Rose-Hulman Institute of Technology

Office of Human Resources

Performance Appraisal
To: / Return completed Performance Appraisal to the
From: / Office Of Human Resources, CM 24 no later than
Date:

PERFORMANCE APPRAISAL

Employee Name: / Title:
Department:

Reason for Review: ¨ Annual ¨ Initial Review Period ¨ Unsatisfactory Performance ¨ Other

Employee hire date / Date of last appraisal / Due date of this appraisal

Instructions: Carefully evaluate employee’s work performance in relation to current job requirements. Rate employee’s overall performance in comparison to essential job functions and responsibilities. Mark the appropriate performance rating with an X inside the box for each general factor.

DEFINITION OF PERFORMANCE RATINGS

Exceeds Expectations – Overall performance consistently exceeds expectations.

Meets Expectations – Overall performance consistently meets expectations.

Needs Improvement – Overall performance consistently does not meet expectations; improvement is needed.

A Performance Improvement plan must be completed for each general factor that is rated as “Needs Improvement”

N/A - Not applicable (e.g. too soon to evaluate or does not apply to this employee).

GENERAL FACTORS

1.  Adherence to Policy – The extent to which an employee follows and observes Institute and departmental policies, such as, but not limited to, appearance, attendance, confidentiality, ethical conduct and safety; complies with all applicable federal, state and local laws including, but not limited to, Equal Employment Opportunity and Affirmative Action, if applicable.

Exceeds Expectations / Meets Expectations / Needs Improvement / N/A

2.  Effectiveness/Quality of Work – The extent to which an employee demonstrates qualities, such as, but not limited to, creativity, flexibility, productivity, organizational and multi-tasking skills; achieves results, such as, but not limited to, producing work that is accurate, thorough and complete.

Exceeds Expectations / Meets Expectations / Needs Improvement / N/A

3.  Job Knowledge – The extent to which an employee possesses the practical/technical knowledge required on the job.

Exceeds Expectations / Meets Expectations / Needs Improvement / N/A

Judgment/Decision-Making – The extent to which an employee demonstrates the ability to make sound decisions. Effectively considers all relevant facts, takes action and/or offers recommendations to resolve challenges.

Exceeds Expectations / Meets Expectations / Needs Improvement / N/A

4.  Leadership – The extent to which an employee demonstrates qualities such as, but not limited to, encouraging excellence, fostering commitment, mentoring others, and serving as a positive role model; demonstrates professionalism, independence, and initiative to support the Institute and departmental missions.

Exceeds Expectations / Meets Expectations / Needs Improvement / N/A

5.  Managerial Ability – The extent to which an employee demonstrates effective resource management. Effectively directs, encourages, and supports others. Is able to prioritize and organize work to ensure assignments are completed and objectives are met in a timely manner.

Exceeds Expectations / Meets Expectations / Needs Improvement / N/A

6.  Professional Relationships – The extent to which an employee demonstrates the appropriate attitude and ability to cooperate, communicate, and work with internal and external constituents.

Exceeds Expectations / Meets Expectations / Needs Improvement / N/A
PROFESSIONAL DEVELOPMENT PLAN

1.  Review of prior year’s professional development activities, goals and accomplishments. Include any other new skills or abilities acquired since last review:

2.  Recommendations for goals for the upcoming year:

3.  Recommendations for professional development activities for the upcoming year (i.e. seminars, training, schooling, etc.)

Employee’s Signature* / Date:
*Signature indicates that the Performance Appraisal has been reviewed with me and does not
necessarily imply that I agree with this Performance Appraisal
Supervisor’s Signature* / Date:

Next Performance Appraisal: ¨ 30 Days ¨ 60 Days ¨ 90 Days ¨ Anniversary Date ¨ Other