PERFORMANCE APPRAISAL/DEVELOPMENT PLAN
This information may be used in decisions concerning advancement, reassignment, future training needs, performance related salary adjustments, and as
evidence in contested disciplinary actions. The employee may legally refuse to provide the information but failure to do so may affect any of the above
decisions. This data is considered private according to Administrative Procedure 20. It may only be released to individuals described therein.
EMPLOYEE'S NAME AGENCYIDIVISION
CLASSIFICATION TITLE WORKING TITLE (if different) POSITION CONTROL NUMBER
APPRAISAL DATE PERFORMANCE DATE REVIEWED
PERIOD to INDICATORS ESTABLISHED WITH EMPLOYEE
RESP EVALU- LEVELS OF PERFORMANCE
% OF TIME
Below Minimally Fully Meets Exceeds Greatly COMMENTS: Explain areas below expectations and
OBJ. FACTORS Expectations Meets Expectations Expectations Exceeds areas where exceptional performance exceeds
NO. Expectations Expectations expectations.
B. POSITION DESCRIPTION REVIEW is to be completed each year. Description should be revised if the position changes (need not be rewritten
each year). The position description must be entirely rewritten every three years. A copy of the employee's revised or rewritten position
description should be submitted to the agency's personnel office with a copy of the review form.
The current position description is:
an accurate reflection of the current responsibilities and performance standards.
revised to reflect changes in the position.
rewritten because it is three years old.
C. Work Related Below Meets Exceeds Rating
. Characteristics Expectations Expectations Expectations
Adaptability: Does not respond Accept and responds Recognizes the need for Below Expectations
Responds positively to positively to change; positively to change; and takes the initiative to Meets Expectations
Change; Flexible in inflexible. flexible. implement changes that Exceeds Expectations
Adapting to changing enhance department and
conditions. university operations.
Communications: Has difficulty Written and verbal Excels in interpersonal Below Expectations
Effective Listening, understanding others. communications are communications and Meets Expectations
Written, verbal and Noticeable deficiencies in clear, concise and well optimally utilizes all Exceeds Expectations
interpersonal skills. communicating with organized. Listens to channels of
others. and understands other communication. Seeks
points of view. input from others.
Customer Service/ Difficulty responding to Routinely responds to Consistently exceeds in Below Expectations
Relations: Ability to customer and/or customers in a timely meeting the customer’s Meets Expectations
respond effectively to indifferent to customer and courteous manner. needs with a positive and Exceeds Expectations
internal/external customer needs. exemplary attitude.
needs, requests and
Decision Has difficulty in Uses appropriate Looked to by others for Below Expectations
Making/Problem evaluating facts and decision making process guidance in resolving Meets Expectations
Solving: The ability to solving problems. to complete assigned problems and making Exceeds Expectations
think through problems, duties. decisions.
evaluate relevant facts
and reach sound
Dependability/Time Has difficulty meeting Consistently meets Can be counted on to Below Expectations
Management: The deadlines and completing deadlines and completes achieve the best Meets Expectations
ability to meet deadlines tasks. tasks. possible results, and Exceeds Expectations
and follow through with constantly meets
commitments and deadlines.
Quality of Work: Poor quality; often needs Consistent quality of Achieves the highest Below Expectations
Demonstrates accuracy, rework. work. standard of quality Meets Expectations
thoroughness and Exceeds Expectation
neatness in performing
D. OVERALL PERFORMANCE LEVEL OF EMPLOYEE. Check appropriate statement below. Consider all data in Sections A, B and C.
Please explain in Section E on overall performance rating that is outstanding or unsatisfactory.
Performance is outstanding. The employee’s achievements and contributions greatly exceed standards, expectations and
Performance is above expectations. The employee consistently performs at a higher level than the job requires.
Performance is satisfactory. The employee meets job requirements and expectations.
Performance is marginal. The employee meets some, but not all job requirements and expectations. Improvement is
Performance is unsatisfactory. The employee does not meet job requirements and expectations. Substantial improvement is
needed to justify retention in the position.
E. ADDITIONAL COMMENTS AND CONCERNS to be considered in the performance review. Add anything that is relevant to the
employee’s performance not included in Section A.
F. PROFESSIONAL DEVELOPMENT PLAN:
1. Identify goals and objectives for the next year that will help the employee meet job requirements and expectations and/or further
their professional development.
2. Identify specific work activies (such as courses, seminars, and workshops) to pursue during the next year that will assist in the
achievement of the above goals.
G. EMPLOYEE COMMENTS (optional):
SIGNATURE OF RATER (I have completed the above evaluation) Date
SIGNATURE OF EMPLOYEE (I have read the above evaluation) Date
SIGNATURE OF RATER’S SUPERVISOR (I have reviewed the above evaluation) Date