USNH System Office Performance Evaluation and Planning Form
Employee Name:
Title:
Review Period:
Instructions:
The most important part of effective reviews of job performance is the on-going feedback from the manager or
supervisor. This helps employees grow and develop new skills needed for changes in a high performing culture.
Annually each manager or supervisor provides a formal summary of the employee’s success in meeting annual
goals, and addresses the particular competencies related to that success.
Part I – Job Description and Ratings
Discuss the job responsibilities and update the job description as needed. Review key responsibilities
and basic competencies. Rate each factor based on performance during the evaluation period. The
factors include key responsibilities specific to this position (Part II-A), and competencies common to the
professional job standards (Part II-B).
Part II – Goals from last year or last evaluation period
Rate the accomplishment of each of the goals established at the beginning of the period. Also include
any new goals established during the performance period and note any modifications to the original
goals.
Overall Rating (based on Parts I and II)
Part III – Development Planning
Discuss development goals and activities, and summarize the discussion.
Part IV – Goals for the upcoming evaluation period
Enter the performance goals for the next period to be evaluated. Individual goals and objectives should
align with those of the department and the institution.
Performance Review Ratings*
Consistently Exceeds Expectations
CE
Frequently Exceeds Expectations
FE
Fully Meets Expectations
FM
Partially Meets Expectations
PM
Does Not Meet Expectations
DM
*See page 7 for assistance on rating competencies
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USNH System Office Performance Evaluation and Planning Form
Part I - Job Success Factors
Rate each area using the Performance Review Ratings. Comments are needed for those areas where demonstrated
performance either does not meet expectations, or is beyond expectations.
CORE COMPETENCIES
See the Core Competencies Matrix for assistance on rating competencies
1. Professional/Technical Knowledge
Demonstrates knowledge of professional/technical area; shares knowledge with others
Comments:
2. Stewardship
Demonstrates integrity, accountability and efficient stewardship of university resources in a manner consistent with USNH
policies including the standards of ethical conduct and safety policies.
Comments:
3. Problem Solving / Decision Making
Problem solving - Identifies problems, involves others in seeking innovative, simple solutions, conducts appropriate
analyses, searches for best solutions; responds quickly to new challenges. Decision making - Makes clear, consistent,
transparent decisions; acts with integrity in all decision making; distinguishes relevant from irrelevant information and
makes timely decisions.
Comments:
4. Communication
Connects with peers, subordinates and customers, actively listens, clearly and effectively shares information, demonstrates
effective oral and written communication skills.
Comments:
5. Quality Improvement/Customer Service
Strives for efficient, effective, high quality performance in self and the unit; delivers timely and accurate results; resilient
when responding to situations that are not going well; takes initiative to make improvements Understands big picture and
aligns priorities with broader goals, measures outcomes, uses feedback to change as needed, evaluates alternatives,
solutions oriented, seeks alternatives and broad input; can see connections within complex issues. Values the importance
of delivering high quality, innovative service to internal and external clients; understands the needs of the client; customer
service focus.
Comments:
6. Work Relationships/Teamwork
Shows respect for people and their differences; promotes fairness and equity; engages the talents, experiences, and
capabilities of others; fosters a sense of belonging; works to understand the perspective of others; and creates
opportunities for access and success. Cooperates and collaborates with colleagues as appropriate; works in partnership
with others.
Comments:
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Rating
USNH System Office Performance Evaluation and Planning Form
For Supervisory Positions
1. Managing People
Inspires and motivates employees to perform at their best; follows USNH Performance Management principles and
practices; hires and develops staff to maximize productivity, innovation, and teamwork; delegates and assigns work
based on skills, performance objectives, and development opportunities; communicates ‘big picture’ vision and team’s
integral role in realizing that vision; recognizes and rewards accomplishments
Comments:
2. Leadership
Accepts responsibility for own work; develops trust and credibility; demonstrates honest and ethical behavior.
Comments:
3. Strategic Planning and Organizing
Understands big picture and aligns priorities with broader goals, measures outcomes, uses feedback to change as
needed, evaluates alternatives, solutions oriented, seeks alternatives and broad input; can see connections within
complex issues. Demonstrates integrity, accountability and efficient stewardship of university resources in a manner
consistent with the USNH policies including the standards of ethical conduct and other policies.
