Fillable Employee Performance Appraisal Form printable pdf download

Employee Performance Appraisal

Human Resources

Directions for Completing Performance Appraisal

Step 1:

The supervisor should meet with the employee to discuss the "FUTURE GOALS AND DEVELOPMENT" section.

Clear and measureable goals and development initiatives and timelines should be outlined. Review the SMART Goals

handout (available on the HR website) for information about formulating goals.

Step 2 (Optional):

After setting a date for the performance appraisal review, the supervisor should present the

employee with the "Employee Section." The form should be given to the employee at least two weeks prior to the

evaluation and the employee should return the form at least a week prior to the evaluation. If completed, please

submit copies along with this document.

Step 3:

The supervisor should complete the performance appraisal according to the following parameters:

•

Core Values: Using the rating scale, evaluate how well your employee demonstrates the University's five core

values. Support your rating with specific examples you have observed over the past year.

•

Behaviors: Using the rating scale, evaluate how well your employee meets the criteria described in each of

the six behaviors. Support your ratings with specific examples you have observed over the past year.

•

Supervisory Skills: This section should be completed for anyone with supervisory responsibilities (anyone

with a full-time employee reporting to them). Using the rating scale, evaluate how well your employee meets

the criteria described. Support your ratings with specific examples you have observed over the past year.

•

Teaching Responsibilities: This section should be completed for anyone with teaching responsibilities. Using

the rating scale, evaluate how well your employee meets the criteria described. Support your ratings with

specific examples you have observed over the past year.

•

Additional Performance Goals: Supervisor may list up to four major goals and evaluate employee on how

he/she has performed those responsibilities. Support your ratings with specific examples you have observed

over the past year.

•

Professional Development Goals: Supervisor may list up to four professional development goals and

evaluate employee on how he/she has performed those responsibilities. Support your ratings with specific

examples you have observed over the past year.

•

Review of Goals and Development Set for This Period: Using the employee's goals from the past

performance period evaluate whether or not those goals were achieved. If a goal was not achieved and is still

important, it may be necessary to carry it over into the new goals section.

•

Overall Rating: No mathematical calculations are necessary. The rating automatically populates for you.

•

Comments Section:

o Additional Supervisory Comments: Supervisor may use this space for additional comments regarding

employee work performance.

o Employee Comments: Employee may provide a response to the evaluation. If so, please attach to this

form.

•

New Goals for the Next Review Period: Supervisor and employee should jointly set 2-4 performance and 2-4

professional development goals for employee to accomplish during upcoming performance period.

Supervisor should suggest development activities that would benefit employee. Ask for employee's input and

discuss most beneficial options.

•

Signature Block: Please sign the Performance Review and obtain employee's signature as well as your

supervisor's approval (3 signatures total) before sending to Human Resources.

Rev. 6/2010

Employee Performance Appraisal

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Employee Performance Appraisal Form

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