Document Updated: December 1, 2013

Staff Performance Evaluation & Planning Document

Last Name:

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First Name:

ID Number:

Supervisor Name:

Position:

Department:

Date of Review:

Review Period – From:

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to:

Review Type:

Reference information:

Additional resources are available on the Human Resources website to assist you in completing this performance review. Professional development sessions are available for employees and supervisors either new to Baylor, new in their role, or as a refresher. For more information, contact HR at or 254-710-2000.

I acknowledge receipt of this document complete with the performance rating and employee and supervisor responses.

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EmployeesignatureDateSupervisorsignatureDate

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Dept. Head/Div. Head signatureDate

Please send all pages of the original document in a two-sided format to:

Baylor Human Resources

One Bear Place, #97053

Waco, TX, 76798-7053

Employees and supervisors are encouraged to keep a copy of this document for future reference.

Reviewing the previous year

  1. Summarize what has gone well with your past year’s work to include specific facts and examples related to your job. Examples of (but not required) topics for this section include and are not limited to: your contributions toward the goals related to Baylor’s mission and vision, accomplishments, professional development, listing three to five of your strongest traits that have helped you be successful in your job, and/or things you have done to help the development of the employees whom you supervise (if applicable– supervisors are expected to cover this).

Employee response to item1: Click on the next line to enter your response.

Supervisor response to item1 regarding employee’s work:

Click on the next line to enter your response.

  1. Summarizewhat you wish had gone differently with your past year’s work:

Employeeresponse to item2: Click on the next line to enter your response.

Supervisor response to item2 regarding employee’s work:
Click on the next line to enter your response.

Planning the Coming Year

  1. Summarize your work plans for the coming year. Include specifics that best relate to your job. Examples of (but not required)topics for this section include and are not limited to: primary workgoals(five or less), steps necessary to achieve your goals, how your goals will advance Baylor’s mission and vision (as applicable), anticipated dates for completing goals, professional development, and/or things you can do to help the development of the employees whom you supervise (if applicable– supervisors are expected to cover this).

Employee response toitem 3: Click on the next line to enter your response.

Supervisor response toitem3 in regards to employee’s work:

Click on the next line to enter your response.

  1. Summarize what your supervisorcould do to help you succeed in your job(e.g., resources, communications, work environment, coaching, etc.)

Employee response to item 4: Click on the next line to enter your response.

Supervisor response toitem4 regarding own rolein employee’s successand employee’s response: Click on the next line to enter your response.

  1. Optional:Are there any career goals that you would like to discuss with your supervisor(e.g. additional training, learning new tasks, furthering education, etc.)?

Employee response to item 5:Click on the next line to enter your response.

Supervisor response to item 5 regarding employee’s response:
Click on the next line to enter your response.

  1. JobDescription:Please click here to review your job description. Revisions to the job description can be made online and will require supervisor approval, which will be verified by HR before placement into the primary database. For assistance, please contact HR at or (254)710-2000.

Job description updated online No update needed

  1. Overall Performance Indicator for the Past Year:

The employee provides a self-ratingby checking one of the boxes below. Upon fullconsideration of the performance discussion, the supervisor will designate a final overallperformance indicator for approval. The performance indicator is used to determine merit increases. The two indicators are not required to match.

Performance Ratings / Employee / Supervisor
Exceptional: Performance consistently exceeds goals, job requirements, and expectations, and is significantly beyond the scope of the job requirements in ways that enhance or improve work assignments or work area.
Exceeds Expectations: Performance consistently meets and frequently exceeds goals, job requirements, and expectations. Assignments are completed in a highly effective manner.
Meets Expectations: Performance is dependable and meets goals, job requirements, and expectations. Occasionally some assignments are completed in a highly effective manner.
Improvement Necessary: Performance does not consistently meetgoals, job requirements, and expectationsin essential areas. Improvement is required via a Performance Improvement Plan in coordination with HR and attached to this document.
Unsatisfactory: Performance does not meet goals, job requirements, and expectations. Immediate improvement is required via a Performance Improvement Plan and Observation Process (reference BUPP805, Staff Observation Process). Since continued performance at this level could result in disciplinary action or termination of employment, coordination with HR is required.

8. Other comments from either employee or supervisor, if any:

Employee:Click on the next line to enter your response.

Supervisor:Click on the next line to enter your response.

Comments from division or department head, if any: Click on the next line to enter your response.

IMPORTANT NOTE: Certain standards of performance and conduct must be maintained among the staff of Baylor University. This discussiondocumentisdesignedtoenhancetheperformanceandprofessionaldevelopmentofthevastmajorityofBaylorstaffwhoaremeetingperformanceandconductexpectations.

Forcaseswhereastaffemployee’sperformanceorconductfallsbelowthestandard,Baylorpermitsanobservationperiod (BU-PP 805) to allow the employee an opportunity for improvement. An employee in observation status is not guaranteed continued employment since Baylor is an at-will employer.

Baylor also provides guidance in the Staff Disciplinary Policy (BU-PP 807) that outlines a course of progressive discipline for employees whose performance or conduct falls below Baylor’s standard. It is the supervisor’s responsibility to inform the staff employee when the employee’s performance or conduct is below standard. It is also the supervisor’s responsibility to initiate the observation period and/or any needed disciplinary measures.

Supervisors: if you are in a situation in which an employee’s performance or conduct has been unsatisfactory, contact HR at or at (254)710-2000 for help in initiating BU-PP 805 or BU-PP 807 as appropriate.

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