Fillable Printable Annual Employee Performance Evaluation
Fillable Printable Annual Employee Performance Evaluation
Annual Employee Performance Evaluation
THE SISSETON WAHPETON COLLEGE
ANNUAL EMPLOYEE PERFORMANCE
EVALUATION
For Exempt and Nonexempt Staff
EMPLOYEE NAME:
JOB TITLE:
D
EPARTMENT:
P
ERIOD OF EVALUATION: From: To:
T
IME IN CURRENT POSITION:TIME WITH THE COLLEGE:
E
MPLOYEE STATUS: Exempt Nonexempt
_____________________________________________________________________________
PART I - INSTRUCTIONS TO RATER
Listed below are five performance factors, seven behavioral traits, and five supervisory factors
that are important in the performance of the employee’s job. Performance factors and behavioral
traits must be utilized for all employees. The supervisor factors should be utilized only for
employees with supervisory responsibilities. NOTE: A rating of Unacceptable (1), Needs
Improvement (2) or Superior (5) requires comments.The “overall performance” evaluation
should reflect the employee’s total performance, including the performance factors as related to
the employee’s responsibilities and duties as set forth in the job description, behavioral traits and
supervisory factors, if applicable.
DISTRIBUTION
INSTRUCTIONS
1. Return the original form to the Presidents Office
2. Maintain one copy for y
our departmental records.
3. Distribute one copy to the employ
ee
MARKING
INSTRUCTIONS
1. The supervisor should indicate the employee’s performance by
using check box next to the appropriate level of
performance.
The following rating scale guide is being provided to assist the evaluator in assigning the most appropriate
measurement of the employees’ performance factors, behavioral traits and supervisory factors.
1 =
UNACCEPTABLE - Consistently fails to meet job requirements; performance clearly below minimum
requirements. Immediate improvement required to maintain employment.
2 =
NEEDS IMPROVEMENT – Occasionally fails to meet job requirements; performance must improve to
meet expectations of position.
3 =
MEETS EXPECTATIONS– Able to perform 100% of job duties satisfactorily. Normal guidance and
supervision are required.
4 =
EXCEEDS EXPECTATIONS – Frequently exceeds job requirements; all planned objectives were
achieved above the established standards and accomplishments were made in unexpected areas
as well.
5 =
SUPERIOR –Consistently exceeds job requirements; this is the highest level of performance that
can be attained.
Page 2 of 10 pages
Revised 10-23-02 Annual Employee Evaluation Form copy 1
PART II - PERFORMANCE FACTORS
1. Knowledge, Skills, Abilities – Consider the degree to which the employee exhibits
the required level of job knowledge and/or skills to perform the job and this
employee’s use of established techniques, materials and equipment as they relate to
performance.
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
2. Quality of Work – Does the employee complete assignments meeting quality
standards? Consider accuracy, neatness, thoroughness and adherence to
standards and safety rules.
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
3. Quantity of Work – Consider the results of this employee’s efforts. Does the employee
demonstrate the ability to manage several responsibilities simultaneously; perform work
in a productive and timely manner; meet work schedules?
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments
4. Work Habits – To what extent does the employee displaya positive, cooperative
attitude toward work assignments and requirements? Consider compliance with
established work rules and organizational policies.
Unacceptable.................................................................
Superior
1 2 3 4 5
Comments;
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Revised 10-23-02 Annual Employee Evaluation Form copy 1
5. Communication – Consider job related effectiveness in dealing with others. Does
the employee express ideas clearly both orallyand in writing, listen well and
respond appropriately?
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
Page 4 of 10 pages
Revised 10-23-02 Annual Employee Evaluation Form copy 1
PART III - BEHAVIORAL TRAITS
1. Dependability – Consider the amount of time spent directing this employee. Does
the employee monitor projects and exercise follow-through; adhere to time frames;
is on time for meetings and appointments; and responds appropriately to
instructions and procedures?
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
2. Cooperation – How well does the employee work with co-workers and supervisors
as a contributing team member? Does the employee demonstrate consideration of
others; maintain rapport with others; help others willingly?
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
3. Initiative – Consider how well the employee seeks and assumes greater
responsibility, monitors projects independently, and follows through appropriately.
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
4. Adaptability – Consider the ease with which the employee adjusts to any change in
duties, procedures, supervisors or work environment. How well does the employee
accept new ideas and approaches to work, respond appropriately to constructive
criticism and to suggestions for work improvement?
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
Page 5 of 10 pages
Revised 10-23-02 Annual Employee Evaluation Form copy 1
5. Judgment – Consider how well the employee effectively analyzes problems,
determines appropriate action for solutions, and exhibits timely and decisive action;
thinks logically.
