Fillable Printable Staff Performance Appraisal Form

Staff Performance Appraisal Form

Distribution: Original – Human Resources Copy – Supervisor Copy - Employee

STAFF PERFORMANCE APPRAISAL FORM

NAME: _____________________ ____________________________ EMPLOYEE ID NO: _____________ _________ ____

DEPA RTMENT: ________ _________ __________________ CLASSIFICATION TITLE: ____ ________ _________ ______

TYPE OF APPRAISAL:

ANNIVERSARY SPECIAL

PPRAISAL PERIOD: FROM: ______________ ____________ TO: _________________ ___________

This form must be returned to the Division of Human Resources by ________________. If t he form is not received by this

date, rating will automatically default to Achieves Performance Standards.

INSTRUCTIONS: This appraisal form must be completed by the imme diate 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 CATE GORY must BE

CHECKED)

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 po sition?

QUALITY OF WORK : Accuracy and neatn e ss. Does the employee produ ce 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 assign ments timely completed and ap propriate 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 ve ry important in maintainin g a normal work load and 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 environmen t?

RELATIONS WITH OTHERS: Consider emplo yee’s ab ilities to maintain a positive and harmonious attitude in the work

environment. How well does th e employee relate to the sup ervisors, co-workers and the broader University commun ity.

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.

SUPERVI SOR ABILITY: In the evaluation of this factor, consider the employee’s ability to organize, plan, train, delega te

and cont rol the wo rk of subord inates in an effective manner.

LEVELS OF PERFORMANCE

THE EMPLOYEE’ S PERFORMANCE SHALL BE RATED IN ONE OF THE FOLLOWING CATEGORIES :

EXCEED PERFORMANCE STAN DARDS:

An evaluation resulting from overall performance which is significantly

above the performance standards of the position.

ACHIEVES PERFORMANCE STANDAR DS – PROFICIEN T: An evaluation resulting from performance which fully

meets

the performance standards of the position.

ACHIEVES PER FORMANCE 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 minimum

performance standards of the position. The superv isor must contact the Division of Human Reso urces 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 APP PRAISAL FORM

RATER’S OVERALL COMMENTS:

SECOND LEVEL SUPERVISOR’S COMMENTS: (Optional)

EMPLOYEE’S COMMENTS (Use attachments, if n ecessary):

EMPLOYEE’S SIGNATURE: _____________ _________ _________ _________ _____ DATE: _________ _________ ___

Signature do es not imply concurrence with rater’s appraisal, only that appraisal was ad ministered.

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

SE PRINT

Revised 10/ 1 5/200