Fillable Printable Staff Performance Appraisal
Fillable Printable Staff Performance Appraisal
Staff Performance Appraisal
Distribution: Original – Human Resources Copy – Supervisor Copy - Employee
STAFF PERFORMANCE APPRAISAL FORM
NAME: _______________________________________ __________ EMPLOYEE ID NO: ___________________ _______
DEPARTMENT: _____ _______________ _______________ CLASSIFICATION TITLE: __________ ______________ ___
TYPE OF APPRAISAL:
ANNIVERSARY SPECIAL
A
PPRAISAL PERIOD: FROM: __________________________ TO: __________________________ __
This form must be returned to the Division of Human Resources by ________________. If the form is not received by this
date, rating will automatically default to Achieves Performance Standards.
INSTRUCT IONS: This appra isal form must be completed by the immediate supervisor
based on performance standards previously established. If the selected category is
“Achieves Standards” the supervisor must indicate the level of rating: M=Marginal or P=
Proficient. If the overall is Achieves Standards Marginal or Below Standards, the
supervisor must contact the Employee and Labor Relations Department for assistance in
implementing a Performance Improvement Plan.
EXCEEDS
STANDARDS
ACHIEVES
STANDARDS
BELOW
STANDARDS
JOB KNOWLEDGE:
QUALITY OF WORK:
PRODUCTIVITY:
DEPENDABILITY:
ATTENDANCE:
RELATIONS WITH OTHERS:
COMMITMENT TO SAFETY:
SUPERVISORY ABILITY: (applicable only to designated supervisor
positions)
OVERALL APPRAISAL RATING: (one CATEGORY must BE
CHECKED)
M
P
Distribution: Original – Human Resources Copy – Supervisor Copy - Employee
RATING FACTORS
THE FOLLOWING ARE CONDITIONS THAT SHOULD BE CONSIDERED WHEN ASSESING THE EMPL OYEE ’S
PERFORMANCE:
JOB KNOWLEDGE: In depth knowledge of all requirements of the job. How well does the employee understand all
phases of the job as defined by the performance standards set for the position?
QUALITY OF WORK: Accuracy and neatness. Does the employee produce a high quality work product? Is quality work a
priority for the employee?
PRODUCTIVITY: Consider employee’s ability to prioritize and organize work effectively to meet assigned deadlines.
Were assignments timely completed and appropriate follow-up implemented? Is the employee a self starter?
DEPENDABILITY: Employee needs little or no direction. To what extent can the employee be relied upon to carry out
instructions; and the degree to which the employee can work with limited supervision?
ATTENDANCE: Attendance and punctuality are very important in maintaining a normal work load an d efficient schedule.
Employees are expected to report to work regularly and be ready to perform their assigned duties at the beginning of their
assigned work shift. Is the employee absent frequently? Are the absences affecting his/her performance? Does this pattern
constitute a hardship on the work environment?
RELATIONS WITH OTHERS: Consider employee’s abilities to maintain a positive and harmonious attitude in the work
environment. How well does the employee relate to the supervisors, co-workers and the broader University community.
COMMITMENT TO SAFETY: To what extent has the employee adhered to the recommended safe work practices,
participated in safety training programs; and contributes to the recognition and control of hazard in his/her work area.
SUPERVISOR ABILITY : In the evaluation of this factor, consider the employee’s ability to organize, p lan, train, delegate
and control th e work of subordinates in an effective manner.
LEVELS OF PERFORMANCE
THE EMPLOYEE’ S PERFORMANCE SHALL BE RATED IN ONE OF THE FOLLOWING CATEGORIES:
EXCEED PERFORMANCE STANDARDS:
An evaluation resulting from overall performance which is significantly
above the performance standards of the position.
ACHIEVES PERFORMANCE STANDARDS – PROFICIENT: An evaluation resulting from performance which fully
meets
the performance standards of the position.
ACHIEVES PERFORMANCE STANDARDS – MARGINAL: An evaluation resulting from performance which barely
meets the performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.
BELOW PERFORMANCE STANDARDS: An evaluation resulting from performance which fails to meet
the mini mum
performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.
Distribution: Original – Human Resources Copy – Supervisor Copy - Employee
Page Two
PERFORMANCE APPPRAISAL FORM
RATER’S OVERALL COMMENTS:
SECOND LEVEL SUPERVISOR’S COMMENTS: (Optional)
EMPLOYEE’S COMMENTS (Use attachments, if necessary):
EMPLOYEE’S SIGNATURE: _____________________________________________ DA TE: _____________________
Signature does not imply concurrenc e with rater’s appraisal, only that appraisal was administered.
RATER’S NAME: _________________ _______________ _______________ ________
RATER’S SIGNATURE: __________________________________________________ DATE: _____________________
SECOND-LEVEL SUPERVISOR’S NAME: ______________________________________________________________
SECOND-LEVEL SUPERVISOR’S SIGNATURE: ____________________________ DATE: _____________________
EMPLOYEE’S REFUSAL TO SIGN: I certify that this performance appraisal was discussed with the employee who
refused to sign it.
RATER’S CERTIFICATION: ______________________________________________ DATE: ____________________
*Please deliver form to the Division of Human Resources, Payroll Department, PC 220.
PLEASE PRINT
PLE
A
SE PRINT
Revised 10/15/200
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