Appendix C - Performance Review Form

Name / Position/Title
Manager / Review Date / Review Period

Purpose

The purpose of the Performance Review is to improve job understanding, promote more effective job performance and staff development, and encourage communication between staff and managers.

Performance evaluation should continue throughout the year, with a formal interview conducted at least annually. The annual performance interview is intended to be a summary of earlier meetings, with most of the interview devoted to future performance and career/personal development planning.

Annual Performance Review Cycle

Annual performance reviews occur during the month before your anniversary of hiring and include a review of your position description, an assessment of your work performance since your last review, and setting of personal objectives for the coming year. Your manager will have periodic informal checkups with you throughout the year. The review period is one year, except for Provisional Employment Period (PEP) reviews.

Review Process

  1. Performance reviews begin two weeks before the review meeting with the distribution of this form.
  2. Review your current position description for accuracy(available on the server).
  3. Complete the Self Review sections electronically and submit the entire form to your manager within one week of receiving it. Use specific examples to justify your self-assessment. Forms submitted without examples will be returned for completion.
  4. Your manager will complete the Managerial Review section.
  5. You and your manager will then meet to discuss your Performance Review and Professional Development Plan. This meeting will take about one hour.

Job Description

Yes No Is your job description accurate? (If marked “No,” you must bring a copy with suggested changes to your review).
(revised 9-10-12)

Review Rating Scale

O: Outstanding- Performance consistently far exceeds normal job expectations

  • Very rarely equaled in exceeding job requirements
  • Provides exceptional initiative in identifying challenging objectives and developing solutions for cost-effective results

C: Commendable– Performance exceeds job expectations in quality, timeliness, scope

  • Takes initiative in development/implementation of challenging objectives
  • Continually exceeds goals through his/her own efforts
  • Requires little supervision

P: Proficient-Performance is fully satisfactory and consistent with expectations for a qualified/experienced person. Manager will be totally satisfied if no changes in performance are forthcoming.

  • Accomplishes major objectives with few and seldom repeated errors
  • Requires only normal amount of supervisory follow-up
  • Almost always completes work or projects on schedule
  • A solid team member

I: Improvement Needed- Usually meets minimum requirements of the position; may need to improve performance to meet expected levels in some areas.

  • Needs frequent follow-up on routine tasks
  • Requires significant level of supervision to attain job objectives
  • Skills insufficient for performance of routine tasks in a reasonable time frame

U: Unacceptable- Does not meet minimum requirements of the position; immediate and substantial improvement is required.

  • Quality and/or timeliness of results are often in question
  • Has been on job long enough to fairly expect better demonstrated performance.
  • Requires excessive amount of supervision in relation to demonstrated accomplishments
  • Adverse comments on performance have come from people outside of the organization
  • Significant improvement must be demonstrated to be retained in position
  • Specific follow-up plans must be documented on review and formal follow-up review must be completed within the specified time period, not to exceed six months

SELF AND MANAGERIAL REVIEW - Section 1

Instructions: Please fill out each section and return to your manager at least one week before the review meeting.

AREA OF PERFORMANCE / SELF REVIEW / MANAGERIAL REVIEW
Describe results achieved or not achieved. Be specific on results attained. / Describe your assessment, explaining why you agree or disagree with the self-review.
Impact: Describe how your individual work has a direct impacton Sciencenter guests and on the experience of Sciencenter volunteers.
Job & Technical Knowledge:
Demonstrates understanding of objectives, duties, and responsibilities, andapplies technical knowledge appropriately and in accordance with the position description. / Rating: / Rating:
Quality of Work:
Extent to which the work produced meets the requirements of accuracy, thoroughness, effectiveness, timeliness and dependability. / Rating: / Rating:
Work Organization / Time Management:
Ability to establish priorities, to develop and implement work plans, and to accomplish work assignments in an orderly, timely manner. / Rating: / Rating:
Customer Service Orientation / Team Work:
Identifies colleagues, volunteers, partners and visitors as customers and provides excellent service to them. Cooperates and communicates well with others. Focuses first on organizational goals rather than on personal achievement. / Rating: / Rating:
Initiative:
Appropriately self-directed, takes appropriate action, and is efficient, resourceful, and creative in attaining objectives of the job. / Rating: / Rating:
Problem Solving:
Extent to which staff person works through difficult situations by identifying and resolving problems in a cooperative and timely manner. / Rating: / Rating:
Decision Making:
Extent to which decisions made show good judgment and careful thought. Regularly uses the Sciencenter’s “Guidelines for Decision Making” as a tool in making decisions. / Rating: / Rating:
Communication:
Able to clearly and accurately convey and obtain information; to express and present material both orally and written in an effective, persuasive, and timely fashion. / Rating: / Rating:

SELF AND MANAGERIAL REVIEW - Section 2

INDIVIDUAL OBJECTIVES / SELF REVIEW / MANAGERIAL REVIEW
List individual objectives relevant to job performance and key responsibilities. (Refer to Position Description) / Describe results achieved or not achieved. Be specific on results attained. / Describe your assessment, explaining why you agree or disagree with the self-review.
Rating: / Rating:
Rating: / Rating:
Rating: / Rating:

PROFESSIONAL DEVELOPMENT PLAN

Professional Growth Objectives
To be completed by staffmemberbeforereview / Action Required
To be completed with staff memberduringthe review
1.
2.
3.
STRENGTHS
Staff members and managers should complete the rest of the formduring the review.
AREAS FOR IMPROVEMENT
Improvement Needs / Action Required
REVIEW SUMMARY
Outstanding  Commendable  Proficient  Improvement Needed
 Unacceptable  New staff member (PEP review)
STAFF MEMBER COMMENTS
Staff member’s signature / Date
Manager's signature / Date:
Reviewed:Dir. of Finance & HR: ______ / Date:
(initials)

YOUR SIGNATURE INDICATES THAT THE REVIEW TOOK PLACE

AND DOES NOT NECESSARILY MEAN THAT YOU AGREE WITH THE REVIEW