Leadership Performance Evaluation Form (Page 6 of 7) in pdf

Leadership Performance Evaluation Form Page 6

E. NEW GOALS/OBJECTIVES and PROFESSIONAL DEVELOPMENT PLAN:

List below the performance goals that have been developed for this individual to fulfill during the next fiscal evaluation period, with a

completion timetable for each. Include any courses, reading materials, seminars, and on the job training you think the employee

should take to further their knowledge and improve their performance in the University.

Key Result Areas / Performance Objectives:

Define up to five key result areas and corresponding measurable performance objectives with your employee.

Step 1: Supervisor defines key result areas & performance objectives based on the job description and position

responsibilities at the beginning of the evaluation period.

Step 2: Supervisor and employee discuss and finalize the key result areas & performance objectives.

Step 3: Supervisor documents the key result areas & performance objectives and provides a copy to the employee.

Step 4: Supervisor reviews key result areas & performance objectives periodically.

Key result areas/performance objectives:

Established mm/dd/yy

Reviewed mm/dd/yy

GOAL #

Performance Objectives

Comments:

GOAL #

Performance Objectives

Comments:

Page 6

Charles R. Drew University of Medicine and Science Dept. of Human Resources 04/2014 LeadPerfEval

Leadership Performance Evaluation Form Page 6