Appendix C - Performance Review Form
Name
Position/Title
Manager
Review Date
Review Period
Purpose
The purpose of the Performance Review is to improve job understanding, promote more effective job
performance and staff development, and encourage communication between staff and managers.
Performance evaluation should continue throughout the year, with a formal interview conducted at least
annually. The annual performance interview is intended to be a summary of earlier meetings, with most of the
interview devoted to future performance and career/personal development planning.
Annual Performance Review Cycle
Annual performance reviews occur during the month before your anniversary of hiring and include a review of
your position description, an assessment of your work performance since your last review, and setting of
personal objectives for the coming year. Your manager will have periodic informal checkups with you
throughout the year. The review period is one year, except for Provisional Employment Period (PEP) reviews.
Review Process
1. Performance reviews begin two weeks before the review meeting with the distribution of this form.
2. Review your current position description for accuracy (available on the server).
3. Complete the Self Review sections electronically and submit the entire form to your manager within one
week of receiving it. Use specific examples to justify your self-assessment. Forms submitted
without examples will be returned for completion.
4. Your manager will complete the Managerial Review section.
5. You and your manager will then meet to discuss your Performance Review and Professional Development
Plan. This meeting will take about one hour.
Job Description
Yes
No
Is your job description accurate? (If marked “No,” you must bring a copy with
suggested changes to your review).
(revised 9-10-12)
Review Rating Scale
O: Outstanding - Performance consistently far exceeds normal job expectations

Very rarely equaled in exceeding job requirements

Provides exceptional initiative in identifying challenging objectives and developing solutions
for cost-effective results
C: Commendable – Performance exceeds job expectations in quality, timeliness, scope

Takes initiative in development/implementation of challenging objectives

Continually exceeds goals through his/her own efforts

Requires little supervision
P: Proficient - Performance is fully satisfactory and consistent with expectations for a
qualified/experienced person. Manager will be totally satisfied if no changes in performance
are forthcoming.

Accomplishes major objectives with few and seldom repeated errors

Requires only normal amount of supervisory follow-up

Almost always completes work or projects on schedule

A solid team member
I: Improvement Needed - Usually meets minimum requirements of the position; may need
to improve performance to meet expected levels in some areas.

Needs frequent follow-up on routine tasks

Requires significant level of supervision to attain job objectives

Skills insufficient for performance of routine tasks in a reasonable time frame
U: Unacceptable - Does not meet minimum requirements of the position; immediate and
substantial improvement is required.

Quality and/or timeliness of results are often in question

Has been on job long enough to fairly expect better demonstrated performance.

Requires excessive amount of supervision in relation to demonstrated accomplishments

Adverse comments on performance have come from people outside of the organization

Significant improvement must be demonstrated to be retained in position

Specific follow-up plans must be documented on review and formal follow-up review must be
completed within the specified time period, not to exceed six months
SELF AND MANAGERIAL REVIEW - Section 1
Instructions: Please fill out each section and return to your manager at least one week before the review meeting.
AREA OF PERFORMANCE
SELF REVIEW
Describe results achieved or not
achieved. Be specific on results
attained.
Impact: Describe how your individual
work has a direct impact on
Sciencenter guests and on the
experience of Sciencenter volunteers.
Job & Technical Knowledge:
Demonstrates understanding of
objectives, duties, and responsibilities,
and applies technical knowledge
appropriately and in accordance with
the position description.
Quality of Work:
Extent to which the work produced
meets the requirements of accuracy,
thoroughness, effectiveness,
timeliness and dependability.
MANAGERIAL REVIEW
Describe your assessment, explaining
why you agree or disagree with the
self-review.


Rating:

Rating:
Rating:

Rating:
AREA OF PERFORMANCE
Work Organization / Time
Management:
SELF REVIEW
MANAGERIAL REVIEW
Describe results achieved or not
achieved. Be specific on results
attained.
Describe your assessment, explaining
why you agree or disagree with the
self-review.
Rating:

Rating:
Rating:

Rating:
Rating:

Rating:
Ability to establish priorities, to develop
and implement work plans, and to
accomplish work assignments in an
orderly, timely manner.
Customer Service Orientation /
Team Work:
Identifies colleagues, volunteers,
partners and visitors as customers and
provides excellent service to them.
Cooperates and communicates well
with others. Focuses first on
organizational goals rather than on
personal achievement.
Initiative:
Appropriately self-directed, takes
appropriate action, and is efficient,
resourceful, and creative in attaining
objectives of the job.
AREA OF PERFORMANCE
Problem Solving:
SELF REVIEW
MANAGERIAL REVIEW
Describe results achieved or not
achieved. Be specific on results
attained.
Describe your assessment, explaining
why you agree or disagree with the
self-review.
Rating:

Rating:
Rating:

Rating:
Rating:

Rating:
Extent to which staff person works
through difficult situations by identifying
and resolving problems in a
cooperative and timely manner.
Decision Making:
Extent to which decisions made show
good judgment and careful thought.
Regularly uses the Sciencenter’s
“Guidelines for Decision Making” as a
tool in making decisions.
Communication:
Able to clearly and accurately convey
and obtain information; to express and
present material both orally and written
in an effective, persuasive, and timely
fashion.
SELF AND MANAGERIAL REVIEW - Section 2
INDIVIDUAL OBJECTIVES
List individual objectives relevant to job
performance and key responsibilities.
(Refer to Position Description)
SELF REVIEW
Describe results achieved or not
achieved. Be specific on results
attained.
MANAGERIAL REVIEW
Describe your assessment, explaining
why you agree or disagree with the
self-review.
Rating:

Rating:
Rating:

Rating:
Rating:

Rating:
PROFESSIONAL DEVELOPMENT PLAN
Professional Growth Objectives
Action Required
To be completed by staff member before
review
To be completed with staff member during
the review
1.
2.
3.
STRENGTHS
Staff members and managers should complete the rest of the form during the review.
AREAS FOR IMPROVEMENT
Improvement Needs
Action Required
REVIEW SUMMARY
 Outstanding  Commendable  Proficient  Improvement Needed
 Unacceptable  New staff member (PEP review)
STAFF MEMBER COMMENTS
Staff member’s signature
Date
Manager's signature
Date:
Reviewed: Dir. of Finance & HR: _______
Date:
(initials)
YOUR SIGNATURE INDICATES THAT THE REVIEW TOOK PLACE
AND DOES NOT NECESSARILY MEAN THAT YOU AGREE WITH THE REVIEW