Administrative Performance Evaluation Document
Name of Employee:
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Position:
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Period Covered by Review:
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Job Fact Sheet Information:
Current:
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☐ Yes
☐ No
OVERVIEW & PURPOSE
The performance management process is intended, on an annual basis, to provide
an effective method for the establishment and evaluation of Performance for
Lambton College Administrative Staff and to support and reinforce the strategic
direction of the College. Specifically, the Performance Management Process:
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Measures results achieved and competencies demonstrated.
Provides an objective and measurable basis for assessing performance and
relating it to compensation.
Links individual performance to the strategic direction of the College either
directly or indirectly through departmental objectives.
Identifies employee development needs and provides direction in addressing
their needs.
HOW TO USE THIS DOCUMENT
Section 1A and 1B - Using the current position description, review the organizational
and position specific competencies in this document, evaluate the employee’s progress
in achieving these competencies and summarize.
Section 2 - Ask the employee the 4 questions in the document and have some
discussion around career aspirations and future goals and document the responses
Section 3 - Review the professional development plan that will assist the employee to
achieve performance accountabilities and/or future requirements and career growth
Section 4 - Summarize the information obtained related to the expected position
competencies from the Feedback Survey.
Section 5 - Review annual performance goals that are outcome based, support the
Strategic Direction of the College and demonstrate fulfilment of the employee/position
accountabilities and evaluate the employee’s progress in achieving these goals and
summarize. The Strategic Directions for the College have been identified as:
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Enhance the Student Experience
Establish a Centre of Excellence in Energy & Bio-Industrial Technologies
Enhance our Fire & Public Safety Centre of Excellence
Provide Innovative and Flexible Learning Options
Strengthen Industry, Community and Post-Secondary Institution Partnerships
Renew our Campus Environment
Section 6 - Provide a brief written summary of the employee’s evaluation.
Section 7 - Determine the employee’s appropriate performance level.
Section 8 - Allow the employee an opportunity to comment on the evaluation
Section 9 - Sign the completed evaluation, give a copy to the employee and forward a
copy to the Executive Director, Human Resources.
If the employee does not agree with the evaluation, the employee can request a
meeting with the Supervisor’s Supervisor and the Executive Director of Human
Resources to discuss the evaluation.
SECTION 1
COMPETENCIES
A. Organizational Competencies
Rating: S – Strength
M – Meets Requirements
I – Improvement Needed
Competency
Adapting to Change
Observations – How has competency been demonstrated and/or development with
respect to assigned responsibilities?
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Rating
Commitment and
Accountability
Quality
Respect for People
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Responsiveness
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COMPETENCIES
B. Position Specific Competencies (as identified by your Supervisor on the Competency Checklist form. This information can be
found on the Human Resources website)
Rating:
S – Strength
M – Meets Requirements
I – Improvement Needed
Competency
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Rating
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Observations – How has competency been demonstrated and/or development with
respect to assigned responsibilities?
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SECTION 2
CAREER ASPIRATIONS and FUTURE GOALS
Have some discussion with your employee around career aspirations and future goals in the organization.
Examples of questions to consider:
1. What is your short-term
2. (next year) career objective?
3. What is your longer term (next 2 to 3 years) career objective?
4. Please identify your three strengths and two areas of improvement as they relate to your position’s competencies
5. What possible development options might we consider to help you achieve your short and long term objectives?
Short Term Career Objective:
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Long Term Career Objective:
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Strengths:
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Areas for Development:
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SECTION 3
PROFESSIONAL DEVELOPMENT / LEARNING ACTIVITY
Review professional development activity that assist with the achievement of performance goals and competencies that will recognize
future anticipated job requirements and cover growth opportunities and career goals identified above.
Development Activity
Expected Completion Date
Result
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SECTION 4
FEEDBACK SURVEY SUMMARY
Utilize this space to summarize feedback received from the Feedback Performance Review Survey.
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SECTION 5
PERFORMANCE GOALS
Review annual performance goals that are outcome based, support the Strategic Direction of the College and demonstrate fulfilment
of the employee/position accountabilities and evaluate the employee’s progress in achieving these goals and summarize
Performance Goals
Performance Measure
Results Achieved
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SECTION 6
PERFORMANCE SUMMARY
Provide a brief written assessment of the employee’s performance. Additional comments may be provided on a separate page.
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SECTION 7
PERFORMANCE ASSESSMENT
☐ Unsatisfactory
Signifies lack of success at achieving a minimal level of performance regarding the key performance goals
and/or expected competencies for the position. Work performed indicates a pattern of short falls that requires
significant improvement if the employee is to remain in the position. A plan to improve performance in the
coming six months should be developed and agreed to by the employee, his/her supervisor, the Executive
Director of H. R. and the President.
☐ Satisfactory
Signifies success in achieving 60-80% of the key performance goals and in acquiring and demonstrating most
of the expected competencies for the position. Work performed represents the minimal level of quality
performance expected of a Lambton College employee. A plan to improve performance in the coming year be
developed and agreed to by the employee and his/her supervisor, and the Executive Director, H. R.
☐ Successful
Signifies success in achieving most/all of the key performance goals and in acquiring and demonstrating
most/all of the expected competencies for the position. Work performed represents a high level of quality
performance expected of a Lambton College employee.
☐ Commendable
Signifies success in meeting expectations regarding achievement of all the key performance goals in a
quantifiable way. The employee has surpassed expectations in a number of organizational and position
specific competencies. Work performed represents above normal requirements and quality for the position.
☐ Exceptional
Work performed demonstrates extraordinary and exceptional accomplishments on a continuing basis
throughout the evaluation period. All key performance goals have been met and many surpassed in a
quantifiable manner and additional work in support of the College’s Strategic Initiatives has been accomplished.
The individual has surpassed expectations for all organizational and position specific competencies measured.
All recommendations for exceptional performance have the approval of the President. The employee would be
awarded the compensation factors as noted for Commendable categories, plus up to an additional amount of
up to 2% normally applied as a lump sum.
SECTION 8
EMPLOYEE COMMENTS
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SECTION 9
SIGNATURE
Supervisor
Date
Employee
Date