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
6. Attendance – Consider number of absences, use of annual and sick leave in
accordance with University policy.
Unacceptable Acceptable
Comments:
7. Punctuality – Consider work arrival and departure in accordance with departmental
and University policy.
Unacceptable Acceptable
Comments:
Page 6 of 10 pages
Revised 10-23-02 Annual Employee Evaluation Form copy 1
PART IV - SUPERVISORY FACTORS
1. Leadership – Consider how well the employee demonstrates effective supervisory
abilities; gains respect and cooperation; inspires and motivates subordinates;
directs work group toward common goal.
Unacceptable........................................................................Superior N/A
1 2 3 4 5
Comments:
2. Delegation – How well does the employee demonstrate the ability to direct others in
accomplishing work; effectivelyselect and motivate staff; define assignments;
oversee the work of subordinates?
Unacceptable ........................................................................Superior N/A
1 2 3 4 5
Comments:
3. Planning and Organizing – Consider how well the employee plans and organizes
work; coordinates with others, and establishes appropriate priorities; anticipates
future needs; carries out assignments effectively.
Unacceptable ........................................................................Superior N/A
1 2 3 4 5
Comments:
4. Administration – How well does the employee perform day-to-day administrative
tasks; manage time; administer policies and implement procedures; maintain
appropriate contact with supervisor and utilize funds, staff or equipment?
Unacceptable ........................................................................Superior N/A
1 2 3 4 5
Comments:
Page 7 of 10 pages
Revised 10-23-02 Annual Employee Evaluation Form copy 1
5. Personnel Management – Consider how well the employee serves as a role model;
provides guidance and opportunities to their staff for their development and
advancement; resolves work-related employee problems; assists subordinates in
accomplishing their work-related objectives. Does the employee communicate well
with subordinates in a clear, concise, accurate, and timely manner and make useful
suggestions?
Unacceptable ........................................................................Superior N/A
1 2 3 4 5
Comments:
Page 8 of 10 pages
Revised 10-23-02 Annual Employee Evaluation Form copy 1
PART V - GOALS/OBJECTIVES/SPECIAL ASSIGNMENTS
Where goals, objectives, projects, special assignments, etc. have been clearlyestablished, progress of these
tasks should be evaluated. In cases where special goals or objectives are not appropriate, the supervisor should
identifythe major duties and/or responsibilities of the job and evaluate the employee accordingly. List and
evaluate progress made on major pre-determined goals, objectives, projects, job duties and special assignments
bymarking the appropriate box. The “Comments” space may be used for satisfactory progress but must be
used for unsatisfactory progress. Attach additional sheets if necessary.
1. Goal/Objective/Project/Major Job Duty/Special Assignment
Accomplished or Satisfactory Progress Unsatisfactory Progress (See “Comments” Below)
Comments:
2.
Goal/Objective/Project/Major Job Duty/Special Assignment
Accomplished or Satisfactory ProgressUnsatisfactory Progress (See “Comments” Below)
Comments:
3.
Goal/Objective/Project/Major Job Duty/Special Assignment
Accomplished or Satisfactory ProgressUnsatisfactory Progress (See “Comments” Below)
Comments:
Page 9 of 10 pages
Revised 10-23-02 Annual Employee Evaluation Form copy 1
PART VI - OVERALL PERFORMANCE
Please use this space to describe the overall performance rating. The overall rating
should be a reflection of the performance factors, behavioral traits and supervisory
factors.
Unacceptable...........................................................................Superior
1 2 3 4 5
Comments:
SIGNATURES
Rater: ____________________________________________Date:___________________
Reviewer: ________________________________________Date:___________________
Comments:
PARTVII-TO THE EMPLOYEE:
I have been advised of my performance ratings. I have discussed the contents of this
review with my supervisor. Mysignature does not necessarily imply agreement. My
comments are as follows (optional) (attach additional sheets if necessary):
Signature: ________________________________________Date:___________________
Page 10 of 10 pages
Revised 10-23-02 Annual Employee Evaluation Form copy 1
APPENDIX 1: ESTABLISHMENT OF OBJECTIVES FOR THE COMING YEAR
With reference to the position responsibilities, list below the goals, objectives, projects or
special assignments which should be continued and/or completed in the coming year. It is
understood that these goals, objectives, etc. are subject to adjustment or change as situations
and priorities change. This section should be detached and kept in departmental files so that it
can be updated as the situation warrants and so that it can be used to assist the rater at the end
of the next evaluation period. Attach a copy of this completed form to the performance
evaluation.
GOALS/OBJECTIVES/MAJOR DUTY/PROJECT/SPECIAL ASSIGNMENTS
1.
2
3
4
Supervisor’s Signature: ____________________________Date:___________________
Employee’s Signature: ______________________________Date:___________________
