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Performance Evaluation Form

This document provides a performance evaluation form with a number rating scale. It includes sections for employee information, goals and objectives, the evaluation process, and a section for supervisors to rate employees on core competencies using the number scale. The competencies include job knowledge, interpersonal skills, communication skills, planning and organization, problem solving, commitment to diversity, and leadership. Suggested ratings and definitions are provided.

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haroon khalid
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40 views6 pages

Performance Evaluation Form

This document provides a performance evaluation form with a number rating scale. It includes sections for employee information, goals and objectives, the evaluation process, and a section for supervisors to rate employees on core competencies using the number scale. The competencies include job knowledge, interpersonal skills, communication skills, planning and organization, problem solving, commitment to diversity, and leadership. Suggested ratings and definitions are provided.

Uploaded by

haroon khalid
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOC, PDF, TXT or read online on Scribd
You are on page 1/ 6

Performance Evaluation Form– Number Scale

EMPLOYEE INFORMATION

Employee Name: Department:

Position Title:

Performance Evaluation Period: Type of Review:

To: From: Mid Year: Year End:

GOALS & OBJECTIVES


 Strengthen two-way communication regarding job performance and periodically assess goals and
opportunities for the unit and the individual.
 Establish a mutually-understood set of performance expectations.
 Recognize contributions of employees.
 Discuss opportunities for growth and development.
 Provide necessary feedback when performance does not meet expectations as situations warrants in
addition to annual evaluation process.
 Align employee performance with the mission and goals of the university and unit.

PROCESS
1. Supervisor requests prior year’s goals/objectives, general performance, associated outcomes as well
as other information relevant to the performance review process and reviews them with the
employee prior to discussing this year’s evaluation. (Page 6).
2. Employee submits prior year’s goals and their associated outcomes as well as other information
relevant to the performance review process at least one week before scheduled meeting (Page 6).
3. Supervisor reviews and compares the full range of this year’s performance to the past year and
completes all sections of the Performance Evaluation, following the instructions provided.
4. Supervisor provides a working draft of Performance Evaluation to the employee. Supervisor and
employee determine future meeting date and time.
5. Supervisor and employee meet to discuss the Performance Evaluation competency ratings.
6. Supervisor and employee create shared goals and objectives to enhance employee performance and
successful completion of departmental and BGSU goals and objectives.
7. The Overall Evaluation Rating is calculated according to the most frequently assigned Competency
Ratings and supervisor/employee discussions.
8. Upon completion of the performance evaluation discussion, the employee and supervisor sign the
evaluation. The employee and supervisor should utilize the comments section provide additional
explanations as needed.
9. Supervisor sends the signed copy to the second level supervisor for review and signature.
10. Once signed, the original document is sent to the Office of Human Resources. An electronic copy
may be provided to the employee upon request.
11. Supervisor and employee should then review employee’s Job Analysis Questionnaire (JAQ) to
ensure that actual duties match job description and submit changes as needed.
.

Performance Evaluation Form – 750699302.doc


Reference Policy 6-21.2 Page 1 of 6
PERFORMANCE EVALUATION – To be completed by Supervisor/Manager

INSTRUCTIONS
For each competency, mark the rating that best describes the employee’s performance . Select N/A if the
competency is not applicable. In the NARRATIVE ASSESSMENT sections, provide specific examples and
illustrations. Explanations are required when selecting a rating of “approaches expectations” or
“unsatisfactory”.

RATING SCALE DEFINITION


Objectives and standards are clearly and substantially surpassed. Consistently and
5 = Outstanding significantly exceeds all performance expectations and standards. Highest
performance level. Demonstrates a personal commitment to a high level of
performance and results, even under challenging work goals.

Frequently exceeds job requirements. Makes contributions well beyond job


4 = Exceeds demands. Seizes initiative in development and implementation of challenging work
Expectations goals. Each project or job is done thoroughly and on time. Thinks beyond details of
the job, working toward the overall goals of the component.

Performance is what is expected of a fully qualified and experienced person in this


3 = Meets position. All objectives and standards are met. Consistently meets all performance
Expectations expectations and standards. Job well done. Errors are minimal and seldom repeated.
Prioritizes problems and projects well. Requires normal supervision and follow-up.
Almost always completes work or projects on schedule.

