PERFORMANCE MANAGEMENT RECORD
2016 Performance Plan, Midpoint Review, and End of Year Accomplishments Evaluation
for
Supervisory Employees
Name:
LAST
FIRST
MIDDLE INITIAL
Position Title:
Division/Department/Unit:
Rating Period: 2015 – 2016
Supervisor:
FY 16 Supervisory Employee PMR-Page 1
PMR Section I: Performance Plan
At the beginning of the performance cycle, critical element performance goals are established by supervisors for their respective non
faculty employees. These goals align with the strategic initiatives of the work unit, Department, and Division, and may include quantity,
quality, and cost measures, learning goals, and deadlines for accomplishing tasks. Performance goals are documented in the PMR
Section I: Performance Plan. Supervisory employees will need 3-5 goals established for them.
1. Supervisory employees are encouraged to provide input when planning performance expectations.
2. After establishing goals, supervisors will discuss them with the employee to ensure that they are clearly understood.
3. The job description and the Performance Plan need to be signed at the beginning of each Performance Cycle by the employee, the
supervisor, and the approving manager.
PMR Section 2: Midpoint Review
The Midpoint Review is a formal feedback session between the supervisor and the employee. It is based on a summary statement
written by the supervisor describing the employee’s accomplishments and opportunities for improvement at the halfway point of the
performance cycle. It may also include adjustments to the performance expectations listed previously in the PMR Performance Plan.
The Midpoint Review is documented in the PMR Section 2: Midpoint Review.
1. Employees are encouraged to complete a self evaluation regarding their accomplishments toward meeting performance
expectations, and provide it to their supervisor as input to be considered when preparing the Midpoint Review.
2. After preparing the Midpoint Review, supervisors will discuss it with the employee to ensure that the employee understands the
performance feedback and any changes to the performance expectations reflected in the employee’s PMR Performance Plan.
3. The employee, the supervisor, and the approving manager sign the PMR acknowledging completion of the Midpoint Review.
PMR Section 3: End-of-Year Accomplishments Evaluation
The performance cycle ends on August 31 of each year. Between August 1 and August 31 supervisors will summarize the
accomplishments of each of their employees toward meeting their performance goals in the PMR Section 3: End-of-Year
Accomplishments Evaluation, and will assign each employee an overall performance rating.
1. Supervisory employees are encouraged to complete a self evaluation listing accomplishments toward meeting their performance
expectations, and provide it as input to be considered when preparing the End of Year Accomplishments Evaluation and
Performance Rating.
2. The supervisor will meet with each of their employees to review his or her performance and the ratings assigned.
3. The employee, the supervisor, and the approving manager sign the PMR acknowledging completion of the End of Year
Accomplishments Evaluation and Performance Rating.
FY 16 Supervisory Employee PMR-Page 2
Definitions

Critical Elements: The performance goals which align with the strategic initiatives of the work unit, Department, and Division.

Performance Expectations: The qualitative and/or quantitative measures against which each goal will be assessed. These
statements should be brief, and should identify effectiveness measures like quality and quantity of work, timeliness, or other
measures, as appropriate.

Exceeds Expectations: This is a level of rare, high-quality performance. The quality and quantity of the employee’s work
substantially surpass the Achieved Expectations performance level and rarely leave room for improvement. The impact of the
employee’s work is so significant that organizational objectives are accomplished that otherwise would not have been. The
accuracy and thoroughness of the employee’s work is exceptionally reliable. Application of technical knowledge and skill goes
beyond what is expected for the job. The employee significantly improves the work processes and products for which he or she is
responsible.

Achieved Expectations: Performance at this level represents the range of accomplishments that are expected of all employees.
The employee remains consistently on target to achieve. Problems are not frequent or significant enough to create serious adverse
consequences and are dealt with effectively. The work product is usually accurate and delivered on time.

Below Expectations: Performance at this level is less than expected for the position.

