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					        Employee Performance/Probationary
        Performance Appraisal



 Employee Name:                                Employee ID number:                   Job Code & Title:                        Review Period:
                                                                                                                              From       To

 Department Name:                              Entity:                               Supervisor Name:                            Performance Appraisal
                                                                                                                                 Probationary Appraisal
                                                PICK ONE
                                                                                                                              3 month        6 month
If this rating marks the end of the employee’s probationary period, does the employee pass probation?                                     Yes                No


RATING                                                               PERFORMANCE LEVEL DEFINITIONS
 5     To be considered for this rating, the employee consistently exceeded personal & strategic performance requirements. Questions for the supervisor to answer
       include:
       -Does employee consistently take on stretch goals, cross-functional or campus-wide assignments beyond the requirements of his/her current position that has produced
       beneficial and documented outcomes?
       -Has the employee created and designed services or re-engineered/changed processes or procedures that saved on cost, exceeded written financial goals or enhanced the
       overall functioning of his/her department, the Carlson School or the University?
       -Has the employee created and designed services or re-engineered processes or procedures, which significantly changed how work was done?
 4     To be considered for this rating, the employee consistently performed both personal & strategic performance requirements beyond basic requirements of their
       job duties and documented strategic objectives. Questions for the supervisor to answer include:
       -Is there documentation that the employee consistently exceeded his/her performance objectives in a manner that significantly enhanced the employee’s work or the work of
       others?
       -In addition to job duties, is there documentation that the employee exceeded strategic objectives as defined by department goals?
       -Is there documentation that employee sought out additional responsibilities, and/or training that translated into job/department improvements?
 3     To be considered for this rating, the employee has skillfully mastered and consistently performed both personal and strategic performance requirements of
       their job duties. Questions for the supervisor to answer include:
       -Is there documentation that the employee skillfully mastered the requirements of his/her performance objectives?
       -Is there documentation that the employee fulfilled job performance objectives and played a role in executing the employee’s department or strategic goals?
 2     To be considered for this rating, the employee demonstrated both competence and opportunity for improvement in this area. Questions for the supervisor to
       answer include:
       -Is there documentation that employee occasionally mastered some areas of their position in all portions his/her performance yet did not master the duty completely?
       -Is there documentation that employee fulfilled some job performance objectives and played a role in executing the employee’s department or strategic goals?
 1     To be considered for this rating, the employee demonstrated performance below expectations in this area. Questions for the supervisor include:
       -Is there documentation that the employee routinely falls below expectations in this area?
       -Does the employee demonstrate one or more performance deficiencies that prevent success at achieving the strategic goals or job performance at the Carlson School?


                                                                                                            Carlson School of Management Employee Performance Appraisal
                                                                                                                                                                  -1-
                                           PART I: PERFORMANCE REVIEW AND PLANNING
List each key performance objective in priority order. Discuss specific reasons for the level of performance achieved on each objective.
   Each major performance objective should be rated separately. The overall employee evaluation score will be based on a weighted
               average of the ratings, computed by multiplying the percentage of duties by the rating for that percentage.

PERFORMANCE OBJECTIVES & RATING
 PERFORMANCE OBJECTIVE & RATING                      DOCUMENTED EMPLOYEE STRENGTHS &                                           OPPORTUNITIES FOR GROWTH
                                                  IMPROVEMENTS SINCE LAST APPRAISAL PERIOD
SUPERVISOR LISTS ONE PERFORMANCE                                                                                 SUPERVISOR SUMMARIZES HOW EMPLOYEE CAN IMPROVE ON
OBJECTIVE FOR THE POSITION AND %                                                                                 PERFORMANCE FOR NEXT REVIEW PERIOD




Rating (Circle one): 1 2 3 4 5
MEASURABLE PERFORMANCE OBJECTIVES FOR NEXT PERIOD (Identify keys to success for this objective, for example-resources, tools or other kinds of support) :




 PERFORMANCE OBJECTIVE & RATING                      DOCUMENTED EMPLOYEE STRENGTHS &                                           OPPORTUNITIES FOR GROWTH
                                                  IMPROVEMENTS SINCE LAST APPRAISAL PERIOD
SUPERVISOR LISTS ONE PERFORMANCE                                                                                 SUPERVISOR SUMMARIZES HOW EMPLOYEE CAN IMPROVE ON
OBJECTIVE FOR THE POSITION AND %                                                                                 PERFORMANCE FOR NEXT REVIEW PERIOD
                                                                                                                      




