__ Initial Expectations
__ Interim
__ Final Evaluation
Performance Development Plan/Performance Evaluation
Employee Data
Employee Name and ID:
Title or Classification
Employee Type
Exempt
Supervisor Name and ID:
Evaluation Period
From:
Civil Service
Title or Classification
Department:
Were any changes made to
Position Description after
review?
Yes
No
To:
Division:
ASL
BFA
Ops
Pres
Performance Expectations and Ratings
Critical Performance Elements (add more as needed)
Development of performance expectations and goals is a collaborative process between the supervisor and employee.
Use the SMART method for setting goals (Specific, Measurable, Applicable/Achievable, Relevant, and Time Orientation/due date).
Example: Strive to achieve and maintain an error rate of less than 5% on financial transactions by the end of the fiscal year.
1.
2.
3.
4.
5.
Performance Evaluation Factors
Use Comments sections below to give feedback and document performance.
For example, Quality of Work might receive a score of 3 at the interim review with a comment such as,
You’ve done a good job getting your error rate down to 7% from 10%; continue using your audit tools to
identify errors and keep working toward our goal of 5%.
Meets Job
Expectations
• Consider overall
performance of job
duties described on
position description
Interim
Final
Outstanding performer; goes above and beyond required job duties.
5
5
Exceeds expectations in completing required job duties.
4
4
Satisfactorily completes assigned job duties.
3
3
Performance of job duties requires improvement.
2
2
Unsatisfactory performance of job duties.
1
1
Interim review comments/feedback:
Final Evaluation comments:
1
Demonstrates thorough understanding and application of all phases of
Job Knowledge
job. Performing at expert level.
Consider factors such as:
• Level at which the
Very well informed, seldom requires assistance and instruction.
employee understands
Demonstrates satisfactory job knowledge; understands and performs
and applies laws, rules,
most phases of job well. Requires occasional assistance or instruction.
policies and
Demonstrates limited job knowledge; frequently requires instruction or
procedures
assistance. Additional training required.
• Demonstrated level of
expertise and
Demonstrates insufficient knowledge to perform effectively.
understanding
Interim review comments/feedback:
5
5
4
4
3
3
2
2
1
1
Demonstrates highest quality possible, final job virtually perfect.
5
5
Quality above average with very few errors and mistakes.
4
4
Quality very satisfactory, usually produces error-free work.
3
3
Room for improvement, frequent errors, work requires checking and redoing.
2
2
Very poor quality, excessive errors and mistakes.
1
1
5
5
4
4
3
3
2
2
1
1
Highly effective, always gets the job done on time.
5
5
Very accountable and/or dependable, above average, usually persists in
spite of difficulties.
4
4
Usually gets the job done on time, works well under pressure.
3
3
2
2
1
1
Extremely cooperative, stimulates teamwork and good attitude in others.
5
5
Goes out of the way to cooperate and get along.
4
4
Final Evaluation comments:
Quality of Work
Consider factors such as:
• Attention to detail
• Accuracy of services or
information provided
• Customer feedback
Mid-Year/Interim review comments/feedback:
Final Evaluation comments:
Uses exceptionally good judgment when analyzing facts and solving
Judgment
problems.
Consider factors such as:
• Analysis of options and
Above average judgment, thinking is very mature and sound.
determination of
Handles most situations very well and makes sound decisions under
appropriate course of
normal circumstances.
action
• Effectiveness of
Uses questionable judgment at times, room for improvement.
decisions
• Ability to separate fact
from anecdote
Uses poor judgment when dealing with people and situations.
• Evaluates facts and
data to make decisions
Interim review comments/feedback:
Final Evaluation comments:
Accountability and
Dependability
Consider factors such as:
• Timeliness
• Attendance
• Accepts responsibility
for own work and/or
mistakes
Sometimes undependable, will avoid responsibility, satisfied to do the
bare minimum.
Usually unaccountable and/or undependable, does not accept
responsibility, gives up easily.
Interim review comments/feedback:
Final Evaluation comments:
Teamwork
Consider factors such as:
• Promotes cooperation
2
• Acknowledges
Cooperative, gets along well with others.
achievements of team
members
Indifferent, makes little effort to cooperate or is disruptive to the overall
• Encourages
group or department.
participation and
Negative and hard to get along with.
mutual support
Mid-Year/Interim review comments/feedback:
3
3
2
2
1
1
5
5
4
4
Very good performance, shows initiative in completing tasks.
3
3
Does not proceed on own, waits for direction, routine worker.
2
2
Lacks initiative, less than satisfactory performance.
1
1
Extremely flexible, always responds quickly/effectively to uncertainty and
adapts very well to constant change.
5
5
Very flexible, responds well to uncertainty and constant change.