Comments:
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USNH System Office Performance Evaluation and Planning Form
Part II - Evaluation Period’s Goals
List and rate the accomplishment of each of the job performance goals established at the beginning of the period and
any new goals established during the review period. Note any modifications to the original goals.
Provide comments for each goal, supporting the planned conversation.
Rating
Priority
Goal:
Comments:
Goal:
Comments:
Goal:
Comments:
Goal:
Comments:
Overall comments
OVERALL PERFORMANCE RATING (based on Parts I and II)
Relative weights of job performance goals and job success factors are determined by the
manager or supervisor. Higher priority goals and/or higher impact competencies should be
given greater consideration in determining overall rating.
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USNH System Office Performance Evaluation and Planning Form
Part III - Development Discussion
Discuss development plan and summarize below. Development can be in the areas of:
 Performance improvement
 Performance enhancement
 Career development or professional growth
Development Plan for next review period
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USNH System Office Performance Evaluation and Planning Form
Signatures
Employee:_____________________________________ Date: ________________________
My signature indicates that I have received a copy of this review and does not necessarily
indicate agreement. I understand that I may include written comments which will become part of
the evaluation file.
Manager/supervisor: Name:_____________________________
Signature: ____________________________ Date: ________________________
Department manager: Name: ____________________________
Signature: ____________________________ Date: _______________________
The employee being reviewed is to receive a copy of the completed form
and one copy shall be placed in the personnel file.
Employee Comments:
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USNH System Office Performance Evaluation and Planning Form
PERFORMANCE REVIEW RATINGS
Consistently Exceeds
CE
Frequently Exceeds
FE
Fully Meets
FM
Partially Meets
PM
Does not Meet
DM
(May require a performance improvement
plan with HR)
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An employee whose work is characterized by:
•
Sustaining exemplary performance throughout the rating period;
•
Providing excellent service in support of the mission of the organization and campuses;
•
Consistently exceeding and sometimes far exceeding the criteria of the job responsibilities;
•
Consistently demonstrating initiative for the benefit of the Institution and Department;
•
Demonstrating full mastery of knowledge, skills and abilities, required work, and basic
competencies.
An employee whose work is characterized by:
•
Consistently high level of accomplishment;
•
Often exceeding performance expectations;
•
Providing significant service in support of the mission of the organization and campuses;
•
Independently demonstrating highly proficient knowledge, skills, and abilities, required
work
and behavioral competencies.
An employee whose work is characterized by:
•
Achieving results at a level that generally meet and may at times exceed performance
targets;
•
Providing commendable support to the contributions of the organization;
•
Demonstrating fully proficient knowledge, skills and abilities, required work, and behavioral
competencies; with only a few areas in need of some improvement.
An employee whose work:
•
Requires substantive improvement to fully meet the performance targets;
•
Provides basic support to the mission of the organization;
•
Is at the beginner or developmental stage of demonstrable knowledge, skills and abilities;
•
Exhibits inadequate behavioral competencies;
•
Requires guidance and training to improve performance.
An employee whose work:
•
Fails to meet the criteria of the job function;
•
Falls short of performance targets;
•
Provides inadequate support to the mission, vision or strategic objectives;
•
Performs below the beginner or developmental stage of demonstrable knowledge, skills
and abilities; required work and behavioral competencies.
USNH System Office Performance Evaluation and Planning Form
Part IV - Next Steps
A.
Next Evaluation Period’s Goals
Enter the performance goals for the current performance period to be evaluated. Individual goals and objectives
should align with those of the department and the campus. Indicate the priority (i.e. High-Medium-Low) for each goal
based on criticality to unit/dept. goals, organization mission, and/or customer need.
Priority
Goal:
Comments:
Goal:
Comments:
Goal:
Comments:
Goal:
Comments:
Goal:
Comments:
Progress toward meeting these goals will be reviewed at the time of the next evaluation.
Signatures
Employee:_____________________________________ Date: ________________________
.
Manager/supervisor:
Name:_____________________________
Signature: ____________________________ Date: ________________________
Department manager: Name: ____________________________
Signature: ____________________________ Date: _______________________
The employee is to receive a copy of the completed form
and one copy shall be placed in the personnel file.
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