EMPLOYEE PERFORMANCE REVIEW TEMPLATE INSTRUCTIONS
This optional template for the annual performance review is organized around four major components:
Universal competencies, accomplishments, performance descriptor and goals for next year. These
components are the foundation in moving towards integrated talent management. This template may be
started by the employee for self-review or the supervisor may complete. This template may be modified,
with the exception of the overall performance descriptor which cannot be changed. Additional
guidelines may be found on the performance management website at:
http://www.uiowa.edu/learn/perfmgt/template_guidelines.html.
1. Review of Performance Based Upon Universal Competencies
Employee: You may use the comments section to describe how you demonstrate these competencies.
Supervisor: For each of the three Universal Competencies, evaluate whether the employee is competently
performing or developing the behaviors which are consistent with the proficiency level assigned to the job
classification (Self-Service/e-Personnel File/University Job Classification) or other agreed upon proficiency level.
Competencies that are still developing should be carried over to the goals for next performance period. You may
also use the comment section for further description.
2. Review of Performance Based Upon Goals/Accomplishments Over Last Year
Employee and Supervisor: List in this section the goals established in the last performance review or additional
goals developed during the performance review period. A goal/accomplishment includes ongoing work
responsibilities (Key Area of Responsibility), job duties, quantity or quality standards, projects, new
work responsibilities, and/or competencies that are expected from an employee to fulfill position
expectations and responsibilities. If KARs and competencies are used, they are available through the ePersonnel file in Self-Service (Self-Service/e-Personnel File/University Job Classification)
Supervisor: Optional performance descriptors, if used to assess each goal, are described in full in section 3.
3. Overall Performance Descriptor
Supervisor: Consider overall performance including job goals/accomplishments and competencies. Rating must
be consistent with review comments in each of the sections above.
If the Improvement Needed box is checked, a defined plan for frequent follow up on Performance Goals should
be implemented. Please review Action Related to Base Pay Increases and/or Continuing Performance
Management within the Performance Descriptor Ratings table, and/or consult with your HR Unit Representative.
Additional instructions and actions are found at: Performance Descriptor Ratings.
Updated September 2012
© The University of Iowa 2012. All rights reserved
Performance
Descriptor
Distinguished Performance and
Accomplishments
Typical Employee
Profiles,
considering
KARS, Goals and
Universal
Competencies
Performs at an exceptional level of
effectiveness in achieving goals and
ongoing work responsibilities;
creatively solving problems and
making significant, notable change in
spite of significant obstacles; and
contributing positive ideas to
workplace techniques and programs
that benefit the unit, the University
and/or the area of expertise.
Commendable
Performance and
Accomplishments
Proactively meets and
frequently exceeds
expectations, goals and
ongoing position
responsibilities; makes a
significant contribution to
achieving unit goals
A talented and valued
employee who increases
job knowledge/skills and
Applies a skillset and/or institutional exceeds goals; often seeks
knowledge that is key to the ongoing and achieves success on
success of the unit
additional responsibilities
and goals
Uses analytical and critical
thinking to proactively
improve, and develop new
programs, processes, and
approaches as a response
to internal and external
challenges
Effective Performance
and Accomplishments
Improvement Needed
Consistent, ongoing
accomplishment of goals and
ongoing work
responsibilities; competent
contributor in terms of work
output, quantity/quality and
contribution to unit success
Inconsistent job
performance related to goal
achievement, quality,
quantity of work and/or the
individual is not yet
technically proficient or does
not show sustained and
continuing progress toward
Readily adjusts to changing achieving proficiency,
situations and additional
ongoing work results, or
work; is adept at addressing goals
problems and improving
processes
Frequently needs
assistance, requires more
Stays abreast of changes in supervision, and/or
the field
deadlines may be missed;
work may need to be or has
Meets expectations for
been modified or reassigned
learning, growing and
performing job duties; may to others
include a new employee who May be developing less
is developing and performing rapidly than expected as a
consistent with expectations new employee or as a
for the period of review
current employee in learning
new skills, procedures,
technology, etc.
Universal competencies not
consistently met in the
performance of job duties
4. Goals for Next Performance Period
Employee and Supervisor: List goals for the coming year including unit goals in which the employee has a
part. Goals may include ongoing key work responsibilities (KARs) or job duties, new responsibilities (KARs) or job
duties and/or competencies of the position, projects and career goals that support growth and development.
If KARs and competencies are used, they are available through the e-Personnel file in Self-Service. Best practice
is for employees to develop new competencies in an ongoing manner; consider developing or reinforcing two
competencies each year.
Create a Plan for Achieving Goals; this might include training, assistance from supervisor or coworkers, specific
actions or behaviors, special assignments, or examples as well as due dates and agreement about when and how
to check in on progress toward the goals.
FOR ADDITIONAL ASSISTANCE IN COMPLETING THE PERFORMANCE REVIEW, PLEASE VISIT THE PERFORMANCE
MANAGEMENT WEBSITE AT:
http://www.uiowa.edu/learn/perfmgt/index.html
Updated September 2012
© The University of Iowa 2012. All rights reserved
Employee Performance Review Template
EMPLOYEE INFORMATION
Name
Classification
Date
Org/Department
Supervisor
Review Period
1.
to
UNIVERSAL COMPETENCIES (Supervisor: Please select either Competent or Developing for each Universal Competency below)
Competent
Developing
Collaboration and Embracing Diversity
Ability to work with a variety of individuals and groups in a constructive and civil manner while appreciating the unique contribution of individuals from
varied cultures, nationalities, genders, ages, etc.
Comments
Positive Impact/Achieving Results
Ability to utilize existing resources and learning to achieve or exceed desired outcomes of current and future organizational goals/needs. Able to
demonstrate ethical behavior in diverse situations while producing results
Comments
Service Excellence/Customer Focus
Ability to meet or exceed customer service needs and expectations and provide excellent service in a direct or indirect manner. Ability to effectively
transmit and interpret information through appropriate communication with internal and external customers
Comments
2.
GOALS/ACCOMPLISHMENTS (ONGOING WORK RESPONSIBILITIES, PROJECTS, COMPETENCIES)
(To add more rows, highlight the entire last row, right click and select Insert, then Insert Rows Below)
Accomplishments/Goals
Updated September 2012
Employee Comments
Supervisor Comments
Optional Performance
Descriptor (Supervisor)
Refer to table in
instructions
© The University of Iowa 2012. All rights reserved
3.
OVERALL PERFORMANCE DESCRIPTOR
(Supervisor: Please select one)
Distinguished
Commendable
Effective
Improvement Needed
Additional Supervisor Comments
4.
GOALS FOR NEXT PERFORMANCE PERIOD (ONGOING WORK RESPONSIBILITIES, PROJECTS, COMPETENCIES)
(To add more rows, highlight the last two rows, right click and select Insert, then Insert Rows Below. The header text, Goal and Plan
to Achieve, will need to be manually added).
GOAL
PLAN TO ACHIEVE
GOAL
PLAN TO ACHIEVE
GOAL
PLAN TO ACHIEVE
GOAL
PLAN TO ACHIEVE
VERIFICATION OF REVIEW
By signing this form, you confirm that you have discussed this review in detail. Signing this form does not necessarily indicate that the employee agrees
with this evaluation.
Employee Signature
Date
Supervisor Signature
Date
OPTIONAL: EMPLOYEE RESPONSE TO REVIEW
Additional Employee Comments
Updated September 2012
© The University of Iowa 2012. All rights reserved