Including Plans for the Next Review Period
Period Rated: Summer 20__ to Spring 20__
Today’s Date: If shorter rating period, show dates below:
Is employee a supervisor? Yes No
If yes, complete the both the Performance Appraisal and the Supervisory
Appraisal sections of this document.
IMPORTANT: Please complete this packet electronically.
1. Once the Performance Appraisal and Plans for the Next Review Period are, in turn, completed and
ready for review with the employee per the Timeline and Information Sheet, print them out.
2. After review, make sure you obtain hardcopy signatures on both documents.
When evaluating an employee, consider the objectives, assignments, and requirements you have previously
communicated (this is particularly important for Item 1, Accomplishment of Key Objectives/Responsibilities), as well
as the improvements made by the employee in response to your coaching or training. Consider the rating
period as a whole and the degree of responsibility exercised by the employee over his or her work. Standards
or expectations which have not been communicated are not a fair basis for judgment.
All employees are appraised in 11 performance areas (Accomplishment of Key Objectives/Responsibilities, Job
Knowledge, Quality of Work, etc.). Supervisory staff are appraised in 7 additional performance areas, S1
through S7. In each area, indicate your rating of the employee's performance. The rating options are:
Exceptional performance*: Unique and exceptional accomplishments
Exceeds standards: Clearly and consistently above what is required
Meets standards: Consistently meets the requirements of the job in all aspects
Needs improvement*: Sometimes acceptable, but not consistent
Unsatisfactory performance*: Does not meet the minimum requirements of the job.
Important Note about the two Comment sections: Ratings of Exceptional performance, Needs improvement,
or Unsatisfactory performance, all denoted with an asterisk (*), require explanation in the Overall Performance
Appraisal Rating Comments section at the end of the Performance Appraisal form and (for supervisors) in the
Overall Supervisory Appraisal Rating Comments section. For Meets standards or Exceeds standards, you may
choose to write about the employee’s performance in the overall comments section, but it is not required.
A rating of Meets standards indicates that the employee fully meets the performance requirements—that
there are no significant deficiencies in his or her performance. Ratings of Exceptional performance and
Exceeds standards should be used infrequently, since they indicate a level of performance beyond that of
“meets all standards.”
A rating of Needs improvement may indicate a need for more time and training in the job, or a continued need
to develop and use a skill, gain academic training in an area, or improve a specific work result.
A rating of Unsatisfactory performance must be improved upon within a specified time period not to exceed
the time until the next performance appraisal.
SELECTING A RATINGS CHECKBOX AND MAKING COMMENTS: To check a rating box, double-left-click on the
gray box to the left of your rating selection. Under Default value, single-left-click “Checked.” Then click “OK.”
If you select a rating with an asterisk (*), you must explain the choice in the Overall Performance Appraisal
Rating Comments box section later in this document.
1. Accomplishment of Key Objectives/Responsibilities
Using the employee’s job description, self-appraisal, and Plans for the Next Review Period from last year, list at least two
(2) and no more than four (4) major objectives/responsibilities and rate the level of significant
progress/completion/quality of each. A major objective/responsibility may be a significant project, a set of tasks, a
measurable goal, or some combination of the three.
KEY OBJECTIVE/RESPONSIBILITY A: Exceptional Performance*
KEY OBJECTIVE/RESPONSIBILITY B: Exceptional Performance*
KEY OBJECTIVE/RESPONSIBILITY C: Exceptional Performance*
KEY OBJECTIVE/RESPONSIBILITY D: Exceptional Performance*
2. Job Knowledge Exceptional Performance*
Demonstration of technical, administrative, and other specialized knowledge Exceeds Standards
required to perform the job. Consider degree of job knowledge relative to length of Meets Standards
time in the current position. If applicable, consider the individual's efforts to learn Needs Improvement*
new skills and maintain up-to-date job related information. Unsatisfactory Performance*
3. Quality of Work Exceptional Performance*
Accuracy, thoroughness, creativity, and reliability. Consider organization, Exceeds Standards
presentation, completeness, and appearance of work. Meets Standards
4. Quantity of Work Exceptional Performance*
Volume of work produced by the employee, along with his or her speed and Exceeds Standards
consistency of output. Meets Standards
5. Initiative and Resourcefulness Exceptional Performance*
Extent to which the employee is self directed, resourceful, and creative in meeting Exceeds Standards
job objectives. Consider how well the employee follows through on assignments and Meets Standards
modifies or develops new ideas, methods, or procedures to meet changing Needs Improvement*
circumstances. Unsatisfactory Performance*
6. Communication Exceptional Performance*
Effectiveness in conveying and receiving ideas, information and direction. Extent to Exceeds Standards
which employee clarifies and confirms the understanding of unfamiliar or vague Meets Standards
terms and instructions. Consider clarity of oral and written communications. Needs Improvement*
7. Cooperation Exceptional Performance*
Extent to which the employee builds and maintains work relationships and contacts Exceeds Standards
needed to effectively address problems and opportunities. Consider the employee’s Meets Standards
efforts to resolve workplace conflicts, willingness to undertake assigned projects, and Needs Improvement*
support for organizational goals and endeavors. Unsatisfactory Performance*
8. Planning and Organizing Effectiveness Exceptional Performance*
Effectively plans, organizes, and implements tasks or programs. Properly uses time Exceeds Standards
and facilities. Regularly meets deadlines, maintains a clear grasp of daily tasks, and Meets Standards
prioritizes duties in a manner consistent with organizational objectives and Needs Improvement*
emergencies. Consider how well the employee manages tasks or program Unsatisfactory Performance*
assignments including follow-through and delegation.
