvement plan.

Using the rating definitions explained above, select the "Rating" next to each section to assess your performance over the last year with respect to each Performance and Value Attribute.

Performance Attributes

(Measuring how you do your job.)

Problem Solver

1. Proactively identifies issues and generates solutions to workplace or customer problems.
2. Analyzes problems by gathering, organizing and sharing all relevant information in collaboration with others to resolve issues.
3. Identified by others as demonstrating initiative and being a solutions-based problem solver.

Rating

Continuous Improvement

1. Takes initiative to improve products, services or processes that have a positive impact on our team or customers.
2. Looks for and acts upon efficiency improvement opportunities. Seeks to make both incremental as well as “breakthrough” improvements.
3. Collaborates with team members and management to bring awareness and visibility to improvement opportunities.

Rating

Execution

1. Delivers consistent results in a timely manner. Meets deadlines. Sets and achieves goals.
2. Works independently. Demonstrates confidence to make decisions. Seeks help when needed.
3. Has a meaningful impact on the business and team. Recognized as positive and proactive.

Rating

Adaptability

1. Embraces change and shifts priorities based on business needs.
2. Responds to change with a positive attitude and adjusts method of approach to achieve goals.
3. Constantly seeks alignment with team and management to address change.

Rating

Effective Communication

1. Communicates clearly and effectively and models openness and transparency with communication.
2. Ensures information is shared with appropriate team members and project groups.
3. Seeks to keep team members on the same “page.”

Rating

Fiscal Accountability

1. Uses financial resources effectively and efficiently.
2. Identifies opportunities to maximize efficiencies.
3. Strives to eliminate all forms of waste.

Rating

Culture Ambassador

1. Outwardly passionate about Our Team, our culture and values.
2. Seen as a cultural ambassador and proactively indoctrinates others into the culture.
3. Consistently brings a Culture and Core Values into workplace conversations and interactions.

Rating

Go Team

1. We collaborate with each other to achieve better results than we could individually.
2. We’re constructive, positive and energetic at all times.
3. We value diversity of opinions, ideas, experiences and backgrounds.

Rating

Compliance and Safety

1. We hold ourselves to a higher standard, legal compliance is just table stakes.
2. We never put our self, team, business or customer at risk at any way.
3. We act with compassion and concern for our collective wellbeing.

Rating

Total

Value Attributes

(Behaviors associated with how you do your job.)

Collaborative

1. Communicates with others in an open, direct and transparent manner.
2. Inquires as well as advocates; actively listens to other people’s inputs and ideas.
3. Shares information and data freely to develop the best possible decisions.

Rating

Innovative

1. Continuously strives to improve business results including looking for innovative approaches.
2. Challenges status quo.
3. Constantly learning; passionate about role and the industry.

Rating

Accountability

1. Focuses on business results, not personal agendas.
2. Uses data to support decision making and to monitor, measure and act.
3. Say what you do/do what you say; has integrity in behavior.

Rating

Total

Comments

ADDITIONAL COMMENTS

Verification of Review

By signing this form, you confirm that you have discussed this review in detail with your supervisor. Signing this form does not necessarily indicate that you agree with this evaluation.

Employee Signature *

Clear

Date *

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Administrative Forms

Performance Improvement Plan (PIP)

Post author By administrator
Post date May 9, 2022

Performance Improvement Plan (PIP)

The purpose of this Performance Improvement Plan is to define serious areas of concern, gaps in your work performance, reiterate Crowded Group, Inc. expectations, and allow you the opportunity to demonstrate improvement and commitment.

Crowded Group, Inc. values you as an employee and desires to see you fulfill your full potential.

Employee Information

First Name

Last Name

Phone Number

Position

Supervisor's Information

First Name

Last Name

Phone Number

Position

Performance Improvement Plan

Areas of Concern

Bullet point issues and how employee’s lack of performance and/or behavior has affected their co-workers, company, and customers.

Observations, Previous Discussions or Counseling

Include dates and times you have addressed the issues in the recent or relevant past. Reference previous documents when applicable.

Step 1: Improvement Goals

Goal 1

Goal 2

Goal 3

These are the goals related to areas of concern to be improved and addressed.

Step 2: Activity Goals

Listed below are activities that will help you reach each goal.

Goal No.

Start Date

Completion Date

Activity

How to Accomplish

Goal No.

Start Date

Completion Date

Activity

How to Accomplish

Goal No.

Start Date

Completion Date

Activity

How to Accomplish

Step 3: Resources

Listed below are resources available to you to complete your Improvement activities (may include other people’s time or expertise, training materials and activities, or time away from usual responsibilities.)

Resource 1

Resource 2

Resource 3

Step 4: Management Support

Listed below are ways in which your manager will support your Improvement activities.

Management Support 1

Management Support 2

Management Support 3

Step 5: Expectations

The following performance standards must be accomplished to demonstrate progress towards achievement of each Improvement goal.

Expectation 1

Expectation 2

Expectation 3

Timeline for Improvement, Consequences and Expectations

Probation Period

30 days

60 days

90 days

During this time you will be expected to make regular progress on the plan outlined above. Failure to meet or exceed these expectations, or any display of gross misconduct will result in further disciplinary action, up to and including termination.

In addition, if there is no significant improvement to indicate that the expectations and goals will be met within the timeline indicated above, your employment may be terminated prior to the end of your probation period.

Furthermore, failure to maintain performance expectations after the completion of the Performance Improvement Plan may result in additional disciplinary action up to and including termination.

This Performance Improvement Plan does not alter the employment-at-will relationship. Additionally, the contents of this Plan are to remain confidential.

Should you have questions or concerns regarding the content, you will be expected to follow up directly with the Human Resource Department.

Verification of Review

By signing this form, you confirm that you have discussed this Performance Improvement Plan in detail with your supervisor.

Employee's Signature

Clear

Date

Supervisor's Signature

Clear

Date

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Administrative Forms

Payroll Action

Post author By administrator
Post date February 18, 2022

Payroll Action Form

Employee Information

Employee Name

First

Last

Reason for Change

New Employee

Start Date

Hourly Rate

Annual Salary

Department

Job Title

Location

Manager

Promotion

Start Date

New Hourly Rate

New Annual Salary

New Department

New Job Title

Location

Manager

Raise

Effective Date

New Hourly Rate

New Annual Salary

Termination

Last Day Worked

Rehire

Yes

Current Department

Current Job Title

Reason for Termination

Manager

Section

Supervisor Approval

Name of Person Submitting Form

Date

Management Approved?

Yes

Section

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Forms

Time Off Request

Post author By administrator
Post date April 14, 2021

Time Off Request

First Name

Last Name

Contact Number

Position

Number of Days Requested

Start Date

End Date

Type of Leave Request Type of Leave Request

Comments

Checkboxes

By submitting this form, you are acknowledging that you understand that Paid Time Off (PTO) will always be used before Leave Without Pay as well as all Time Off Requests being subject to approval by your supervisor and the Human Resources Department.

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