EMPLOYEE PERFORMANCE APPRAISAL - EXEMPT
DATE:
(I.E., 07/01/01)
CENTER/DEPT:
NSU ID#: REVIEW PERIOD (Month/Year):
From: To:
EMPLOYEE NAME:
(I.E., 07/01/01)
JOB TITLE: OVERALL RATING:
#DIV/0!
ANNUAL ORIENTATION SPECIAL
INSTRUCTIONS:
1. Complete all sections (A, B and C).
2. Carefully evaluate each of the factors separately, based on recurring day-to-day performance since the last review and not on
recent or isolated exceptional events. Use examples, whenever possible, to support each performance rating.
3. There are ten core performance categories. All exempt employees must be rated in each of these areas and given specific
feedback on performance. There are also five optional performance categories that may be relevant, depending on the exempt
position.
4. For each factor, evaluate the employee using the definitions provided below.
5. The overall rating will be automatically calculated on Page 7.
EXCELLENT (EXCEEDS STANDARDS) (4)
Performance frequently exceeds the established requirements for the job. The employee fully understands the position, takes the
appropriate initiative, and requires only occasional direct supervision.
GOOD (FULLY MEETS STANDARDS) (3)
Performance fully meets all the established requirements for the job. The employee is familiar with all aspects of the position and
performs these in a competent and satisfactory manner.
ACCEPTABLE (USUALLY MEETS STANDARDS) (2)
Performance usually meets all the minimal established requirements for the job. The employee’s performance occasionally may
require improvement.
UNSATISFACTORY (SUBSTANTIALLY SHORT OF STANDARDS) (1)
Performance is considered below established requirements for the job. The employee needs to improve performance significantly
to reach satisfactory performance and requires daily close supervision and/or additional training to bring performance within
acceptable limits. Performance plan required.
The care and accuracy with which this appraisal is completed will
determine its value to you, to the employee, and to the organization.
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Employee Performance Appraisal - EXEMPT rev 04.08
OVERALL COMMUNICATION SKILLS
(Consider written, verbal, and listening skills)
*PERF*
PERF-Perf Rev
Demonstrates proficiency at expressing ideas and listening, asking for and providing productive feedback, and has a positive,
effective communication style.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)
DEPENDABILITY
Fulfills responsibilities, instills full confidence, works well without continual supervision.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
RELIABILITY
Consistent attendance, punctually arrives and leaves work, meetings and appointments.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
ATTITUDE/COOPERATION/ADAPTABILITY
Commitment, team spirit, amount of interest and enthusiasm shown in the performance of responsibilities and attitude toward
coworkers, students and the University. Works effectively and willingly with others (individuals and departments) in positive,
supportive, and cooperative relationship. Accepts new or changed situations, adjusting activities and plans to accommodate.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
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Employee Performance Appraisal - EXEMPT rev 04.08
JUDGMENT
Demonstrates ability to make sensible and appropriate decisions. Demonstrates discretion/professionalism in unusual situations.
Ability to make solid decisions.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
KNOWLEDGE
Demonstrates skills and an understanding of the position, policies, and procedures required in present job.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)
COMMENTS:
PROBLEM SOLVING
Identifies problems and determines their causes, assesses alternatives; makes recommendations/decisions.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
INITIATIVE
A self-starter who contributes and/or carries out new ideas or methods.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
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Employee Performance Appraisal - EXEMPT rev 04.08
PLANNING
Develops and utilizes methods and work organization to efficiently complete overall workload.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
QUALITY
Works with attention to detail and absence of error.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
QUANTITY/APPLICATION
The amount of work an individual accomplishes. Consistently applies ability and completes work in given timeframe.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
SECTION A: FACTORS AFFECTING JOB PERFORMANCE (CORE PERFORMANCE CATEGORIES)
DEDUCTIVE REASONING
Draws a conclusion by reasoning. Uses analysis and/or logic that is thorough, accurate, and appropriate while working on a
project or assignment.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
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Employee Performance Appraisal - EXEMPT rev 04.08
NEGOTIATION
Demonstrates ability to effectively reach agreement with others.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
PRESENTATION
Performs group presentations in an effective, credible, and professional manner. Disseminates information to group participants
in a way that is concise and easy to understand.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
SECTION B: FACTORS AFFECTING JOB PERFORMANCE (OPTIONAL PERFORMANCE CATEGORIES)
COMMENTS:
RESPONSIVENESS
Responds quickly and appropriately to requests for documents, reports, or information, whether verbal or written.
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
COMMENTS:
OTHER (IDENTIFY)
Excellent (4) Good (3) Acceptable (2) Unsatisfactory (1) RATING: 0.00
SECTION B: FACTORS AFFECTING JOB PERFORMANCE (OPTIONAL PERFORMANCE CATEGORIES)
COMMENTS:
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Employee Performance Appraisal - EXEMPT rev 04.08
THIS SECTION SHOULD BE COMPLETED WITH THE EMPLOYEE AT THE CONCLUSION OF THE APPRAISAL.
COMPLETED MANDATORY TRAINING
Has employee completed mandatory training? (E.G. Sexual Harassment Awareness & Prevention Training, Human Resources
Code of Conduct & Ethics Training OR Compliance Code of Conduct & Ethics Training, Safety-Sensitive training, Other (please
specify).
Yes No
Note: Failure to comply with Mandatory training requirements will be noted on this performance appraisal, and tentative fiscal
merit salary increases will be withheld until all required training has been completed.
COMMENTS
PLANS, GOALS, AND OTHER COMMENTS
What plans have you and the employee developed to build on present strengths?
What plans have you and the employee established to work on areas requiring improvement?
Describe any specific goals or special projects this employee is assigned during the next four quarters. Specify details and
milestones. (Set cooperatively by supervisor and employee.)
EMPLOYEE COMMENTS
After you have reviewed this appraisal and discussed it with your supervisor/manager, please state briefly your comments
regarding this evaluation. If you have no comments, please indicate “none.”
SECTION C: CONCLUSION
Employee’s Signature: Date:
Evaluated By:
Print Name Signature
Reviewed By:
(Next Level Supervisor) Print Name Signature
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Employee Performance Appraisal - EXEMPT rev 04.08
Gray-shaded areas contain formulas and are protected against entry.
PERFORMANCE CATEGORIES PERFORMANCE RATING
CORE CATEGORIES:
OVERALL COMMUNICATION SKILLS 0.00
DEPENDABILITY 0.00
RELIABILITY 0.00
ATTITUDE/COOPERATION/ADAPTABILITY 0.00
JUDGMENT 0.00
KNOWLEDGE 0.00
PROBLEM SOLVING 0.00
INITIATIVE 0.00
PLANNING 0.00
QUALITY 0.00
QUANTITY/APPLICATION 0.00
OPTIONAL/CATEGORIES:
DEDUCTIVE REASONING 0.00
NEGOTIATION 0.00
PRESENTATION 0.00
RESPONSIVENESS 0.00
OTHER 0.00
NUMBER OF CATEGORIES:
TOTAL: 0.00 0
(Field automatically counts categories entered)
OVERALL PERFORMANCE RATING: #DIV/0!
EXTENSION INFORMATION
30 days
Reason
60 days 90 days
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Employee Performance Appraisal - EXEMPT rev 04.08