EMPLOYEE ASSESSMENT and DEVELOPMENT REVIEW
Employee’s Name
Department
Job Family/Zone
Job Title
Review Date
Evaluation Period
To
Evaluator’s Name
The NU Values Employee Assessment and Development Review captures the mutually discussed job expectations for a given time
period. At the end of that time period, this form is used to formally acknowledge an employee’s performance toward those
previously understood goals and performance standards. Supervisors are encouraged to ask staff to prepare a list of
accomplishments or a self-evaluation of their performance and review it prior to completing the evaluation. The staff self-report
of accomplishments is then attached to the supervisory review.
SUPERVISOR ASSESSMENT OF PERFORMANCE TOWARD JOB EXPECTATIONS and JOB RESULTS
Job Expectations and Expected Outcomes
Needs
Improvement
1. Primary job responsibility or expectation
2. Second Job responsibility or expectation
3. Third Job responsibility or expectation
4. Fourth job responsibility or expectation
5. Specific goal/project not included in job description.
6. Specific goal/project not included in job description.
7. Developmental goal to keep current on skills and knowledge for
current job – or to address a deficiency
Add sheets, as needed, to discuss specific examples or explanations.
Meets
Expectations
Exceeds
Expectations
PERFORMANCE TOWARD JOB COMPETENCIES and KEY BEHAVIORS
Position Based Job Competencies and Key Behaviors
Accountability - Accepts responsibility for own actions and decisions and
demonstrates commitment to accomplish work in an ethical, efficient, and costeffective manner
(comments, if applicable)
Adaptability- Adjusts planned work by gathering relevant information and
applying critical thinking to address multiple demands and competing priorities in
a changing environment
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Customer/Quality Focus – Anticipates, monitors, and meets the needs of
customers and responds to them in an appropriate manner. Demonstrates a
personal commitment to identify customers’ apparent and underlying needs and
continually seeks to provide the highest quality service and product to all
customers.
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Inclusiveness – Fosters respect for all individuals and points of view. Interacts
appropriately with all members of the campus community, campus visitors, and
business and community partners without regard to individual characteristics.
Demonstrates a personal commitment to create a hospitable and welcoming
environment.
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Occupational Knowledge/Technology Orientation – Demonstrates the
appropriate level of proficiency in the principles and practices of one’s field or
profession. Demonstrates a commitment to continuous improvement, to include
understanding and application of technology (hardware, software, equipment, and
processes)
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Team Focus – Works cooperatively and effectively with others to achieve common
goals. Participates in building group identity characterized by pride, trust, and
commitment.
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Leadership – Communicates the University’s vision in ways that gain the support
of others. Mentors, motivates and guides others toward goals.
Needs
Improvement
Meets
Expectations
Exceeds
Expectations
Communication – Effectively conveys information and expresses thoughts and
facts. Demonstrates effective use of listening skills and displays openness to other
people’s ideas and thoughts.
Needs
Improvement
Overall Assessment
Meets
Expectations
Exceeds
Expectations
Add sheets, as needed, to discuss specific examples or explanations.
Signatures below indicate that the performance assessment and development review described above has been discussed with the employee. Agreement with the
supervisor’s assessment is not implied. Employee response to this review may be made in writing within five working days of signature. The response will be
placed on file with this assessment and development review. One copy of this assessment and development review should be given to the employee and another
copy placed in the employee’s file.
Employee’s Signature:
Immediate Supervisor’s Signature:
Next Level Manager’s Signature:
Date:
Date:
Date:
EMPLOYEE SELF-REPORT OF ACCOMPLISHMENTS
As input to the evaluation process, staff members are encouraged to respond to the following items on a separate sheet of paper or
as a separate electronic document. The staff self-report should be submitted to the supervisor prior to the employee’s evaluation.
NAME:
DATE:
1) List the major goals established by you and your supervisor for the rating period and describe your progress toward
completion of each goal.
2) List other contributions and accomplishments during rating period.
3) List professional development activities that have enhanced your effectiveness.
4) Describe any skills or new knowledge you would like to develop to improve your performance.
5) Provide other information relevant to your job performance.
Performance Evaluation and Planning Guidelines
Objectives:
To provide employees adequate feedback about job performance, identify areas of strength, and areas for
improvement.
To provide employee and supervisor a structured opportunity to discuss ideas, goals, and direction for job
enhancement, growth, and development. Communication should be honest and supportive and build trust.
The performance evaluation process should include the following:
●Employee completes the Self Report of Accomplishments form and submits it to respective supervisor by
established deadline.
●Upon careful consideration of employee's performance over the entire rating period as well as the information
provided by the employee, supervisor completes Supervisor Assessment of Performance toward Job Expectations
and Job Results component of the Employee Assessment and Development Review form.
●Supervisor discusses the evaluation with the next highest supervisor prior to discussing it with the employee.
●Supervisor then schedules time for meeting with employee, with at least three days' notice.
● Supervisor and employee accomplish two things at evaluation meeting: (1) Discuss employee performance for
the previous year and (2) arrive at mutual understanding about goals and development for the coming year.
Guidelines for using the Employee Assessment and Development Evaluation form:
The form should be completed annually, either on the employee's date of hire or on some other predetermined date.
New employees on original probation should receive a performance evaluation at the end of six months. Employee
evaluations may take place more frequently than once a year.
Responsibilities listed in Job Expectations should generally be taken from the position description. Responsibilities
consuming less than 5% of time need not be listed. If the job has evolved so that the position description no longer
is an adequate reflection of job responsibilities, the supervisor should work toward mutual understanding with the
employee about tasks to be listed for evaluation purposes. The supervisor has ultimate responsibility for outlining
job responsibilities.
As much as possible, comments should cite specific examples and/or objective and observable evidence to support
the ratings given.
Because ratings of Needs Improvement are considered unsatisfactory, these ratings should be accompanied with
specific comments about how performance should improve. Strong consideration should be given to taking steps to
assist the employee in meeting expectations. Such steps could include a special evaluation in three months and/or
taking corrective action to address performance deficiencies. The Department of Human Resources can assist you
in making this decision.
Goals for the next (future) evaluation period should be determined with the input of the employee. Goals should be
reviewed periodically throughout the rating period so they continue to reflect priorities assigned to the employee.
Any areas in which performance expectations are not being met should be noted and a plan made for improvement.
Guidelines for using the Employee Self-Report of Accomplishments form:
The Employee Self-Report of Accomplishments form should be given to the employee thirty days prior to the
evaluation date. The employee is responsible for completing the form and returning it at least five days prior to the
evaluation date. If the form is not completed and returned by the specified date, the evaluation may be completed
without using the activities form.