WILLIAM JEWELL COLLEGE
Staff Performance Appraisal
Employee Name:
Position Title:
Supervisor:
Date of Hire:
Date Due to Human Resources: July 31, 2015
INTRODUCTION
The Performance Appraisal is a formalized process for each employee and his/her direct supervisor to assess and discuss the
employee’s strengths, achievement and areas of development within a framework of Key Performance Factors. The process provides
an ideal opportunity to consider whether the employee’s unique talents and skills are most effectively applied within the current set of
job expectations. Additionally, each employee and his/her direct supervisor will collaboratively work together to prepare a set of
“SMART” Development and Training Goals for this next year that:
 Focuses on how the employee’s talents and skills might be enhanced or developed to improve areas of job performance.
 Outlines specific training needs that are of issue within the employee’s department.
 Identifies projects, tasks, and/or actions that tie the employee’s individual performance to his/her department goals and
objectives, as well as to the College’s overall strategic plan.
 Development and Training Goals should be “SMART”, that is: (S)pecific Goal, (M)easurable, (A)chievable/Attainable,
(R)elevant, and (T)ime Bound.
A copy of this appraisal and the most current job description will be given to you by your supervisor for your records. The originals
will be retained in your personnel file.
PERFORMANCE CRITERIA
DISTINGUISHED PERFORMANCE
Performance is exemplary by a significant degree.
SUPERIOR PERFORMANCE
Performance is consistently superior and performs above the standard of what is expected.
SUCCESSFUL
Performance consistently meets the requirements of the position; employee is fully successful and performs at the level expected.
OPPORTUNITY FOR IMPROVEMENT
Performance occasionally falls below what is required of the position; individual needs to improve in specific areas.
UNSATISFACTORY
Performance is unacceptable. Immediate and sustained improvement is mandatory.
Employee provided additional comments. See attachment.
I understand that my signature confirms that this Performance Appraisal has been discussed with me.
Employee Signature:
Date:
Supervisor Signature:
Date:
Cabinet Member Signature:
Date:
6/28/13
PART A – APPRAISAL OF KEY PERFORMANCE FACTORS
Distinguished
Performance
Superior
Performance
Successful
Opportunity
for
Improvement
Unsatisfactory
SERVICE ORIENTATION – Is friendly, respectful and consistently offers help to students, parents, faculty, staff and other
constituents of the College to facilitate an ethos that attracts and retains students through a positive student experience. Listens
effectively to others’ needs and responds in a timely and thorough manner.
Comments:
PRODUCTIVITY AND RESULTS – Effectively utilizes time and resources to accomplish assigned responsibilities. Prioritizes
and organizes a variety of duties to ensure the completion of critical tasks in a timely and thorough manner with an emphasis on
quality. Has complete understanding of job functions and duties and meets established goals and objectives.
Comments:
INTERPERSONAL SKILLS – Communicates positively and effectively with all constituent groups, demonstrating sound verbal
and written skills. Promotes teamwork and cooperation with all members of the campus community and is sensitive to maintaining a
high level of College-wide morale.
Comments:
INITIATIVE – Recognizes and suggests alternative methods, ideas, procedures and processes to improve effectiveness and/or
efficiency. Pursues self-development opportunities to enhance job skills and/or knowledge.
Comments:
DIVERSITY – Promotes a climate that is accepting of differences and affirming of individuals. Embraces the College’s value of
diversity and specifically applies the knowledge obtained from diversity training.
Comments:
6/28/13
PART B - REVIEW OF PRIOR DEVELOPMENT AND TRAINING GOALS
(Indicate Performance Goals stated in prior appraisal)
Performance Goals
Results (Provide specific examples)
PART C – “SMART” DEVELOPMENT AND TRAINING GOALS FOR THE NEXT YEAR
(S)PECIFIC GOAL
(M)EASURABLE
How can it be
MEASURED? How
do we know when
Employee achieves it?
(A)CHIEVEABLE/
ATTAINABLE
What evidence do we
have to suggest that it
is ACHIEVABLE?
(R)ELEVANT
(T)IME BOUND
How is it
RELEVANT? How
does it relate and
align with
wider/longer term
strategies?
What is the target
TIMEframe for
achieving the
objective?
GOAL 1:
GOAL 2:
GOAL 3:
GOAL 4:
6/28/13
PART D – ADDITIONAL COMMENTS / OVERALL PERFORMANCE SUMMARY
Comments:
6/28/13