Employee Performance Evaluation And Development Plan Instructions (Page 3 of 3) in pdf

effectiveness of the department or work area. Performance is generally

not equaled by others. For employee evaluations to retain credibility,

supervisors should use this rating sparingly.

Very Good (3):

Employee exceeds most position requirements. Performance at this level

consistently exceeds standards and expectations and would generally be

recognized by peers and immediate supervisor. Performance is

characterized by notable skill, initiative and superior job knowledge. This

individual’s performance exceeds most other employees in the same or

similar position.

Good (2):

Employee consistently meets performance standards.

The individual

performing at this level is considered a fully competent, stable and skilled

performer by co-workers and immediate supervisor.

Employee may

occasionally exceed job performance standards and expectations. This

level of performance is what would generally be expected from most

competent, experienced employees.

Fair (1)

Employee meets some performance standards but is deficient in others.

Performance does not consistently meet acceptable levels in all areas.

Overall

performance

only

meets

the

minimum

standards

and

expectations. The need for further development and/or improvement is

clearly recognized and expected. Performance at this level may cause

the department and/or co-workers some problems or inconveniences, or

tends to diminish the department’s effectiveness and/or productivity.

Performance at this level is characterized as “just getting by”. Employees

with an overall performance rating of Fair will be put on notice that the

next 1 year performance appraisal must show an overall improvement to

Good. No improvement will be grounds for disciplinary action that may

lead to termination. Coaching and/or additional training by the supervisor

are required.

Unsatisfactory (0):

Employee’s performance is consistently unacceptable. It is inadequate

and below minimum acceptable standards and expectations. There is

considerable

room

for

improvement.

Performance

causing

problems/inconveniences/hardships for the department and/or co-workers

and is having a negative impact on departmental effectiveness and/or

productivity. This level of performance cannot be condoned or allowed to

continue. A continued overall performance rating of Unsatisfactory at the

time of the next Interim Performance Review will be grounds for

disciplinary action that may lead to termination.

Not Applicable (N/A):

Employee does not have an opportunity to use this skill.

(5/3/07)

Employee Performance Evaluation And Development Plan Instructions Page 3

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