Fillable Staff Performance Appraisal Form (Page 2 of 3) in pdf

RATING FACTORS

THE FOLLOWING ARE CONDITIONS THAT SHOULD BE CONSIDERED WHEN ASSESING THE EMPLOYEE’S

PERFORMANCE:

JOB KNOWLEDGE: In depth knowledge of all requirements of the job. How well does the employee understand all

phases of the job as defined by the performance standards set for the position?

QUALITY OF WORK: Accuracy and neatness. Does the employee produce a high quality work product? Is quality work a

priority for the employee?

PRODUCTIVITY: Consider employee’s ability to prioritize and organize work effectively to meet assigned deadlines.

Were assignments timely completed and appropriate follow-up implemented? Is the employee a self starter?

DEPENDABILITY: Employee needs little or no direction. To what extent can the employee be relied upon to carry out

instructions; and the degree to which the employee can work with limited supervision?

ATTENDANCE: Attendance and punctuality are very important in maintaining a normal work load and efficient schedule.

Employees are expected to report to work regularly and be ready to perform their assigned duties at the beginning of their

assigned work shift. Is the employee absent frequently? Are the absences affecting his/her performance? Does this pattern

constitute a hardship on the work environment?

RELATIONS WITH OTHERS: Consider employee’s abilities to maintain a positive and harmonious attitude in the work

environment. How well does the employee relate to the supervisors, co-workers and the broader University community.

COMMITMENT TO SAFETY: To what extent has the employee adhered to the recommended safe work practices,

participated in safety training programs; and contributes to the recognition and control of hazard in his/her work area.

SUPERVISOR ABILITY: In the evaluation of this factor, consider the employee’s ability to organize, plan, train, delegate

and control the work of subordinates in an effective manner.

LEVELS OF PERFORMANCE

THE EMPLOYEE’ S PERFORMANCE SHALL BE RATED IN ONE OF THE FOLLOWING CATEGORIES:

EXCEED PERFORMANCE STANDARDS: An evaluation resulting from overall performance which is significantly

above the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS – PROFICIENT: An evaluation resulting from performance which fully

meets the performance standards of the position.

ACHIEVES PERFORMANCE STANDARDS – MARGINAL: An evaluation resulting from performance which barely

meets the performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a

Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

BELOW PERFORMANCE STANDARDS: An evaluation resulting from performance which fails to meet the minimum

performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a

Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.

Distribution:

Original – Human Resources

Copy – Supervisor

Copy - Employee

Staff Performance Appraisal Form Page 2