Goal Setting and Performance Appraisal Form
At the beginning of the year, managers should meet with their direct reports to set goals.
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Employee:
Date:
Each individual should have no more than five goals that are aligned with the unit/division
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and overall University goals. Throughout the year, managers should meet with their direct
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Manager:
Evaluation Period:
reports to check in on progress against goals, and modify as needed. At the end of the
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year, managers should meet with their direct reports to discuss annual performance
against goals and performance behaviors. Please use this form to document goals (beginning of year) and performance ratings and comments (end of year).
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text.
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text.
Performance Evaluation – by Goal (End of Year)
Goal Setting (Beginning of Year)
Employee Comments
Manager Comments
Rating
Goal 1
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☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Goal 2
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☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Goal 3
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☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Goal 4
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☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Goal 5
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☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
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Goal Setting and Performance Appraisal Form
Performance Evaluation – by Performance Behavior (End of Year)
Performance Behaviors –
Rating
All Staff
Performance Behaviors –
Staff with Direct Reports
Rating
Collaborates and Partners with Others
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Builds and Leads Teams
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Communicates Effectively
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Ensures Teams are Collaborating Across the
University
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Is Accountable for Actions and
Performance
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Instills Program/Operational Excellence
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Solves Problems Effectively
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Leads Change
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Takes an Institutional Perspective
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Manages Performance
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Thinks and Plans Strategically
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Performance Evaluation – Overall (End of Year)
Employee Comments
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Manager Comments
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Rating
☐ EE ☐ AE ☐ ME ☐ NI ☐ BE
Signatures
Employee Signature:
Date:
(Signature indicates Performance Appraisal meeting was held)
Manager Signature:
Date:
The following section includes definitions of the performance behaviors and the performance rating scale.
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Goal Setting and Performance Appraisal Form
Performance Behavior Definitions – All Staff
Collaborates and
- Actively builds positive and productive relationships with members of
Partners with Others
department/unit and individuals outside of unit
- Works collaboratively with others and contributes to a positive work environment
- Works effectively with and treats people of varying backgrounds and
perspectives fairly and works to understand viewpoints different from their own
Communicates
Effectively
Is Accountable for
Actions and
Performance
Solves Problems
Effectively
Takes an Institutional
Perspective
Performance Behavior Definitions – Staff with Direct Reports
Builds and Leads
- Recruits and selects the right people with the right skills at the right time for the
Teams
team
- Develops and manages the team; coaches and develops others to build skills and
capabilities
- Manages conflict within the team, between individuals and groups outside of the
department
Ensures Teams are
- Builds an environment of collaboration, partnership and trust
Collaborating Across - Holds others accountable for collaborating
the University
- Sets the team up for success by matching skills and needs
- Communicates ideas and information in an effective manner (in speaking and in
writing)
- Readily shares information and keeps appropriate parties up to date
- Listens attentively and demonstrates an understanding of others
- Accepts responsibility for performance and results – gets the job done
- Takes initiative to understand and produce results aligned to department
priorities
- Can be counted on to be where needed and when needed and willingly adjusts
to shifting priorities and changes in work
- Uses an efficient process to solve problems
- Makes effective, timely decisions based on sound judgment
- Identifies causes of problems and develops solutions to effectively resolve
issues
- Considers the needs of the department/unit and broader University when
making decisions
- Understands how individual decisions and actions impact the broader unit
- Projects a positive image of the University and demonstrates a commitment to
the University's vision and mission
Instills Program/
Operational
Excellence
- Creates the structure, processes and environment that enable University and
department/unit success
- Acquires and allocates resources to support achievement of objectives
- Implements best practices to improve efficiency and outcomes
Leads Change
- Identifies and champions new initiatives; leads change by example
- Generates unique, innovative ideas and solutions to improve processes and
results
- Uses effective methods to implement change and overcome resistance to change
- Sets clear goals and identifies specific measures for expected results
- Provides support and resources to achieve objectives and provides candid and
constructive feedback
- Monitors work progress and accurately evaluates performance; addresses
performance issues
- Communicates a clear purpose for the department/unit and aligns staff roles to
accomplish department priorities
- Develops plans that balance long-term goals and immediate priorities and
anticipates and plans for future conditions and circumstances
- Keeps the department/unit and University perspective in mind when implementing
initiatives
Manages
Performance
Thinks and Plans
Strategically
Performance Ratings
Performance Rating Definitions
Exceeds Expectations (EE)
Consistently exceeds goals and expectations. Demonstrates superior performance and routinely performs at a level above current
responsibilities. Results have a substantial impact on the department, unit and/or University. Performance at this level occurs throughout the
year.
Above Expectations (AE)
Consistently meets and frequently exceeds goals and expectations. Delivers results that are beyond the scope of the current role and
responsibilities. Produces results that involve extra, unique or innovative contributions and solutions.
Meets Expectations (ME)
Consistently meets goals and expectations and may exceed one or more expectations. Goals and objectives were achieved or were offset by
successful performance in other areas. Delivers important and valuable results throughout the year.
Needs Improvement (NI)
Meets expectations for most goals but is below expectations for other goals. Acceptable performance in some areas but needs improvement in
other areas. Performance is inconsistent across all expectations. Improvement is required in specific areas.
Below Expectations (BE)
Does not meet most goals or expectations. Did not achieve expected overall results during the past year. Performance frequently fails to meet
minimum requirements and expectations. Significant improvement required.
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