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Print Form NAME:____________________________ DEPARTMENT: ______________________________________ STAFF PERFORMANCE APPRAISAL 90 Day Review Rating Scale PERFORMANCE PLANNING AND PROGRESS EVALUATION SUPERVISOR: Very carefully analyze employee performance in each work factor area indicated. Be certain you rate each factor separately, based solely on the performance of the preceding 90 days. (I.e. because a person was habitually tardy, that person should not be penalized on quality of work, although it could explain quantity.) Keep in mind that the concept behind performance planning and progress evaluation is that the supervisor and each employee should discuss jointly what work is being done in relation to departmental goals, and how well that work is being done. Dependability: Degree of supervision to carry out tasks to Self-starter rarely needs Needs some supervision; Needs frequent supervision Needs constant completion to meet job goals. supervision. dependable on routine and reorientation on job supervision. work. goals. Adaptability: Ability to learn quickly; ability to adjust to Quick to catch on; Learns well and willingly; Learns with difficulty; tends Does not grasp or is changes in job assignment, welcomes new accepts change. to resist change. forgetful of assignments; methods personnel or assignments; undisturbed fights change. surroundings. by changes. Attendance: Consider number of absences, times arriving tardy, Outstanding record of Rarely absent or late. Some problems with Has serious problem with length of lunch periods and attendance and attendance, punctuality or attendance, punctuality number and length of punctuality. misuse of time. or abuse of time. refreshment breaks. Cooperation: Willingness to take supervision, ability to get Responds with enthusiasm Usually responds well to Needs prodding; some Resents directions; has to along with co-workers, to challenge and supervision and coproblems with co-workers; be watched and recognizes value of establishing responsibility. workers; sometimes takes difficulty setting objectives. supervised constantly. objectives. initiative. Quantity of Work: Ability to meet or surpass established Never misses’ deadlines Produces all assigned Rarely behind in work but Has difficulty working goals; consider frequency of sometimes ahead of work; usually makes good does not seek other tasks with speed; requires need for personal overtime, and schedule; sets new goals use of time. (Can now when job goals are met. constant help to complete use of time during normal upon task completion. begin to pick up speed). assignments. workday. Quality of Work: Consider accuracy, attention to detail and Exceptional accuracy, Few errors, usually Does acceptable work but Does poor work; neatness of work, need to re-do constant attention to thorough knowledge of needs more attention to frequently has to re-do work; orderliness of work place. detail; very well most phases of work; accuracy; sometimes lacks tasks; tends to be messy. organized. handles equipment well. neatness. Job Knowledge: Degree of familiarity with job procedures Has completely mastered Thorough knowledge of Insufficient knowledge of Relies on others and equipment essential to the all phases of job; can most phases of work; some phases of job. (Still in constantly; does not job; ability to be innovative. adapt tools and handles equipment well. learning phase). know proper use of procedures. Does handle equipment well. application of all tools. Reasoning: Ability to use good judgment to arrive at sound conclusions and the ability to take timely action. Potential: Expresses interest in professional/career development and seeks out additional responsibilities; interested in self-initiating work or ideas. Interpersonal Relations: Ability to communicate effectively with the public; degree to which a positive image of college is projected and sustained. Always takes decisive, timely action using sound judgement. Uses good sense most of the time. Makes frequent errors in judgement, slow to take action. Cannot be trusted to make decisions; neglects or misinterprets facts. Has mapped out goals which support departmental objectives; expand-knowledge of work. Obvious career interest and dedication, but needs more careful planning; taking action on development. Speaks of advancement but takes limited action toward career goals and development. Negligible attempt to expand abilities; no interest in professional development. Always gives courteous service; is a very effective communicator. Usually is positive and supportive of mission; gives university good image. Tends to be impersonal and perfunctory in dealings with public; lacks professionalism. Very brusque; does not convey a positive image of the university. A. OVERALL APPRAISAL: After considering all factors, with emphasis on the employee’s productive output, indicate on the scale the description which most accurately characterizes your overall appraisal of this individual. Consistently surpasses job requirements Performs with minimum supervision and direction Generally meets established work Requires excessive supervision and attention Fails to meet job requirements EXPLANATION: __________________________________________________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________ MAJOR STRENGTHS INCLUDE: ________________________________________________________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________ DESCRIBE STAFF MEMBER’S OUTSTANDING ACCOMPLISHMENT(S): ________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________ RECOMMENDATIONS FOR CONTINUING DEVELOPMENT AND IMPROVEMENT: (Include developmental activities the employee should undertake to prepare himself/herself for future assignments and responsibilities.)__________________________________________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________ LIST AND COMMENT ON ANY COURSES OR TRAINING THE EMPLOYEE HAS TAKEN TO IMPROVE SKILLS, ABILITIES, AND/OR JOB KNOWLEDGE WITHIN THE PAST YEAR. STAFF MEMBER’S COMMENTS: For me to improve my work performance or qualifications for promotion, I feel I need: (e.g., skill training“hands on” experience, closer supervision, college courses, etc.) B. THIS EVALUATION HAS BEEN DISCUSSED WITH ME BY MY IMMEDIATE SUPERVISOR. __________________________________________ Employee’s Signature ________________________________________________ Supervisor’s Signature __________________________________________ Date ________________________________________________ Date V:\HR\HR\HRFORMS\Staff Performance Appraisal 90 day review.doc