Performance Planning,
Assessment & Development
Summary Sheet for All Professional/Managerial Staff
Employee Name:
Employee ID #:
Job Title:
Department:
Supervisor/Chair:
Review Period:
Job Fact Sheet:
Overall Performance Rating:
Choose an item.
Choose an item.
In this package:
A. Employee Reflection on Past Performance – Employee to complete, then forward to Supervisor.
B. Supervisor’s Assessment of Past Performance – Supervisor to complete, then forward to Employee.
C. Planning and Professional Development – Supervisor to complete with Employee at Performance
Review meeting.
Signatures
The level of performance achieved relative to the defined objectives has been discussed. Signature
acknowledges discussion of this assessment; it does not denote agreement.
Employee Signature
Supervisor/Chair Signature
Date
Date
Employee Comments:
Insert comments here
Supervisor Comments:
Insert comments here
Dean/Director Signature
Date
1
A. Employee Reflection on Past Performance
1. Past Year’s Work Objectives
Review the list of objectives identified at the outset of the review period and add any additional objectives that arose during this review period.
Indicate the current status and add applicable comments.
Objective
Include updates on objectives in progress and notable outcomes
Objective:
Comments:
Objective:
Comments:
Objective:
Comments:
Objective:
Comments:
Objective:
Comments:
Did not
complete
Partially
complete
Completed
Deferred
Cancelled
2. Learning and Development Objectives
What learning and development opportunities did you pursue this year? What did you gain from these experiences?
Desired Learning Outcome
Indicate what you hoped to be able to do
better or differently in your role. Indicate with
a “P” outcomes that were identified as
priorities for the year.
P
P
Development Strategies Utilized
To achieve this outcome you (e.g. met with,
researched, studied, practiced, taught,
attended, lead, etc.)
Section A: Employee Reflection on Past Performance
Progress/Outcomes Achieved
What was the outcome of your efforts?
2
P
3. Main Role Accountabilities and Additional Activities
In the table below, provide examples of any significant work activities you engaged in since your last performance review that have not been
covered in the Work Objectives summary section above. To identify these activities, consider: a) your major role accountabilities; b) your daily
work; c) any projects assigned, and d) contribution to unit/department and/or the University (e.g. Committees, United Way, etc.). Use point
form.
Activity
Outcomes Achieved
What is in place or is different as a result of your actions?
4. Work-Based Competencies
Note: The competencies below are suggestions only; please consult the Competency Dictionary to determine the core competencies required to
achieve success in your role at this time as well as the indicators for the desired and current level of competence. The determination of these
competencies and associated desired levels should be agreed upon by the employee and manager at the outset of the review period.
Adaptability
Required
Current
Level:
Level:
Communication
Required
Current
Level:
Level:
Personal Leadership
Required
Current
Level:
Level:
Teamwork
Required
Current
Level:
Level:
Results Orientation
Required
Current
Level:
Level:
Please provide specific examples to support your self-assessment of current level of competence:
5. General Reflections
a. The greatest challenge I faced was …
Section A: Employee Reflection on Past Performance
3
b. Key strengths I brought to my work were …
c. A key learning I gained from the work I did was …
d. I am most proud of … / what brought me the most
satisfaction this year was …
e. Other – Open discussion on additional areas such
as activities and processes (i.e. areas of strengths
and passions including areas for improvement,
resource alignment, team expectations, etc.)
Section A: Employee Reflection on Past Performance
4
B. Supervisor’s Assessment of Past Performance
Instructions for Supervisors
The assessment should reflect the employee’s performance over the entire review period. Before making your assessment, review:
a. What was expected: Consider role accountabilities, ongoing or daily functions, work objectives, development objectives, and
projects assigned.
b. Indicators of actual performance: Consider your own observations, established standards (e.g. financial, work volume, safety),
metrics, client and colleague feedback, employee self-assessment, etc.
c. The assessment sections: Each section addresses a different aspect of performance. Describe specific areas of strength and/or
concern and make your feedback objective and clear.
1. Past Year’s Work Objectives
Review the employee’s self-assessment (Section A.1) regarding the objectives identified at the outset of the review period as well as any added
during this review period and add applicable comments below.
Comments:
2. Learning and Development Objectives
Review the employee’s Learning and Development objective summary (Section A.2) and add applicable comments.
Comments:
Section B: Supervisor Assessment of Past Performance
5
3. Main Role Accountabilities & Additional Activities
Review the employee’s assessment of the significant work activities (Section A.3) since the last performance review. Add applicable comments.
Comments:
4. Work-Based Competencies
Note: The competencies below are suggestions only; please consult the Competency Dictionary to determine the core competencies required to
achieve success in your role at this time as well as the indicators for the desired and current level of competence. The determination of these
competencies and associated desired levels should be agreed upon by the employee and manager at the outset of the review period.
Adaptability
Required
Current
Level:
Level:
Communication
Required
Current
Level:
Level:
Personal Leadership
Required
Current
Level:
Level:
Teamwork
Required
Current
Level:
Level:
Results Orientation
Required
Current
Level:
Level:
Please provide specific examples to support your self-assessment of current level of competence:
Section B: Supervisor Assessment of Past Performance
6
5. Overall Performance Rating
Overall, how well did the results achieved match the agreed upon expectations and objectives for the role for the period under review? The
overall rating will draw from the assessments of the sections on the previous pages. This rating reflects one year’s performance only;
performance levels can vary from year to year for a variety of reasons.
Level 5
Level 4
Level 3
Level 2
Level 1
Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of
responsibility, resulting in an overall quality of work that was superior; and either 1) included the completion of a major
objective, or 2) made an exceptional or unique contribution in support of unit, department, or University objectives. This rating is
achievable by any employee though given infrequently.
Performance consistently exceeded expectations in all essential areas of responsibility, and the quality of work overall was
excellent. Annual objectives were met.
Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and
the quality of work overall was very good. The most critical annual objectives were met.
Performance did not consistently meet expectations – performance failed to meet expectations in one or more essential areas of
responsibility, and/or one or more of the most critical objectives were not met. A plan for development should be established to
target areas requiring attention.
Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward
critical objectives was not made. Significant improvement is needed in one or more important areas. A plan to improve
performance must be established and monitored to measure progress.
Comments:
Please provide comments to support your rating.
Section B: Supervisor Assessment of Past Performance
7
C. Planning & Professional Development
Instructions for Supervisors
During the Performance Review meeting, explore these questions with the employee and record key points.
Future Focus
1. What kind of work best taps your interests and talents?
2. What do you want for yourself, in the future?
3. What do you need to do your best work?
For example, do you have:







