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/ Performance Appraisal and Development Plan
Section A (to be completed by the supervisor)
Part 1 - Employee Identification
Name:Dept:
Title:Banner ID:
Supervisor:Title:
Supervisor’s Banner ID:
2010-2011 Evaluation Period: Due to Human Resources March 31, 2011
Part 2 - Major Job Responsibilities
Provide a brief description of the employee’s major responsibilities or attach a current job description:
Enter description here.

Part 3 - Goals from Past Performance Appraisal Cycle

List goals from past performance appraisal cycle:
List goals here.

Part 4 - Employee’s Self-Appraisal (to be completed by the employee)

To be completed separately by employee; attach the hard copy at end of form or copy and paste the employee’s document below.
Copy and paste here.

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Section C (to be completed by the supervisor)

Part 5 - Definition of Terms

Carefully read and review each of these terms. They will be applied throughout the evaluation form.
PerformanceDescription
ExemplaryMeets and exceeds individual goals and consistently performs regular job responsibilities in an exemplary manner. Is considered a role model and contributes significantly to the broader goals of the department. Anticipates and takes on additional duties beyond core job responsibilities with the same degree of seriousness, care and thoroughness as demonstrated in regular job responsibilities. Takes and demonstrates ownership for work.
SuccessfulConsistently meets individual goals. Contributes to the performance of the department by performing job responsibilities and requirements in a consistent, reliable and professional manner. Takes ownership for completing and checking own work, completes projects and duties in a timely, accurate and thorough manner. Appropriately balances working independently with seeking advice/collaboration when necessary for a satisfactory outcome.
New to Position/
Needs ImprovementNew to position: May not have met individual goals or be proficient in all major job responsibilities due to time in position.
Needs Improvement: May not consistently meet individual goals. May not satisfactorily or consistently contribute to the department’s performance. May not be consistently reliable in handling own job responsibilities appropriately. May need more supervision than is expected for the nature of the job, either to ensure that the work gets done or to ensure quality.
UnsuccessfulDoes not meet individual goals, does not consistently perform job responsibilities effectively and does not contribute to the department’s performance. May require significant involvement of supervisor to ensure that work is completed and quality checked, and to fix problems and potential problems. If an employee’s performance is considered Unsuccessful,it is extremely important that the supervisor seek advice from Human Resources prior to meeting with the employee for the performance review.

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Part 6 - Competency Assessment
Supervisor evaluates each competency relative to “Major Job Responsibilities” (Part 2) and “Goals from Past Performance Cycle” (Part 3). Click on the down arrow to choose.
Quality of Work: Displays accuracy, thoroughness, quality of end results; commits to continual improvement and problem prevention; uses judgment to identify and resolve issues.
Choose from the following list.
Supervisor’s Comments:
Enter response here.
Quantity/Timeliness of Work: Accomplishes appropriate level of work; meets commitments on schedule.
Choose from the following list.
Supervisor’s Comments:
Enter response here.
Job Knowledge: Effectively uses expertise in specialized field of work; exercises new information and skills; understands work responsibilities and job tasks; keeps current in field and effectively applies knowledge to job responsibilities.
Choose from the following list.
Supervisor’s Comments:
Enter response here.
Initiative: Works independently and anticipates and meets organizational needs; persists in seeking solutions to problems both within and beyond areas of direct responsibility.
Successful
Supervisor’s Comments:
Enter response here.
Innovation: Offers creative suggestions for improvement and develops new and unique approaches to work processes and products; uses technology to enhance efficient and effective job completion.
Choose from the following list.
Supervisor’s Comments:
Enter response here.
Communication Skills: Understands and communicates clearly in written and oral communication; keeps supervisor and others informed.
Choose from the following list.
Supervisor’s Comments:
Enter response here.
Attitude/Effective Relations: Exhibits positive and professional attitude toward internal and external customers and associates; accepts change and new responsibilities willingly; builds external and internal bonds; respects diversity; adheres to and complies with University policies and procedures.
Choose from the following list.
Supervisor’s Comments:
Enter response here.
Leadership: Identifies new programs and opportunities; establishes goals, vision, direction and strong support among team members.
Choose from the following list.
Supervisor’s Comments:
Enter response here.
Teambuilding: Shares and builds knowledge across team; coaches and mentors other team members.
Choose from the following list.
Supervisor’s Comments:
Enter response here.
Part 7 - Professional Strengths and Significant Accomplishments
Describe, in narrative, the employee’s strengths and significant accomplishments over the last appraisal cycle, particularly in those categories marked “Exemplary.”
Describe here.

Part 8 - Areas for Development

Describe, in narrative, the employee’s areas for development, particularly in those categories marked “Needs Improvement” or “Unsuccessful.”
Describe here.
Part 9 - Overall Performance Assessment
Summarize appraisal, including the evaluation of major job responsibilities and achievement of performance cycle goals. Click gray area to choose. An overall rating of “Exemplary” requires pre-approval from your Dean or Division head prior to the appraisal meeting with your employee.
Choose from the following list.
Describe here.
Section C (to be completed by the employee and the supervisor together)

Part 10 - Goals for Next Performance Cycle/Plans for Improvement

After discussion, supervisor and employee agree upon and list goals and improvement plans for the next appraisal cycle.
List goals.
______
Employee’s Signature Date
(signature indicates receipt of appraisal only and does not necessarily indicate agreement)
______
Supervisor’s Signature Date
______
Division Head (as required) Date
Supervisors: Please provide a copy of the completed performance appraisal to the employee and send the original signed copy to Human Resources.
Section D (to be completed by the employee)

Part 11 - Employee’s Comments

Enter any additional comments here.

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