Failed Expectations: The quality and quantity of the employee’s work under this element are not adequate for the position. The
employee’s work products fall short of requirements for the critical element. Tasks are not completed with the needed degree of
accuracy and thoroughness. Products arrive late or often require major revision because they are incomplete or inaccurate in
content. The employee fails to apply adequate technical knowledge to complete the work of this duty. Either the knowledge
applied cannot produce the needed products or it produces technically inadequate products or results. Lack of adherence to
required procedures, instructions, and formats contribute to inadequate work products.
FY 16 Supervisory Employee PMR-Page 3
1. Performance Planning 2. Midpoint Review 3. End-of-Year Accomplishments Evaluation
Instructions: Use the table below to list three to five critical element goals and related performance expectations and achievements.
PMR Section 1
Performance Plan
Critical Elements Goals
1.
2.
3.
PMR Section 2
Midpoint Review
Status of Goal Completion
PMR Section 3
End-of-Year Accomplishments
Evaluation
End-of-Year
Performance Rating
 Exceeds Expectations
= 4 points
 Achieved Expectations
= 3 points
 Below Expectations
= 1 point
 Failed Expectations
= 0 points
 Exceeds Expectations
= 4 points
 Achieved Expectations
= 3 points
 Below Expectations
= 1 point
 Failed Expectations
= 0 points
 Exceeds Expectations
= 4 points
 Achieved Expectations
= 3 points
 Below Expectations
= 1 point
 Failed Expectations
= 0 points
FY 16 Supervisory Employee PMR-Page 4
4.
5.
 Exceeds Expectations
= 4 points
 Achieved Expectations
= 3 points
 Below Expectations
= 1 point
 Failed Expectations
= 0 points
 Exceeds Expectations
= 4 points
 Achieved Expectations
= 3 points
 Below Expectations
= 1 point
 Failed Expectations
= 0 points
Total Points = _______
Average = ________
Overall Performance Rating
 Exceeds
= Average from 3.6 to 4.0
 Achieved
= Average from 3.0 to 3.59
 Below
 Failed
Note: In response to a rating of “Below Expectations” for any critical element goal, the supervisor in consultation with the Director of Employee Relations will
document actions required of the employee to improve performance to the level of achieved expectations.
In response to a rating of “Failed Expectations” for any of the critical elements of the position, the supervisor shall place the employee on a performance
improvement plan (PIP) in which the employee is given at least thirty (30) days to improve, prior to assigning a performance rating. Prior to being issued, the PIP
must be reviewed by the Director of Employee Relations.
Should the employee disagree with the rating assigned, the employee may submit a written response within five (5) workdays to the approving official for
consideration. Within five (5) workdays, the approving official shall assign a final rating.
FY 16 Supervisory Employee PMR-Page 5
PMR Section 1 – Performance Plan
Acknowledgements Page
Supervisor’s Signature:
(Certifies that the employee has
been given a current Job
Description and a copy of her or
his Performance Plan)
Date:
Employee’s Signature:
(Acknowledges receipt of Job
Description and Performance
Plan)
Date:
Employee
comments
attached?
Yes
No
Approving Manager’s
Signature: (Acknowledges
agreement with the Job
Description and Performance
Plan.
Date:
PMR Section 2 – Midpoint Review
Acknowledgements Page
Supervisor’s
Signature: Certifies
that the employee has
been given a copy of
her/his Midpoint
Review
Date:
Employee’s
Signature:
Acknowledges
receipt of her/his
Midpoint Review
Date:
Approving
Manager’s
Signature:
Acknowledges
agreement with the
Midpoint Review
Employee
comments
attached?
Yes
No
PMR Section 3 – End-of-Year Accomplishments
Acknowledgements Page
Supervisor’s Signature:
Certifies that the employee has
been given a copy of her/his
End of Year Accomplishments
Evaluation and Performance
Rating
Date:
Employee’s Signature:
Acknowledges receipt of
her/his End of Year
Accomplishments Evaluation
and Performance Rating
Date:
Employee
comments
attached?
Yes
No
Approving Manager’s
Signature: Acknowledges
agreement with the End of
Year Accomplishments
Evaluation and Performance
Rating
End of Year Accomplishments Evaluations and Performance Ratings must be signed by both the employee and supervisor, and
are due to Human Resources by September 30, 2016. A copy of the final signed appraisal shall be provided to the employee.
FY 16 Supervisory Employee PMR-Page 6