Performance Planning & Evaluation
Classified/Operational Employees
Employee Name
Working Title
Evaluation Period From
Department
Supervisor’s Name
Reviewer’s Name
IDENTIFICATION INFORMATION
Banner ID
Position #
10-25To 10-24Division
Supervisor’s Position#
Reviewer’s Position #
PART 1: PERFORMANCE PLANNING
Core Responsibilities
Measures – Qualitative and/or quantitative measures
against which responsibility will be assessed.
Page 1 of 5
(Rev. 9/15)
Performance Planning & Evaluation
Classified/Operational Employees
De Development plan for performance cycle.
Identify learning goals and specific steps needed to be taken to accomplish the goals.
PERFORMANCE PLAN REVIEW
By signing this form, you confirm that you have discussed this plan in detail with your supervisor.
Employee’s Signature
Date
Supervisor’s Signature
Date
Reviewer’s Signature
Date
Page 2 of 5
(Rev. 9/15)
Performance Planning & Evaluation
Classified/Operational Employees
IDENTIFICATION INFORMATION
Banner ID
Employee Name
Working Title
Position #
Evaluation Period
Department
Supervisor’s Name
Reviewer’s Name
From
10-25-
To
10-24-
Division
Supervisor’s Position #
Reviewer’s Position #
PART 2: PERFORMANCE EVALUATION
CORE COMPETENCIES
5= Exceptional 4=High 3=Satisfactory 2=Fair 1=Unsatisfactory
LEVEL OF ACHIEVEMENT
5
4
3
2
1
JOB KNOWLEDGE/PROFESSIONAL DEVELOPMENT
Technically & professionally skilled in all position responsibilities and duties. Seeks new skills &
opportunities for self-development.
LEADERSHIP SKILLS/PEOPLE DEVELOPMENT
Displays initiative and fosters teamwork. Supervisors: motivates subordinates. Develops high
professional goals, objectives and deadlines.
PROBLEM SOLVING/DECISION MAKING
Gives reasonable consideration to all facets of issues that may arise. Gathers & analyzes
information. Seeks input & positive feedback from others. Makes timely decisions.
Communicates decisions to all affected parties. Resolves conflict in a positive manner.
RELATIONSHIP BUILDING
Maintains healthy working relationships. Team player. Good listener. Appreciates diversity of
others.
COMMUNICATION SKILLS
Is skilled at oral & written communications.
Demonstrates effective interpersonal communication with subordinates, peers & supervisors.
ORGANIZATIONAL CITIZENSHIP
Volunteers to carry out task activities that are not formally part of a job. Persists with extra
enthusiasm or effort when necessary to complete task activities successfully. Helps others.
Follows organizational rules and procedures even when doing so is inconvenient. Endorses,
supports, and defends organizational objectives.
5 = Exceptional
4 = High 3 = Satisfactory 2 = Fair 1 = Unsatisfactory
SUMMARY
Strengths:
Suggested Improvements:
Page 3 of 5
(Rev. 9/15)
Performance Planning & Evaluation
Classified/Operational Employees
Development & Learning Goals/Achievements:
Significant Comments: Comments on special assignments, significant achievements &/or other results.
CORE RESPONSIBILITIES
5
Page 4 of 5
LEVEL OF ACHIEVEMENT
4
3
2
1
(Rev. 9/15)
Performance Planning & Evaluation
Classified/Operational Employees
5 = Exceptional
4 = High 3 = Satisfactory 2 = Fair 1 = Unsatisfactory
Overall Rating Earned:
Exceptional (5) – An employee whose work is characterized by exemplary performance throughout the rating period
and excellent service in support of the mission of the unit. The employee’s performance consistently exceeds and
sometimes far exceeds expectations in the performance of the core responsibilities; consistently demonstrates
independent initiative for the benefit of the College and department; and demonstrates full mastery of basic
competencies.
High (4)– An employee whose work is characterized by a consistently high level of accomplishment; meeting and
often exceeding performance expectations of core responsibilities; providing significant service in support of the
mission of the unit. The employee typically demonstrates high proficiency in the mastery of basic competencies.
Satisfactory (3) – An employee whose work is characterized by achieving results at a level that generally meets and
occasionally exceeds expectations in the performance of core responsibilities; supports the mission of the unit. The
employee typically demonstrates proficiency in the basic competencies.
Fair (2) – An employee whose work does not meet all performance objectives, requires improvement in one or more
areas to satisfactorily perform core responsibilities. The employee has not demonstrated proficiency in one or more
basic competencies. An employee in this category would be provided guidance and training to improve
performance and would only be eligible for a market increase, if appropriate.
Unsatisfactory (1) – An employee whose work fails to meet the expectations for the position; generally falling well
below performance objectives for core responsibilities (even though sometimes approaching objectives); provides
inadequate support to the mission of the unit. The employee does not demonstrate proficiency in the basic
competencies. An employee must receive a Notice of Improvement Needed form during the performance
cycle before receiving an overall Unsatisfactory. An employee rated in this category is not eligible for
any salary increase and must have their performance re-evaluated three months after their
unsatisfactory evaluation. Failure to improve to a satisfactory level typically results in termination.
REVIEW OF EVALUATION
By signing this form, you confirm that you have discussed this review in detail with your supervisor. Signing this form does NOT necessarily
indicate that you agree with this evaluation.
Supervisor’s Signature
Date
Reviewer’s Signature
Date
Employee’s Signature
Date
Employee Comments:
Page 5 of 5
(Rev. 9/15)
Download

Performance Planning & Evaluation Form: Classified & Operational