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Employee Performance Evaluation
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Employee:EMPLOYEE NAME
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Date of
Evaluation:		April 18, 2024
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ScaleAdjectiveDescription
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5OutstandingPerformance is consistently superior and significantly exceeds position requirements
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4Very SatisfactoryPerformance frequently exceeds position requirements.
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3SatisfactoryPerformance consistently meets position requirements
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2Needs ImprovementPerformance meets some, but not all position requirements
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1UnsatisfactoryPerformance consistently fails to meet minimum position requirements; employee lacks skills required or fails to utilize necessary skills.
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TASKS
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TaskComments12345
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General Basics & KnowledgeThis category includes general knowledge of how to use SellerAmp, how to use and read Keepa charts & data & general Amazon knowledge.
Each individual section will be rated out of 5 and the average will be your category score.

-SellerAmp; Bryan appears to have a decent understanding of SellerAmp and appears to utilize it generally properly however I have not seen much evidence of him utilizing it for storefront stalking. - 3

-Keepa; Bryan appears to have a decent understanding of Keepa but could improve, especially in the area of being able to prove sales properly. - 3

-General Amazon Knowledge; Overall based on Bryan's being new with us, I would say he has a higher than average Amazon knowledge compared to other people at the same point in their employment with us. - 4
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Manual Product SourcingThis category includes all aspects of manual sourcing.
Each individual section will be rated out of 5 and the average will be your category score.

-Costco Sourcing: N/A

-Keepa Product Finder: N/A

-Manual Sourcing:
This appears to be Bryan's preferred method of sourcing and also his most efficient. He has been doing well in this category and is almost able to meet his individual requirements per hour with this method as well. Good work. - 3

-Storefront Stalking:
This seems to be an area where Bryan is lacking. He has spent a decent amount of time sourcing this method this month however his production per hour is much lower than manual sourcing & this is an area that needs work. We will have a further discussion regarding storefront stalking. - 1

-SellerWatch: N/A
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Software SourcingThis category includes all aspects of software sourcing.
Each individual section will be rated out of 5 and the average will be your category score.

-Arbisource: N/A

-Tactical Arbitrage: Considering the lack of TA sourcing from Bryan as indicated in his sheet, I cannot provide a fair evaluation for this category so no evaluation will be provided.
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Additional TasksThis category will include all additional non sourcing tasks assigned to yourself.
Each individual section will be rated out of 5 and the average will be your category score.

-Running Tactical Arbitrage scans:although there is limited data for Bryan running TA scans, from the one's he has ran, it does appear he is able to run them exactly as expected, good work. - 4

-Tracking Tactical Arbitrage scans: same as running TA scans, there is more limited data however for the data Bryan has tracked appears to have been done so as expected. Good work. - 4

-Tactical Expander scans (regular stores): N/A

-Tactical Expander scans (seller storefronts): N/A
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ADDITIONAL PERFORMANCE COMPETENCIES
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CompetencyComments12345
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AdaptabillityHow adaptable has Bryan been in his role?

Bryan has not been with us long enough to fully evaluate his adaptability however with all of the tasks he has been shown so far, he seems to understand them and adjust to them fairly easily. My one gripe so far is that he was shown how to utilize TA and it appears he has not used it which may indicate he is not prone to learning new methods.
I hope in the future that Bryan shows more inititivate to give additional sourcing methods a real try and to stick with them until he becomes proficient with them.
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CommunicationHow does Bryan communicate with the rest of the team? Does he ask questions? Does he suggest improvements?

So far it appears Bryan has had solid communication. I regularly see him checking in with the team & asking questions about products he is unsure of. Good work.
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DependabilityHow dependable is Bryan?

So far Bryan has been very dependable and has been doing exactly what we expect. Great work.
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Work EfficiencyHow many leads has Bryan been able to produce?

For the limited time Bryan has been with us, he is doing well. As of April, he is currently at about 67% of his individual lead requirement. Obviously this is below where we would want him to be however I can see Bryan improving and I expect he will improve even more with more time. Good work so far.
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Work QualityWhat kind of lead disqualification rate has Bryan had?

Bryan's DQ rate has been high however that is expected with new hires. We can already see his overall DQ rate coming down from last month to this month and I expect this to improve even more organically with more time & experience.
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REMARKS
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Thank you for your hard work and dedication so far Bryan. I believe you are doing very well for how long you have been with us so far and I can see some really great potential from yourself.

There are some things that we need to address and work on as mentioned in this evaluation including:
- The lack of TA sourcing
- The low production when it comes to storefront stalking
- Being able to better identify items that are hard to prove sales

However I can see you doing extremely well within Vellichor once these things begin to get addressed and corrected.


Good work so far Bryan.
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