Performance evaluation–Staff: Exempt (Non-Faculty) / Period Ending:
Employee Name: / Position:
Department: / Reviewer:
Performance Rating Scale
Exemplary / Advanced / Proficient / Developing / Unsatisfactory
Outstanding and consistent performance that far exceeds all normal expectations for each aspect of the job. / Frequently exceeds normal performance expectations for most key job aspects of the job. / Meets normal job requirements in accordance with established standards and may exceed requirements for some job tasks. / Overall performance acceptable but improvement needed in one or more significant aspects of job. / Does not achieve acceptable or satisfactory performance in the major aspects of job.
5 / 4 / 3 / 2 / 1

Category Evaluation:Each rating should include a comment however rating of a 5, 2, or 1 must include specific statements to explain the reason for that rating. Employees should be given an opportunity to give input on job performance with the supervisor before the final evaluation is complete.

Category / Comments / Rating
Performance Results: Achieves expected quality and quantity of output. Places greatest effort on most important aspects of job. Takes responsibility for results. Has job knowledge required in order to succeed in the position. Completes work on time and within budget without sacrificing performance goals or standards.
Cooperation/Teamwork: Willingly accepts assignments. Able to work on or with teams to cooperatively reach goals. Demonstrates necessary commitment and dedication to the goals of the department.
Initiative: Self-starter who willingly puts forth effort and time and performs tasks with a minimum of supervision. Begins to solve problems within scope of responsibility as soon as they are apparent. Advises supervisor of current or anticipated problems. Able to apply job knowledge to produce improvements in work process or product.
Communication: Verbal and written communications are clear, concise and accurate. Appropriately documents work so others can find work in progress and historical information about the job.
Organizing & Planning: Resolves conflicting priorities and schedules with peers and other staff. Performs effectively under pressure and deadlines. Effectively uses time and resources to accomplish work. Will shift strategy, make decisions, and obtain the aid of others to strive to achieve objectives. Participates in the College strategic planning and institutional effectiveness processes as appropriate. Establishes meaningful goals and/or objectives and strives to accomplish them.
Professional Development: Develops and maintains expertise in the assigned area through reading, research, and/or attendance at seminars. Broadens the scope of knowledge and professionalism through participation in college service activities and civic or charitable organizations and events.
Interpersonal Skills: Interacts productively with others in formal and informal groups both within and outside of the College; is receptive to differing ideas and adjusts to the different work styles of others.
Other: Define and rate another significant performance factor if appropriate.
***For Supervisors, Department Heads, Directors, Managers and Instructional Technicians***
Supervision & Leadership: Effectively leads and develops staff. Effectively directs staff and provides ongoing feedback. Provides accurate and timely evaluations of subordinates’ performance, matches abilities and job requirements, establishes an effective working relationship, and acts as a positive model for others. Assures a positive working environment in compliance with College standards. If the employee is a department chair or an instructional technician, this rating may also include instructional effectiveness, as appropriate.
Total Score

Employee has been given a chance to provide pertinent information prior to the evaluation being completed:☐ Yes☐ No(employee checks one)

Employee ☐ Concurs☐ Does Not Concur with the rating(s).(employeechecks one)

Performance Plan for Next Period: (include expected accomplishments and measurement criteria)Employee Initials:
Development Needs: (areas of knowledge or skill to develop that will improve job performance)Employee Initials:
Reviewer’s Additional Comments: (if necessary)
Employee’s Additional Comments:(if necessary)
Signatures:
Reviewer / Date
Reviewer’s Supervisor / Date
Department Head (if applicable) / Date
Employee (Does not necessarily signify agreement) / Date

Page 1 of 3Revised: 12/7/2018