Performance Evaluation – Unclassified, Unrepresented Employees
Name: ____________________________________
Review Date: __________________________________
Title: ______________________________________
Evaluation Period: _______________ to _____________
Department: ________________________________
Date Started Present Job: ________________________
Manager/Director: ___________________________
Date First Employed at UC: _______________________
Instructions to evaluator: Objectively consider the employee’s performance in the current position and
indicate the level most appropriate for each rating factor. The rating should reflect the employee’s actual job
performance over the evaluation period, and not the anticipated performance or potential to perform the job.
Care should be taken to relate performance, written Goals and Objectives, as well as the job description, in
the determination of this rating.
RATING SCALE
5 = Outstanding
Performs at an exceptional level, above what is considered customary. Level
of job performance is clearly superior within the unit, and recognizably so by
peers throughout the division. Consistently and significantly exceeds
established levels of performance.
4 = Exceeds Standards
Performs all expected tasks effectively. Possesses all necessary skills. Goes
beyond the usual. Has made a significant contribution to the unit, division, and
university in more than a single effort and while performing the job at above
satisfactory level.
3 = Meets Standards
Performance meets the job requirements, and most expected tasks are
completed satisfactorily. Employee is competent and dependable. Quality of
work is consistent.
2 = Improvement Needed
Performance is at the minimal level to meet job requirements. Skills need
further development. Quality of work is inconsistent.
1 = Below Standards
Performance is below the minimal level.
remedial attention, and change.
Requires significant supervision,
1. Assessment of Individual/Departmental Performance Goals and Objectives: Please review the
status column of the employee’s Goals and Objectives, and attach a copy. Verify that the employee
identified clear goals with effective measures leading to positive results.
2. Please list and describe at least three major work-related achievements that occurred in the
current performance evaluation period.
3. Please list honors and/or recognition awarded in the current performance evaluation period.
Include prestige awards, publications, speeches/presentations, degrees, certifications, key positions held
in professional associations, etc.
4. Identify two or three major strengths of the individual. Use examples to show how these strengths
have been demonstrated.
5. Attributes Affecting Job Performance: These factors may be defined in different ways in each
department. It is up to the supervisor to communicate the standards and to define these factors as they
relate to each individual’s responsibilities. Please rate these factors according to the following scale:
5 = Outstanding
4 = Exceeds Standards
3 = Meets Standards
2 = Improvement Needed
1 = Below Standards
Ability to Withstand Pressure
Adaptability
Attitude/Cooperation
Commitment to Division/Unit
Communication Skills/Public Relations
Dependability
Initiative
Interpersonal Skills
Job Knowledge
Service Orientation
Comments:
6. Please rate the following performance areas according to the following scale, and provide
comments:
5 = Outstanding
4 = Exceeds Standards
3 = Meets Standards
2 = Improvement Needed
1 = Below Standards
a) Meeting Division Goals — directing unit and/or contributing in a manner to support divisional key
themes and functional area goals
Comments:
b) Financial Responsibility — contributing to the financial success of the department: managing
funding resources and deficits, creating cost efficiencies, and encouraging entrepreneurial activities
Comments:
c) Leadership –– for the unit and representative for the Division: serves as an effective role model,
leading people to work together for productivity, quality, and service. Ability to give clear, concise
directions, effectively delegate work, guide and direct subordinates, and influence others.
Comments:
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d) Planning/Organization Skills — ability to effectively plan and organize work and establish priorities
Comments:
e) Human Resource Development and Management — providing effective supervisory and
management skills including problem resolution, training and staff development, hiring and staffing,
and maintaining employee morale
Comments:
f) Team Player — cooperating with others across the Division and with other units in the University
Comments:
g) Conflict Resolution/Change Management — resolving conflict, proposing/implementing creative
solutions, and adapting to changing institutional culture
Comments:
h) Problem Solving/Reasoning–– demonstrated ability to think through a task, project, or controversial
matter, draw proper conclusions from situations, and make sound recommendations and decisions
Comments:
i) Quality of Work –– accuracy, thoroughness and effectiveness on the job and demonstrated initiative
to continuously improve processes and operations
Comments:
j) Quantity of Work––accomplishments and amount of work completed with regard to timeliness,
current responsibilities and workload
Comments:
k) Professional Development (Self Improvement) –– initiative taken by the individual to improve job
skills (attending training, self-study, and other development activities)
Comments:
l) Attendance –– sets example for unit in terms of attendance, absenteeism, and punctuality
Comments:
7. Summary Evaluation: Use all qualitative information in this evaluation to determine the overall
performance level. Please check one.
_____________________________
_____________________________
_____________________________
_____________________________
_____________________________
5 = Outstanding
4 = Exceeds Standards
3 = Meets Standards
2 = Improvement Needed
1 = Below Standards
8. Developmental needs recommended by the evaluator: Outline specific steps this individual might
take with support and guidance to improve/enhance present job performance or to prepare for promotion.
Be specific as to areas and timetable. (Consider college credit/non-credit courses, seminars, training,
special projects or assignments, specific coaching, etc.)
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9. Additional comments by the evaluator:
10. Comments by the employee:
11. Summary statement by the evaluator: To be completed after discussion with the individual. Indicate
any significant reactions.
Employee’s Signature:
Date:
Evaluator’s Signature:
Date:
Optional, at the Director’s Request
Comments by Reviewer:
Reviewer’s Signature:
Date:
Note: The above signature by the employee does not denote agreement or disagreement on the evaluation. All of the
signatures are to represent the sharing of this performance evaluation with the employee. Any additional comments or
clarifications can be attached.
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