9. Dependability Exceptional Performance*
Extent to which the employee can be depended upon to be available for work and to Exceeds Standards
fulfill position responsibilities. Consider whether the employee reports to work on Meets Standards
time, communicates schedule changes promptly, and meets deadlines. Needs Improvement*
10. Commitment to Menlo’s Mission and Core Values Exceptional Performance*
Understanding of diverse ideas and individuals. Extent to which the employee treats Exceeds Standards
all people with fairness and equity, develops the full professional potential of each Meets Standards
person, supports a range of teaching and learning styles, protects the local and global Needs Improvement*
environment, and continually improves the educational process. Unsatisfactory Performance*
11. Level of Professional Conduct Exceptional Performance*
Conducts his/herself in a professional manner at all times in dress, demeanor, civility, Exceeds Standards
respectfulness, honesty, and other areas as agreed to in the Employee Handbook. Meets Standards
Overall Performance Appraisal Rating Exceptional Performance*
An overall rating is required - please check only one. Exceeds Standards
Overall Performance Appraisal Rating Comments (* ratings require comments here.) This box is expandable, so use as
much space as needed.
NOTE: IF THE EMPLOYEE IS A SUPERVISOR, COMPLETE THE NEXT SECTION (“SUPERVISORY
APPRAISAL”). IF NOT, SKIP TO THE SIGNATURE SECTION.
Note: This section is to be completed only in appraising employees who occupy a supervisory position. It is a
supplement to the performance appraisal.
If you select a rating with an asterisk (*), you must explain the choice in the Overall Supervisory Appraisal
Rating Comments found later in this section.
S1. Leadership Exceptional Performance*
Ability to give direction without conflict; ability to motivate employees to accomplish Exceeds Standards
goals. Effectiveness in team-building, gaining consensus, and execution of Meets Standards
collaborative projects. Needs Improvement*
S2. Work organization and delegation Exceptional Performance*
Ability to plan work distribution among employees. Efficiently uses available staff. Exceeds Standards
S3. Judgment Exceptional Performance*
Ability to analyze problems or procedures, evaluate alternatives, and select an Exceeds Standards
effective course of action. Uses logic and common sense in decision making. Meets Standards
S4. Staff Relations Exceptional Performance*
Fairness and impartiality in interactions. Effectiveness in promoting employee Exceeds Standards
welfare. Elicits staff input where feasible. Responds to staff suggestions and Meets Standards
complaints in a serious, sensitive, and timely manner. Facilitates staff adaptability. Needs Improvement*
Knowledgeable of and compliance with the college’s Equal Opportunity and Unsatisfactory Performance*
Affirmative Action policies.
S5. Communications Exceptional Performance*
Shares information on a formal and informal basis. Anticipates staff problems and Exceeds Standards
takes proactive measures, by resolving disputes, taking corrective action, and Meets Standards
handling employee grievances. Needs Improvement*
S6. Staff Development Exceptional Performance*
Exhibits effective mentoring and training skills, encourages and supports staff Exceeds Standards
participation in job-related activities. Promotes career growth. Prepares objective Meets Standards
performance appraisals. Provides feedback on a regular basis. Needs Improvement*
S7. Budget Effectiveness Exceptional Performance*
Manpower planning. Seeks best use of materials, equipment, and staff to maximize Exceeds Standards
efficiency and effectiveness. Meets Standards
Overall Supervisory Appraisal Rating Exceptional Performance*
Overall Supervisory Appraisal Rating Comments: (* ratings require comments here.) This box is expandable, so use as
much space as needed.
SIGNATURES FOR PERFORMANCE APPRAISAL AND, IF APPLICABLE, SUPERVISORY APPRAISAL
Dean/Director (if applicable) Date
Vice President or President Date
Employee ** Date
**Employee’s signature does not necessarily indicate agreement with the appraisal. It merely acknowledges that the
employee has had an opportunity to discuss the appraisal with the supervisor.
Plans for the Next Review Period
Employee Name: For Summer 20__ - Spring 20__
Indicate changes, if any, in job responsibilities and/or new job expectations
Key Measurable Objectives for Next Rating Period Accomplish by:
Training and development suggested (including means by which goals will be Accomplish by:
achieved i.e. specialized training course, continuing education; collaboration with
Employee’s signature Date
Dean, Director, Department Head Date
Vice President or President Date