Performance Planning And Appraisal Form printable pdf download

PERFORMANCE PLANNING AND APPRAISAL FORM

NON-BARGAINING UNIT, NON-MANAGEMENT PERSONNEL

Employee Name:

Supervisor Name:

Position Title:

Date of Review:

Department:

For Period:

At the beginning of each performance cycle, employee and supervisor review key responsibilities (from the job description). The supervisor and

employee document specific responsibilities, with outcomes that describe how successful performance will be measured. Employee and

supervisor then assign a priority to each activity. These will be documented in Section I – Key Responsibilities (pages 2 and 3). In addition,

employee and supervisor should discuss the Performance Factors described on pages 4 and 5 and agree on how they apply to the employee’s work.

Ongoing communication regarding performance is expected, both in informal and formal settings throughout the year. Either the supervisor or

employee should feel free to initiate discussion of performance progress, expectations, priorities or obstacles.

At the end of each performance cycle, a formal review of achievements in relation to the performance standards is documented. This includes a

summary of employee performance during the performance cycle in relation to individual responsibilities and outcomes.

The following ratings are given to indicate how the employee has performed in relation to performance responsibilities and outcomes.

RATINGS SCALES

Rating Level

1 = Below Standards or Expected Results

2 – 3 = Meets Expectations

4 – 5 = Exceeds Expectations

Performance is below standards. Employee

Satisfactorily performs assigned activities

Quality and quantity of work is routinely

does not fully achieve assigned goals. Work

and achieves expected outcomes. Work

higher than expected. Performance reflects

assignments are not consistent in meeting

assignments typically are completed on time

high degree of initiative, commitment to

quality standards or deadlines. Employee

and meet all quality standards. Employee

excellence and ability to anticipate and respond

requires close supervision and does not

works under general or minimum

to FIT’s needs. Employee demonstrates

consistently demonstrate the ability to perform

supervision, with demonstrated

mastery of all job functions and frequently

job functions at expected level of proficiency.

understanding of all job functions and

“raises the bar” in contributing to new systems

expected standards.

and procedures.

Performance Planning And Appraisal Form

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