Office Of The Chancellor Employee Performance Review
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5OFFICE OF THE CHANCELLOR
EMPLOYEE PERFORMANCE REVIEW
EPR Links Document
GENERAL
TYPE REPORT
PROBATIONARY
INTERIM
ANNUAL
INTERIM (6 month)
INFORMATION
EMPLOYEE NAME
EMPLOYEE NUMBER
SUPERVISOR
NON-SUPERVISOR
CLASS TITLE
CAMPUS
OFFICE
SUPERVISOR NAME/TITLE
RATING PERIOD
FROM
TO
GENERAL INSTRUCTIONS
Verify/complete General Information. Indicate whether employee is a supervisor or non-supervisor.
Review with the employee the employee’s job description, job standards (expectations/objectives/duties) for the
rating
cycle to ensure the appraisal relates to the specific responsibilities, job assignments, and standards that were
conveyed to the employee for the rating cycle.
Base the appraisal on the employee’s performance during the entire review period, not isolated incidents or
performance prior to the current review period. Obtain/review necessary input and supporting data.
Rate each factor in relation to the standards established and the guidelines listed on the form for each rating.
Provide an overall rating based on the rating of the individual factors, adherence to significant performance
standards, and accomplishment of essential functions. Each factor need not be of equal weight but comments
should justify significant differences impacting on the overall rating.
Assess employee strengths and identify opportunities where the employee could improve or requires additional
knowledge or skill. Include projected development needs to meet anticipated assignments during the next
rating period. Obtain employee input regarding their training needs. When rating employees, consider their
participation and willingness to participate in employee development opportunities.
The comments sections should be used to: support performance ratings, indicate problem areas and provide
guidance to employees on how to improve performance. Comments MUST be provided for outstanding, needs
improvement, and unsatisfactory ratings, and are highly recommended for all other ratings. Supervisor,
reviewing officer, and employee comments are to be relevant and job related.
(Additional comments for any sections should
be placed on Page 5 of this form if completing form electronically or by attaching additional 8 1/2 by 11 paper in similar format.)
Discuss/obtain comments and signature/date of reviewing officer before discussion with employee.
Sign/date the form, meet with employee to discuss the rating, and obtain the employee’s
signature/date/comments. Arrange for reviewing officer discussion if requested.
Update with the employee the job description, essential job functions, and performance standards/objectives
for the next rating cycle.
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