Employee Performance Evaluation
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6EMPLOYEE PERFORMANCE EVALUATION
E
N
:
MPLOYEE
AME
(F
, MI,
)
IRST
LAST
J
T
:
OB
ITLE
D
:
EPARTMENT
P
E
:
From:
To:
ERIOD OF
VALUATION
T
:
Initial 3-Month
Annual
Interim
YPE OF EVALUATION
_____________________________________________________________________________
PART I – INSTRUCTIONS TO EVALUATOR
Listed below are sections for the performance evaluation of job duties, adherence to agency
policies and supervisory factors that are important in the performance of the employee’s job.
Performance of job duties and adherence to agency policies must be evaluated for all employees.
The supervisor factors should be utilized only for employees with supervisory responsibilities. The
“overall performance” evaluation should reflect the employee’s total performance, including the
performance of job duties and adherence to agency policy.
NOTE: Objective comments which provide specific feedback on job performance benefit the
employee. Evaluators are encouraged to provide specific, objective comments which support
each rating. A rating of either Needs Improvement or Exceeds Expectations requires
objective comments in support of the rating.
1.
Return the original form to Human Resources,
D
ISTRIBUTION
2.
Maintain one copy for your records
I
NSTRUCTIONS
Provide a copy to the employee
3.
RATING SCALE:
The following rating scale guide is to be used by the evaluator in assigning the most appropriate
measurement of the employees’ job duties, adherence to agency policy, and, if applicable,
performance of supervisory factors.
1. Needs Improvement – Performance and/or adherence to policy must
improve to meet expectations of the position
2. Meets Expectations – Competently performs job duties; requires no
more guidance, training or supervision than is typically required of people
in this position
3. Exceeds expectations – Frequently performs at a level higher than the
performance standard; accomplishments were made in areas other than
the stated job duties
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Parent category: Business