Performance Planning and Evaluation for Professional Personnel
Employee Information:
Name:
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Employee #:
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Job Title:
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Department
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Evaluation Period:
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Performance Planning / Evaluation Section:
Planning:
1. At the beginning of the new plan year, or within 60 days of a new hire, transfer to another
department, promotion, demotion or change in duties, the Supervisor shall develop a plan
for each employee. A planning session between the supervisor and employee must occur
no later than April 30 for current employees.
2. During the planning period, the supervisor and employee should document the key duties
and responsibilities under Position Responsibilities; list goals, measures and activities
relating to the University’s Strategic Plan and list the goals and expectations relating to
Leadership, Management and Operations for the new plan year.
3. The supervisor and employee should also assign a weight to each factor. The weight must
total 100. No factor may be weighted more than 60% or less than 10%.
Evaluation:
1. The supervisor should request that the employee provide input on employee’s
performance no later than April 1.
2. Once the supervisor has received the employee’s feedback, the supervisor should
complete the evaluation by rating each factor on a scale of 1 – 10, with 1 being the lowest
rating and 10 being the highest rating. The supervisor should also justify the rating in the
comments section of each factor.
3. A final overall rating will be determined by the total score for all factors.
4. Prior to presenting the evaluation to the employee, the supervisor must provide the
evaluation to the reviewer.
Key to rating levels:
Below Standard: Evidence demonstrates that the employee’s contributions are below
accepted standards in the area under consideration. A need for improvement is clearly
indicated.
Proficient: Evidence demonstrates that the employee meets minimum expectations and
has made modest contributions in the area under considerations.
Highly Proficient: Evidence clearly demonstrates that the employee has made
significant contributions in the area under consideration and is considered highly skilled in
that area.
Excellent: Evidence convincingly demonstrates that the employee has made exceptional
contributions in the area under consideration; contributions that clearly would be
recognized as outstanding by professional colleagues at comparable institutions.
Factor
Position Responsibilities: The level of performance in completing
the duties and responsibilities required in the employee’s “position
description” and/or as set forth with the employee as specific
performance objectives:
Calculated
Score
Weight
Rating
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List key duties / responsibilities:
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Rating justification and comments:
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Contributions to Achieving the University’s Strategic Plan: An
effective administrator successfully completes or advances the
strategies and activities of the strategic plan for which the employee is
responsible to further the advancement of the University’s strategic
plan.
List goals, measures and activities:
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Rating justification and comments:
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Leadership, Management and Operations: Examples of attributes
of a successful administrator may include, but not to be limited to,
such factors as: (1) taking an institutional view of issues, (2) building
consensus to achieve solutions, (3) effectively recruiting, hiring,
training and developing, leading departmental staff, (4) managing
departmental budgets and resources efficiently and effectively, (5)
following through on activities, assignments, and reports to assure
timely completion.
List goals and expectations:
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Rating justification and comments:
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Additional Performance Measures: Additional performance
attributes may differentiate the employee from others. You may
include, but not be limited to such things as (1) Consistently provides
accurate information upon initial request; (2) Identifies cost saving
ideas, process efficiencies and /or revenue growth programs; (3)
Receives un-solicited acknowledgement from others of exceptional
performance; (4) Communicates professionally and effectively to
institutional stakeholders, (5) demonstrates tact and diplomacy.
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List key difference makers in this position:
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Rating justification and comments:
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TOTAL EVALUATION SCORE
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Additional Comments:
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FINAL OVERALL RATING: Check appropriate box based on evaluation score.
☐
Below Standard
☐
(0 – 600)
Proficient
(601 – 749)
☐ Highly Proficient
(750 – 899)
☐ Excellent
(900 – 1000)
Signatures:
Supervisor’s Signature: __________________________________
Date: _______________
Reviewer’s Signature: ___________________________________
Date: _______________
I, ____________________________, Agree
(Employee’s Signature)
Disagree + with my Performance Evaluation.
Date: _________________________
Employee may add comments to this evaluation by noting on this page or attaching additional
documentation.