PERFORMANCE EVALUATION DOCUMENT | EXPECTATIONS
Performance expectations are clearly defined by the following 9 categories so that supervisors can rate
employees objectively. In each of the following categories, employees are expected to meet or exceed
expectations.
Please rate employees fairly by ensuring that the performance most closely matches the rating
description.
1. Teamwork: Demonstrates the ability to work together toward completion of a common goal and
achieving it in the highest standard without personal prominence or recognition.
a. Unsatisfactory: Does not participate. Resists change. Helps only if required to do so. Shares
little information. Criticizes co-workers.
b. Below Expectations: Seldom shares information. Seldom listens and shares ideas. Schedules
work with others randomly. Rarely supports ideas of others. Lacks initiative to help coworkers make the overall process better.
c. Meets Expectations: Shares knowledge and ideas with co-workers. Draws out and supports
ideas of others. Makes a conscious effort to organize and encourage the team to reach
common goals. Willing to confront team problems and give constructive feedback. Builds
trusting relationships.
d. Exceeds Expectations: Consistently shares experience and knowledge with team members.
Accepts and gives suggestions for constant improvement of the overall process. Actively
seeks solutions to problems that will benefit co-workers and enhance team cooperation.
e. Outstanding: Improves overall team process and promotes coordination within the
organization. Encourages others to work together. Helps the team to set and achieve clear
goals. Uses knowledge and ability for team to perform at a higher level. Always makes an
effort to develop ways to improve workflow.
2. Attitude Towards Service: Demonstrates one’s opinion, mood or mental state about their job.
a. Unsatisfactory: Impedes the progress of others by disruptive or distracting behavior.
Frequently argumentative and uncooperative. Exhibits negativity in many aspects of the job
with supervisors, peers, and students. Demonstrates need to be right.
b. Below Expectations: Sometimes has a negative attitude. Treats others in an inconsistent
manner. Occasionally appears indifferent to others’ problems and finding solutions. Only
sometimes receptive to others’ ideas.
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PERFORMANCE EVALUATION DOCUMENT | EXPECTATIONS
c. Meets Expectations: Performs tasks in a positive, proactive manner. Is friendly, helpful and
courteous. Receptive to the ideas of others. Solves problems rather than complaining or
blaming. Praises and values the work of others.
d. Exceeds Expectations: Readily informs all those affected of any inconvenience, length of
time needed for completion of a task, and asks if there are any other problems. Helps
prevent recurrence of a problem. Goes above and beyond. Looks for ways to do a better
job. Displays a positive attitude in all aspects of daily job activities.
e. Outstanding: Works proactively with others to find solutions. Enthusiastically encourages
others to succeed. Takes on new tasks and develops new procedures. Readily assumes
responsibility in situations that are positive or negative. Always displays a positive attitude
in all aspects of daily job activities.
3. Quality of Service: Demonstrates a degree of excellence in the performance of one’s duties.
a. Unsatisfactory: Does not complete assigned work in a timely manner. Requires constant
supervision and direction in all aspects of the job. Does not follow procedures. Wastes or
abuses materials, supplies, or equipment.
b. Below Expectations: Does not show pride in work or fails to give assignment the best of
ability. Plans work ineffectively. Finished work product unsatisfactory.
c. Meets Expectations: Provides service that meets expectations for excellence. Completes
work in the most effective, efficient way possible, using resources wisely. Finished work
product does not contain mistakes. Supports co-workers. Measures results.
d. Exceeds Expectations: Consistently completes work without mistakes. Sensitive to concerns
and needs of supervisor, co-workers, students, and others, and focuses on their needs.
Consistently works to improve quality of services, procedures and processes.
e. Outstanding: Work always incorporates needs of supervisor, co-workers, or students, into
design/work plan. Quick response time and high satisfaction from customers.
4. Problem Solving: Demonstrates the ability to complete one’s work when obstacles are
encountered which may prevent the completion of that task. Recognizes a more cost-effective or
efficient method of performing one’s duties.
a. Unsatisfactory: Reluctant to correct problems that employee can handle. When solving a
problem, inadvertently creates others. Ignores obvious problems due to a lack of
ownership. Fails to report problems.
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PERFORMANCE EVALUATION DOCUMENT | EXPECTATIONS
b. Below Expectations: Sometimes identifies and solves problems. Lacks good analytical skills.
Does not practice problem-solving methods. Seldom discusses problems with peers to find
solutions if unable to solve by oneself.
c. Meets Expectations: Identifies and generates creative, effective, and efficient solutions.
Encourages and implements change in a positive, proactive manner. Focuses on process
improvement. Is a resource rather than an obstacle.
d. Exceeds Expectations: Tries new ideas or procedures. Foresees potential problems and
takes preventive action. Independently resolves problems and implements permanent
changes.
e. Outstanding: Develops creative and innovative solutions to problems. Develops the means
to institutionalize corrections. Develops and implements process improvements.
5. Accountability: Demonstrates responsibility or liability for one’s actions.
a. Unsatisfactory: Late to work and/or meetings. Is unprepared for work. Has above-average
use of sick time without documentation. Is frequently not available or cannot be located.
Uses emergency sick/vacation time excessively. Is uncooperative/non-participative in
meetings. Unable to work without supervision.
b. Below Expectations: Sometimes late or absent from work or meetings. Needs assistance in
performing routine tasks. Has difficulty in prioritizing effectively and asking questions when
in doubt. Does not always meet work deadlines.
c. Meets Expectations: Dependable in terms of attendance and availability. Readily assumes
responsibility for completing work assignments. Initiates necessary actions to meet
deadlines. Takes responsibility for own actions. Schedules vacations and/or personal time
off well in advance.
d. Exceeds Expectations: Arrives early to prepare for work, or prepares for the next day’s work
before leaving. Consistently participates actively in meetings; provides suggestions and
volunteers. Requests additional work and responsibility. Goes beyond doing the assigned
task. Suggests new ways to do work and to save time/money and keep problems from
recurring.
e. Outstanding: Willing to spend whatever time is necessary to complete projects on schedule.