Rating (Circle one): 1 2 3       4   5
MEASURABLE PERFORMANCE OBJECTIVES FOR NEXT PERIOD: (Identify keys to success for this objective, for example-resources, tools or other kinds of support):
     




 PERFORMANCE OBJECTIVE & RATING                      DOCUMENTED EMPLOYEE STRENGTHS &                                           OPPORTUNITIES FOR GROWTH
                                                  IMPROVEMENTS SINCE LAST APPRAISAL PERIOD
                                                                                                          Carlson School of Management Employee Performance Appraisal
                                                                                                                                                                -2-
SUPERVISOR LISTS ONE PERFORMANCE                                                                                SUPERVISOR SUMMARIZES HOW EMPLOYEE CAN IMPROVE ON
OBJECTIVE FOR THE POSITION AND %                                                                                PERFORMANCE FOR NEXT REVIEW PERIOD AND RATES
                                                                                                                OVERALL PERFORMANCE FOR THIS OBJECTIVE.
                                                                                                                     




Rating (Circle one): 1 2      3   4   5

MEASURABLE PERFORMANCE OBJECTIVES FOR NEXT PERIOD (Identify keys to success for this objective, for example-resources, tools or other kinds of support):
     




PERFORMANCE OBJECTIVE & RATING                       DOCUMENTED EMPLOYEE STRENGTHS &                                   OPPORTUNITIES FOR GROWTH & RATING
                                                  IMPROVEMENTS SINCE LAST APPRAISAL PERIOD
SUPERVISOR LISTS ONE PERFORMANCE                                                                                SUPERVISOR SUMMARIZES HOW EMPLOYEE CAN IMPROVE ON
OBJECTIVE FOR THE POSITION and %                                                                                PERFORMANCE FOR NEXT REVIEW PERIOD AND RATES
                                                                                                                OVERALL PERFORMANCE FOR THIS OBJECTIVE.
                                                                                                                     



Rating (Circle one): 1 2      3   4   5


MEASURABLE PERFORMANCE OBJECTIVES FOR NEXT PERIOD (Identify keys to success for this objective, for example-resources, tools or other kinds of support):
     




                                                                                                         Carlson School of Management Employee Performance Appraisal
                                                                                                                                                               -3-
                          PART II: Key Accomplishments & Contributions
1. What were the employee’s key accomplishments and/or contributions to the department/college/University?




2. How did this employee’s contributions align with the Carlson School/University’s strategic objectives?




                                 PART III: Career/Professional Development
1. Discuss with the employee their career/professional development goals.




2. What are the tools/training needed to work towards these goals in the next year?




3. Were there key obstacles that prevented the employee from achieving his or her professional development
   goals? If so, please describe the goals that were not met and the key obstacles below.




                                                                          Carlson School of Management Employee Performance Appraisal
                                                                                                                                -4-
                                                            PART IV: CALCULATIONS

Considering performance of separate duties and/or objectives, as well as their relative importance or frequency, check the performance
level that best indicates overall job performance (see below). Supervisors should multiply each Performance Objective Level (1-5) x
percent-time of duties and total them.

              EXAMPLE
              PERFORMANCE 
              OBJECTIVE    PERCENTAGE RATING MULTIPLY % TIMES RATING
                    1          35%      5              1.75
                    2          20%      5              1.00
                    3          15%      4              0.60
                    4          30%      3              0.90

               OVERALL PERFORMANCE RATING                         4.25




               PERFORMANCE 
               OBJECTIVE    PERCENTAGE RATING MULTIPLY % TIMES RATING
                     1
                     2
                     3
                     4

               OVERALL PERFORMANCE RATING




                                                                                            Carlson School of Management Employee Performance Appraisal
                                                                                                                                                  -5-
                                                                PART V: SIGNATURES
Please forward the appraisal form to the department head for signature and comment prior to your department’s NARP Summit meeting. To ensure
fiscal and policy compliance, appraisals are not final until the department head has signed this form.

 Department Head Signature                                                 Date:



 Supervisor’s Signature                                                    Date:


 Phone Number:                                                             Email address:

 ADDITIONAL COMMENTS




 Employee Signature (denotes only that employee has reviewed the           Date:
 appraisal. Does not indicate the employee agrees or disagrees with
 the content). Employee has a right to attach an addendum with
 his/her comments to this appraisal.



 Phone Number:                                                             Email address:

 ADDITIONAL COMMENTS




                                                                                               Carlson School of Management Employee Performance Appraisal
                                                                                                                                                     -6-