JOB PERFORMANCE EVALUATION FORM EXEMPT POSITIONS

Name:

Evaluation Period:

Title: Date:

PERFORMANCE PLANNING AND RESULTS

Performance Review

 Use a current job description (job descriptions are available on the HR web page).

 Rate the person's level of performance, using the definitions below.

 Review with employee each performance factor used to evaluate his/her work performance.

 Give an overall rating in the space provided, using the definitions below as a guide.

Performance Rating Definitions

The following ratings must be used to ensure commonality of language and consistency on overall
ratings: (There should be supporting comments to justify ratings of “Outstanding” “Below
Expectations, and “Unsatisfactory”)

Outstanding Performance is consistently superior

Exceeds Expectations Performance is routinely above job requirements

Meets Expectations Performance is regularly competent and dependable

Below Expectations Performance fails to meet job requirements on a frequent basis

Unsatisfactory Performance is consistently unacceptable

A. PERFORMANCE FACTORS (use job description as basis of this evaluation).

Administration - Measures effectiveness in planning, Outstanding

organizing and efficiently handling activities and Exceeds Expectations
eliminating unnecessary activities Meets Expectations
Below Expectations
Unsatisfactory
 NA
Knowledge of Work - Consider employee's skill level, Outstanding
knowledge and understanding of all phases of the job Exceeds Expectations
and those requiring improved skills and/or experience. Meets Expectations
Below Expectations
Unsatisfactory
NA
Communication - Measures effectiveness in listening Outstanding
to others, expressing ideas, both orally and in writing Exceeds Expectations
and providing relevant and timely information to Meets Expectations
management, co-workers, subordinates and Below Expectations
customers. Unsatisfactory
NA
Teamwork - Measures how well this individual gets Outstanding
along with fellow employees, respects the rights of Exceeds Expectations
other employees and shows a cooperative spirit. Meets Expectations
Below Expectations
Unsatisfactory
NA
Decision Making/Problem Solving - Measures Outstanding
effectiveness in understanding problems and making Exceeds Expectations
timely, practical decisions. Meets Expectations
Below Expectations
Unsatisfactory
NA
Expense Management - Measures effectiveness in Outstanding
establishing appropriate reporting and control Exceeds Expectations
procedures; operating efficiently at lowest cost; staying Meets Expectations
within established budgets. Below Expectations
Unsatisfactory
NA
Human Resource Management - Measures Outstanding
effectiveness in selecting qualified people; evaluating Exceeds Expectations
subordinates' performance; strengths and development Meets Expectations
needs; providing constructive feedback, and taking Below Expectations
appropriate and timely action with marginal or Unsatisfactory
unsatisfactory performers. Also considers efforts to NA
further the university goal of equal employment
opportunity.
Independent Action - Measures effectiveness in time Outstanding
management; initiative and independent action within Exceeds Expectations
prescribed limits. Meets Expectations
Below Expectations
Unsatisfactory
NA

Job Knowledge - Measures effectiveness in keeping Outstanding

knowledgeable of methods, techniques and skills Exceeds Expectations
required in own job and related functions; remaining Meets Expectations
Below Expectations
Unsatisfactory
current on new developments affecting SPSU and its NA
work activities.
Leadership - Measures effectiveness in Outstanding
accomplishing work assignments through Exceeds Expectations
subordinates; establishing challenging goals; Meets Expectations
delegating and coordinating effectively; promoting Below Expectations
innovation and team effort. Unsatisfactory
NA
Managing Change and Improvement - Measures Outstanding
effectiveness in initiating changes, adapting to Exceeds Expectations
necessary changes from old methods when they are Meets Expectations
no longer practical, identifying new methods and Below Expectations
generating improvement in facility's performance. Unsatisfactory
NA
Customer Responsiveness - Measures Outstanding
responsiveness and courtesy in dealing with internal Exceeds Expectations
staff, external customers and vendors; employee Meets Expectations
projects a courteous manner. Below Expectations
Unsatisfactory
NA
Personal Appearance - Measures neatness and Outstanding
personal hygiene appropriate to position. Exceeds Expectations
Meets Expectations
Below Expectations
Unsatisfactory
NA
Dependability - Measures how well employee Outstanding
complies with instructions and performs under unusual Exceeds Expectations
circumstances; consider record of attendance and Meets Expectations
punctuality. Below Expectations
Unsatisfactory
NA
Safety - Measures individual's work habits and Outstanding
attitudes as they apply to working safely. Consider Exceeds Expectations
their contribution to accident prevention, safety Meets Expectations
awareness, ability to care for SPSU property and keep Below Expectations
workspace safe and tidy. Unsatisfactory
NA
Employee's Responsiveness - Measures Outstanding
responsiveness in completing job tasks in a timely Exceeds Expectations
manner. Meets Expectations
Below Expectations
Unsatisfactory
NA

B. EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS: Include those which are relevant

during this evaluation period. This should be related to performance or
behavioral aspects you appreciated in their performance.
C. PERFORMANCE AREAS WHICH NEED IMPROVEMENT:

D. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE:

E. EMPLOYEE COMMENTS:

F. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box.)

 Employee job description has been reviewed during this evaluation and no
changes have been made to the job description at this time.

 Employee job description has been reviewed during this evaluation and
modifications have been proposed to the job description. The modified job
description is attached to this evaluation.

G. SIGNATURES:

Employee Date

(Signature does not necessarily denote agreement with official review and means only that the
employee was given the opportunity to discuss the official review with the supervisor.)

Evaluated by Date

Reviewed by Date