A collegial and respectful work team environment
Clarity about your role – the goals and expected standards of quality and quantity
Information, supplies, equipment, coaching, learning opportunities
Appropriate authority in your role to solve problems/make decisions about your work
The ongoing feedback and recognition you need to be clear about your goals and stay energized
Opportunities to contribute to unit decisions and plans
The kind of supervisor support from me to help you do your best
Section C: Planning & Professional Development
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4. Considering your work, where would you like to get better results?
For example, is there a competency you wish to further develop? What will help you to perform at the optimal level? Are there new
requirements in your role for which you need to prepare?
5. What do you need more of from me as your supervisor?
6. What do you need less of from me as your supervisor?
Planning for the Coming Year
7. What work objectives do we agree upon for the coming year?
Discuss University and unit/department priorities. Consider new initiatives, current or new role accountabilities and the employee’s strengths
and interests. Agree on specific, relevant, achievable, realistic and time-specific objectives.
Objective
To contribute to our priorities I
plan to: (e.g. create, develop,
revise, lead, improve, implement,
deliver, etc.)
Desired Outcome
The following will be in place as a
result of these efforts: (describe
what will be new, better or
different, and for whom, in terms
of quality and quantity)
Start / End Dates
Progress Review
Check In periodically and record
the date, progress and comments.
8. What learning and development plan do we agree upon for the coming year?
The focus of development, in order of priority, should be to support the employee’s ability to:
Section C: Planning & Professional Development
9



Perform the current job at the optimal level – focus is on development to reach required competence
Respond to new or anticipated requirements/opportunities in the current job – focus is on developing new skills, leveraging strengths or
enhancing competence
Prepare for new positions of interest – focus is on career planning.
The following table is divided into two sections. The first focuses on competency development while the second provides space to identify
additional areas for development.
In section A. Competency Development, identify:


Competency to be developed – Is there a particular competency to focus on developing in the coming year? What is the required level
of competence to meet the current or anticipated job requirements or opportunities?
Desired Outcomes - Refer to the Competency Dictionary and the descriptions of each level of competence (e.g. Maintains continuous
open and consistent communication with others) to indicate the desired skills and behaviours that will demonstrate the level of
competence.
In section B. Areas for Development, identify:


1-3 Areas for Development - What added knowledge or skill will help the employee be successful, given the work ahead? Review the
employee’s work objectives, areas for improvement, desired strengths and interests.
Desired Outcomes - What enhanced strengths or abilities will the employee gain? What will they be able to do better or differently?
Also be sure to record:




Development Strategies - Consider a combination of approaches (e.g. job-shadowing, self-directed study, cross-training, challenging
assignments, teaching others, workshops, conferences, courses, etc.)
Supervisor Action/ Support Required – How can the supervisor best support the employee to achieve the desired outcome? (e.g.
provide resources, advocate, assign new work, etc.)
Start/End Dates – Target dates for the development to occur.
Progress Review – Check in periodically and record the date, progress made, and comments.
A. Competency Development
Section C: Planning & Professional Development
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Competency to
be Developed
Desired Outcomes
Level
Development Strategies
To achieve this outcome
you will ... (e.g. meet
with, practice, teach,
attend, lead, etc.)
Supervisor Action/
Support Required
Start/End
Dates
Development Strategies
To achieve this outcome
you will ... (e.g. meet
with, practice, teach,
attend, lead, etc.)
Supervisor Action/
Support Required
Start/End
Dates
Progress Review
B. Areas for Development
Development Objective
Desired Outcomes
What will you be able to
do better or differently?
Progress Review
9. Is there anything else you would like to discuss?
Section C: Planning & Professional Development
11