Employee Appraisal Form

EMPLOYEE INFORMATION
First Name Last Name Date of Joining Employee ID

Position Title Department Location Is this person a supervisor?

Yes No

EVALUATION INFORMATION EVALUATION TYPE

Appraisal Period Start Date Appraisal Period End Date
Probation [ 90 days ] Ending Probation [ 150 Days ] Annual Review
.

RATING KEY
[ EP - 5 ] Exceptional Performance Accomplishments are consistently above expected level of essential job requirements.

[ PE - 4 ] Meets and is above satisfactory performance standards at times.

Periodic Exceptional Performance
Job performance is satisfactory, acceptable and sometimes above expectations.

[ SP - 3 ] Satisfactory Performance Meets established objectives in a satisfactory and adequate manner.

Performance is at an inconsistent level. Performance requires correction in some areas in order to successfully
[ IP - 2 ] Inconsistent Performance
meet job requirements. Performance requires a high degree of supervision.
Performance is at level below established objectives with the result that overall contributions are marginal
[ UP - 1 ] Unsatisfactory Performance
and substandard. Performance requires a high degree of supervision and immediate corrective action.

SECTION 1: KEY RESPONSIBILITY AREAS [ Please evaluate both essential functions and Employee Performance Parameters]
1 Essential Function #1 Performance Rating
TASK/RESPONSIBILITY: Identify and describe an essential job responsibility of the position (To be filled by Employee)

In support of the rating given, describe how well the employee performs this duty and provide specific work examples. (To be filled by Reporting Manager)

2 Essential Function #2 Performance Rating

TASK/RESPONSIBILITY: Identify and describe an essential job responsibility of the position (To be filled by Employee)

In support of the rating given, describe how well the employee performs this duty and provide specific work examples.(To be filled by the Reporting Manager)

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SECTION 2: EMPLOYEE PERFORMANCE FACTORS To be filled by the Reporting Manager)
1 Job Knowledge and Development Performance Rating
Does the employee demonstrate knowledge as to how to effectively perform the essential functions of the job? Does the employee properly utilize the tools
and methodologies adopted to perform work duties? Does the employee incorporate best practices, applicable experience, and training and development
into practices? Is the employee aware of applicable policies, regulations, or pending legislative changes that might impact his/her work? If goals were not
met, did the employee attempt to reach the goals?
.

In the space provided below, provide examples referencing essential job functions in support of the rating given.

Problem-Solving Performance Rating

Does the employee solve problems independently, promote departmental efficiency, eliminate or reduce waste of resources and time, and decrease
the risk of redundancy of effort? Are the actions taken by the employee well informed? Is the employee receptive to change when asked to take an
alternative approach to a problem or issue?
.

In the space provided below, provide examples referencing essential job functions in support of the rating given.

3 Commitment to Service Excellence and Institutional Values Performance Rating

Does the employee provide consistent excellent customer service to internal and external stakeholders? Is the employee pleasant to others and respectful?
Does the employee follow directives without negativity? Does the employee address stakeholder need by providing thorough and timely responses? Is the
employee demonstrating a commitment to providing excellence, innovation and promoting higher education?

In the space provided below, provide examples referencing essential job functions in support of the rating given.

4 Communication Performance Rating

Are the employee’s written and verbal communications workplace appropriate? Are communications thoughtful, polite and tailored to effectively meet the
needs of the Customer?

In the space provided below, provide examples referencing essential job functions in support of the rating given.

5 Teamwork Performance Rating

Does the employee work well with others? Is the employee respectful of the time of colleagues? Does the employee refrain from workplace gossip and
contribute to a positive work environment?

In the space provided below, provide examples referencing essential job functions in support of the rating given.

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 SECTION 3: COMPLIANCE QUESTIONS (To be filled by reporting manager)
1 Compliance
Is the employee complying with required Canam Processes and adhering to Guidelines issued by Universities ?
.

2 Punctuality
Does the employee consistently comply with attendance expectations?
.

3 Internal Controls
Does the employee safeguard assets in accordance with applicable policies?

4 Appearance/Professionalism
Does the employee meet dress code and hygiene workplace expectations? .

SECTION 4: PERFORMANCE APPRAISAL SUMMARY (To be filled by reporting manager)

Final Rating and Increment Recommended

Employee Signature HOD Signature

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