Objectives and standards are generally met but full results are not totally achieved.
2 = Approaches Occasionally falls short of consistently meeting performance expectations and
Expectations standards. Some performance aspects were not met – needs slight improvement.
Could result from being newly appointed to the position – continuing to learn all
aspects of the position.

Objectives and standards are consistently not met. Consistently fails to meet
1 = Does Not Meet
performance expectations. Needs significant improvement. Has been on the job long
Expectations enough to have shown better performance. Excessive attention by supervisor is
required. Does not grasp situation when explained. Corrective action is required.

NA = Not Applicable Does not apply to job performance expectations.

Performance Evaluation Form – 750699302.doc


Reference Policy 6-21.2 Page 2 of 6
CORE COMPETENCIES NARRATIVE ASSESSMENT RATING
I. JOB KNOWLEDGE
 Understands how position support the 5
institution’s strategic plan
 Demonstrates knowledge and skills 5
necessary to perform the job effectively
and applies to critical work issues in a
timely manner
 Demonstrates willingness to learn new 5
skills, methods, processes to enhance
job performance
 Performs the full range of duties and 5
responsibilities associated with the job

Total Points 5 Mean Rating 5


II. INTERPERSONAL SKILLS, COOPERATION, COLLABORATION
 Demonstrates effective positive 5
customer/student service
 Develops and maintains professional 5
working relationships with internal
and/or external constituencies
 Encourages collaboration and sharing 5
of information

Total Points 5 Mean Rating 5


III. COMMUNICATION SKILLS
 Writes and communicates clearly and 5
accurately
 Listens well; is responsive to inquiries, 5
directions, and suggestions
 Uses appropriate medium of 5
communication based on the needs at
hand

Total Points 5 Mean Rating 5


IV. PLANNING, ORGANIZING, AND ACHIEVING RESULTS
 Develops goals, plans, and priorities to 5
achieve objectives; Evaluates goals and
accomplishments
 Meets deadlines in a timely and 5
efficient manner
 Finds and uses resources well 5

Total Points 5 Mean Rating 5

Performance Evaluation Form – 750699302.doc


Reference Policy 6-21.2 Page 3 of 6
CORE COMPETENCIES NARRATIVE ASSESSMENT RATING
V. PROBLEM ANALYSIS AND DECISION MAKING
 Gathers and analyzes appropriate 5
information before making decisions
 Seeks information and input from other 5
stakeholders as appropriate
 Develops and implements effective 5
solutions
Total Points 5 Mean Rating 5
VI. COMMITMENT TO DIVERSITY / INCLUSION
 Demonstrates due concern for others 5
 Participates in programs/processes that 5
promote diversity/equal opportunity
Total Points 5 Mean Rating 5
VII. LEADERSHIP
 Demonstrates commitment and 5
provides leadership through personal
example and professional expertise
 Demonstrates the ability to motivate 5
coworkers
 Displays an openness to new ideas and 5
supports an environment of continuous
improvement
Total Points 5 Mean Rating 5
TIME AND ATTENDANCE
 Demonstrates commitment to 5
organisational and role rosters and
timelines
 Attendance 5
Total Points 5 Mean Rating 5

Performance Evaluation Form – 750699302.doc


Reference Policy 6-21.2 Page 4 of 6
OVERALL RATING
OVERALL RATING (1-5, Using same scale on page 2):
OVERALL EVALUATION
Consistent with the rates above, evaluate the overall performance of the staff member
NARRATIVE ASSESSMENT

COMMENT ON EMPLOYEE’S STRENGTHS

COMMENT ON AREAS FOR GROWTH OR CHANGE

Performance Evaluation Form – 750699302.doc


Reference Policy 6-21.2 Page 5 of 6
GOALS & COMMENTS
PRIOR YEAR GOAL(S)

GOALS FOR UPCOMING YEAR


GOAL EXPECTED OUTCOME/ TIMETABLE ISSUE/COMMENTS
MEASURABLE CRITERIA

OVERALL COMMENTS

SIGNATURES DATE

___________________________________________________ ______________________
Incumbent Signature Date

___________________________________________________ ______________________
Supervisor Signature Date

___________________________________________________ ______________________
Second Level Supervisor Signature Date

Performance Evaluation Form – 750699302.doc


Reference Policy 6-21.2 Page 6 of 6

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