Always within reach and ready to help. Willing to take charge; provide solutions and resolve
difficult problems. Helps out in other areas when needed.
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PERFORMANCE EVALUATION DOCUMENT | EXPECTATIONS
6. Job Knowledge: Demonstrates a clear understanding of one’s work and its integral relationship to
other employees and departments in the achievement of an objective.
a. Unsatisfactory: Lacks knowledge to complete the work assignments correctly. Requires
repeated instruction and/or supervision to plan, schedule and complete work. Lacks
knowledge of and/or does not comply with standard operating procedures.
b. Below Expectations: Inconsistently plans, schedules and completes work assignments with
occasional instruction and supervision. Has limited knowledge of standard operating
procedures and/or professional standards. Lacks motivation to learn new procedures and
methods, or apply training for job improvement.
c. Meets Expectations: Possesses knowledge and skill to perform job competently. Through
self-development and training, keeps current in field/vocation and applies new ideas and
technology to job. Shares knowledge with co-workers.
d. Exceeds Expectations: Consistently suggests new ideas for the job. Continually improves
knowledge through education and training and applies such to work.
e. Outstanding: Always initiates and completes work ahead of schedule with little or no
instruction or supervision. Work always exceeds college/ professional standards. Always
implements ways to improve performance. Always seeks to improve
knowledge/performance through training and education. Always shares knowledge with
and teaches others to improve performance.
7. Communication: Demonstrates the ability to exchange or convey ideas effectively, whether
through speech or the written word, in carrying out one’s responsibilities.
a. Unsatisfactory: Spreads non-productive, negative information/gossip rather than engaging
in constructive, healthy conversation. Does not confront situations, but tells others what
they want to hear. Does not share or accurately convey needed information. Prepares poor,
unclear, disorganized memos/reports. Shows little/no desire to listen to others. Will not
participate in opening lines of communication.
b. Below Expectations: Sometimes unclear in communication with team members. Normally
works to create understanding of situations. Seldom provides feedback on work status to
supervisor or others. Has difficulty expressing thoughts and ideas clearly and positively.
Does not always return calls/messages promptly.
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PERFORMANCE EVALUATION DOCUMENT | EXPECTATIONS
c. Meets Expectations: Expresses thoughts and ideas in a clear organized manner. Uses
language that is appropriate for the listener. Is positive and constructive when
communicating. Actively listens to others. Promotes communication throughout the
organization.
d. Exceeds Expectations: Consistently achieves clear communication with supervisor and team
members, and provides explanations on proposed solutions. Expresses thoughts/ideas
skillfully and concisely. Consistently prepares timely, error-free memos/reports without
supervision. Seen as an active supporter of good communication.
e. Outstanding: Paperwork conveys complex information in a concise, understandable and
appropriate manner. Prepares excellent, original, innovative, timely reports and memos
without direction. Always responds in writing to a written inquiry. Actively promotes quality
communication with all.
8. Empowerment: Demonstrates the ability to recognize and take responsible action by utilizing
available resources essential to completing one’s work.
a. Unsatisfactory: Lacks initiative to make decisions. Requires excessive supervision to
accomplish tasks. Irresponsibly oversteps present guidelines. Makes little effort to solve
everyday problems. Does only what is told to do.
b. Below Expectations: Does not always follow department policies when taking action to
satisfy inquiries or complaints. Seldom assists, suggests and aids others in solving problems.
Occasionally implements changes to meet new needs. Has difficulty self-managing. Shies
away from challenges.
c. Meets Expectations: Assumes authority and takes necessary action, within reasonable
parameters. Has the ability to self-manage. Challenges the status quo with new ideas and
approaches. Influences people to act.
d. Exceeds Expectations: Coordinates decisions with team members and supervisor involving
matters outside normal job parameters. Knows when to step outside parameters to solve
problems. Seeks to find what others need, want and expect, and initiates problem solving
actions. Seeks new challenges.
e. Outstanding: Actively shares experience and knowledge with all members of the team and
encourages innovation. Always searching for methods of improving job performance.
Explores the limits of job performance. Challenges the status quo positively, creatively and
responsibly.
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PERFORMANCE EVALUATION DOCUMENT | EXPECTATIONS
9. Leadership: Demonstrates the ability to guide, train, or direct others in successfully completing
their work or in achieving a common goal.
a. Unsatisfactory: Has a negative attitude toward supervisors or team members. Discourages
others from seeking to perform to their potential. Shows little initiative. Cooperates with
others reluctantly and only after being coerced.
b. Below Expectations: Attempts to cooperate and set an example for teamwork and initiative.
Exhibits inconsistent attitude in support of team effort. Provides minimal support/help to
others.
c. Meets Expectations: Serves as a role model for others in areas of teamwork and initiative.
Inspires and coaches others to achieve higher levels of performance. Builds trust and
respect among team members.
d. Exceeds Expectations: Actively encourages and coaches others to be punctual and
dependable. Seeks ways to improve self and team performance capabilities. Trains others in
new responsibilities. Takes ownership of process improvement and follows through with
solution implementation.
e. Outstanding: Plans for accomplishment, with and/or through others. Demonstrates
contagious high performance. Always brings enthusiasm to the work place. Actively
supports/contributes ideas to further the team effort. Always seeks improvement of end
product for self/team. Understands team mission. Is committed to excellence by example. Is
a leader in seeking improvements to the total work environment.
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