for Classified Employees
March 1-April 15, 2010
Major Objectives of Employee Evaluation
Provide employees with feedback to
improve or maintain job performance.
Outline areas for employee
Establish Duty Areas for next review.
Identify job performance deficiencies.
Align department goals.
Enhance communication and working
All Classified Employees
Shall be evaluated March 1 thru April 15, each year.
Evaluations must be complete prior to budget considerations
for following FY.
Final employee evaluation will be filed in employee’s
personnel file in Human Resources.
Form for Classified Employees
Arkansas State University Beebe Performance Evaluation for
Location of Form:
Select Professional Development
Select Performance Evaluation
Excellent or Exceeds Expectations
Reflects outstanding performance resulting in exceptional
accomplishments or contributions to the department or to
Individual provides leadership, fosters teamwork, is highly
productive, innovative and responsive by generating quality
This rating requires a brief comment & example of the work that
warrants an E rating.
Consistent performance resulting in above average
accomplishments, strong contributions to the university or
Exceeds satisfactory standards of conduct.
Demonstrates a willingness to take on new tasks or projects
with above satisfactory performance.
Generates top quality work.
This rating also requires brief comment/ example of employee’s
performance that warrants an AA rating.
Employee regularly reflects competency in the performance
of duties and responsibilities set forth in the employee’s job
Employee’s quality of work is consistent with department
Employee’s performance demonstrates basic competency in
Unacceptable performance; below expectations.
Employee does not accomplish position objectives.
Quality of work, accuracy, and timeliness is unacceptable.
Required plan of correction and detailed documentation of incidents
or failure to complete duties. Plan of correction should reflect a
Use your employee’s job description to list five main duty
areas that describe important action items for which the
employee will be responsible in the upcoming year.
Review and the align the duty areas with departmental goals.
This information will be used to evaluate the employee’s success in
the next evaluation period.
Establish your method of measuring successful achievement
of the assigned duty area:
Duty Area - Creates Monthly Reports
Standard- Reports submitted timely by the 10th of ea. Mo.
Once again, the results should relate to the established duty
area as defined.
Duty Area - Creates Monthly Reports
Standard- Error rate no more than than 2 mistakes per
Results- Reports submitted timely and accurately no later
than the 10th of each Month .
The comment line provides the supervisor the opportunity
for overview of the specific duty area performance. If further
training is needed, or more attention to detail please note on
If the duty area performance has exceeded your standards-
document tell why specifically on this line.
If unsatisfactory performance, please enter information here
Document activities, not attitudes.
Be timely, record activity as soon as possible after the
Record only the facts.
Make the file accessible to the employee, but confidential.
Document incidents that describe ALL levels of activities.
Good performance should be documented as well as poor
The employee and supervisor should both sign the
Evaluators please submit your completed evaluations to your
Supervisor for the Reviewing Official signature and review.
Vice Chancellors may at their discretion choose to be the
final Reviewing Official .
Common Rating Errors to Avoid
Tendency to rate employee compared Base performance evaluation on pre-
to other individuals. determined job standards/duties.
Making an initial judgment that is not Reserve judgment until the end of
based upon the employee’s the rating period. Be a note taker
subsequent job behavior. throughout the year; not an evaluator.
Inappropriate focus on one aspect of Make your own evaluation of an
the employee’s performance and employee’s performance.
applying it to all levels of Make sure criteria in rating is clearly
performance. job related and communicated to the
Consistently rate employees at the employee.
middle of the scale. Record performance exactly as it is
Rating consistently high or low. observed.
Beware of the “halo” or “horn” effect. Use the employee’s key
responsibilities to rate.
Positive Results of Performance
Employee understands what is expected.
Promotes employee feedback while performing the job.
Encourages an ongoing assessment of progress toward the
Allows the supervisor to provide guidance for job
Opens a two way line of communication!
Evaluations & Job Movement
Promotion/demotion within New supervisor will evaluate
first 6 months. the employee on new job
duty areas, old supervisor
will not complete an
Formal evaluation performed
the first six months.
by former supervisor. New
supervisor establishes new
duty area for next rating
Clearly state performance goals.
Identify what is “satisfactory” performance.
Give legitimate examples for criticism.
Praise good and exceptional performance.
Conduct ratings using objective criteria that is job related.
Avoid subjective criticism.
Maintain good documentation.
Where Do I Find the Form?
Evaluation Form is found on ASU Beebe’s website at:
Job Descriptions- Contact Human Resources
Deadline for 2010 is April 15th for all classified employees.
Please submit a signed, original hard copy to Human
Resources to be placed in the employee’s personnel file.
Supervisor’s should keep a copy and the employee should
have a copy.
For additional information contact Susan Collie, Director of
Human Resources at 501-882-4466.