4
4
Cooperative, attempts to adapt and be flexible to uncertainty and change.
3
3
Indifferent, makes little effort to be flexible and/or adapt.
2
2
Negative and often responds poorly to uncertainty and change.
1
1
Final Evaluation comments:
Initiative and
Creativity
Consider factors such as:
• Ability to plan work
• Ability to take
initiative
• Ability to make
constructive
suggestions
Displays unusual drive and perseverance, anticipates needed actions, and
frequently suggests better ways of doing things.
A self-starter, proceeds on own with little or no direction, progressive,
makes some suggestions for improvement.
Interim review comments/feedback:
Final Evaluation comments:
Adaptability and
Flexibility
Consider factors such as:
• Ability to respond
quickly/effectively to
uncertainty
• Acceptance of changes
Interim review comments/feedback:
Final Evaluation comments:
Total Performance Score
Average Performance Score
Complete this section if employee’s duties include supervision
Supervision
Consider factors such as:
• Participation in
recruiting and hiring.
• Establishing/evaluating
job performance
standards.
• Evaluating
performance.
• Taking corrective
action.
• Training.
• Assigning and
scheduling work.
• Acting on leave
requests.
Interim
Final
Demonstrates thorough understanding and application of all phases of
supervision. Performing at expert level.
5
5
Very effective supervisor. Seldom requires assistance or instruction.
4
4
Satisfactory supervisor. Requires occasional assistance or instruction.
3
3
Limited effectiveness as a supervisor. Frequently requires intervention or
assistance. Additional training required.
2
2
Ineffective as a supervisor.
1
1
3
Interim review comments/feedback:
Final Evaluation comments:
Leadership
Exceptional leader. Performing at expert level.
• Takes a long-range
view to develop and
promote goals
Above average leader. Seldom requires assistance or
• Creates environments
instruction.
for success and
motivates staff.
Satisfactory leader. Requires occasional assistance or
• Sets meaningful goals
instruction.
and expectations that
are aligned with those
of the organization.
Limited effectiveness as a leader. Frequently requires
• Seeks out and
intervention or assistance. Additional training required.
develops initiatives to
improve quality,
Ineffective as a leader.
efficiency, and
effectiveness.
Interim review comments/feedback:
5
5
4
4
3
3
2
2
1
1
5
5
4
4
3
3
2
2
1
1
Final Evaluation comments:
Management
• Effectively oversees
and directs resources
(staff, facilities,
budgets, and
equipment) for current
and emerging needs.
Exceptional manager. Performing at expert level.
Above average manager. Seldom requires assistance or
instruction.
Satisfactory manager. Requires occasional assistance or
instruction.
Limited effectiveness as a manager. Frequently requires
intervention or assistance. Additional training required.
Ineffective as a manager.
Interim review comments/feedback:
Final Evaluation comments:
Total Supervisor Score
Average Supervisor Score
4
Training & Development Opportunities
Use this section to identify area(s) of training and development for the employee to focus on during the upcoming evaluation period.
Be specific on methods of accomplishing stated outcomes along with target dates for completion (for example: Central Learning
Academy, online training, seminars, conferences, college courses, etc.)
Completion
Expectations (Check courses that are to be completed by the employee)
Target Dates
Dates
*New Employee Orientation
*Emergency Preparedness (biennially)
*Preventing Employment Discrimination (required every 3 years)
*Preventing Sexual Harassment (required every 3 years)
*Supervisor Enrichment Program (new supervisors)
*In accordance with CWU Policy 2-2.75.
Other Training (Indicate below)
1)
2)
Organizational Support (Optional)
The employee may complete this section at any time during the evaluation period. The purpose is to identify assistance or support
that the employee feels he or she may need to be successful in meeting their performance and/or development goals.
5
Signatures
Initial Expectations
Supervisor’s Name
Supervisor’s Signature
Date
Employee’s Signature
Date
Additional comments from supervisor:
Employee’s Name
Additional comments from employee:
Interim Review
Supervisor’s Name
Supervisor’s Signature
Date
Employee’s Signature
Date
Additional comments from supervisor:
Employee’s Name
Additional comments from employee:
Final Evaluation
After the final evaluation has been completed and all signatures are in place, provide the employee with a copy and send the completed original to
Human Resources for the employee’s file. Schedule the initial expectation session for the next evaluation period.
The employee’s signature is an acknowledgement that the evaluation form was discussed and reviewed on the specified date.
Supervisor’s Name
Supervisor’s Signature
Date
Additional comments from supervisor:
Employee’s Name
Employee’s Signature
Date
Reviewer’s Signature
Date
Additional comments from employee:
Reviewer’s Name
Additional comments from reviewer:
6