College of Design
STAFF PERFORMANCE AND/OR PROBATIONARY APPRAISAL
(Includes Goals From Last Year, Role, Competencies, Goals/Objectives for Next Review Period)
Employee Name
Employee ID
Job Code or Class No.
Department Name
Department Entity
Class Title
Time Period Being Reviewed
Annual Performance
Appraisal
Probationary Appraisal
INSTRUCTIONS
Effective evaluation of job performance is an on-going process. Annually, each manager or supervisor provides a summary
of progress toward meeting job expectations. This form is to be used for annual evaluations, and at other times during the
year when formal feedback is needed (e.g. probation or quarterly formal feedback).
Part I – Role and Responsibility. These include key responsibilities/tasks specific to this position. Rate each area based on
performance during the period identified above.
Part II – Goals/Objectives for Time Period in Review. Reflect on goals/objective established for the time period in
review.
Part III – Competencies. These include key competencies relevant to the position. Rate each one based on performance
during the period above.
Part IV –Goals/Objectives for Upcoming Year or Evaluation Period. Enter the performance goals/objectives for the next
period to be evaluated. Individual goals and objectives should align with those of the department and the campus.
RATING SCALE
Level 5 - Outstanding
Performance frequently and significantly exceeds established expectations and standards for quality, quantity, and
timeliness; explores and implements improved methods of accomplishing desired outcomes; makes major contributions to
the effectiveness of the college and/or unit; constantly exceeds expectations and consistently evidences high levels of
initiative and leadership. Should be used rarely and must be accompanied by well-documented examples.
Level 4 - Exceeds Expectations
Performance consistently exceeds established expectations and standards for quality, quantity and timeliness. Takes
initiative and engages in creative problem solving; performance is beyond what is expected in most aspects of the job.
Level 3 - Proficient
Demonstrates full competency in the majority of core job responsibilities and expectations. Achieves results as expected for
this position, at times possibly exceeding expectations, and the quality of work overall was very good. The most critical
annual goals are met as are the standards of initiative, leadership, attitude and effort expected of the position. Most
employees perform at this level, with some instances of above standard performance.
Level 2 - Requires Improvement
Performance does not consistently meet expectations – performance failed to meet expectations in one or more essential
areas of responsibility, and/or one or more of the most critical goals were not met. This appraisal summary should not be
the first time the employee is hearing about performance needing improvement. An improvement plan to improve
performance must be outlined in Part IV, including timelines, and monitored to measure progress.
Level 1 - Unsatisfactory
Performance is consistently below expectations in most essential areas of responsibility. Despite feedback, coaching,
and/or training (as applicable), reasonable progress toward critical goals was not made. This appraisal summary should not
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be the first time the employee is hearing about performance needing improvement. In Part IV, a plan to correct
performance, including timelines, must be outlined and monitored to measure progress.
Parts I-III are weighted equally (one third each) for the final performance rating.
PART I – ROLE AND RESPONSIBILITY
Major Responsibilities/Tasks/Objectives
(Employee lists major responsibilities/
tasks/objectives relevant to position)
% of Time or
Importance
Performance Results
Performance
Rating
(Supervisor summarizes how employee performed in
terms of quantity, quality, and timeliness of work,
and rates performance. Consider and note factors
beyond the employee’s control.
PART II – GOALS/OBJECTIVES FOR TIME PERIOD IN REVIEW
Goal 1:
Employee Comments:
Supervisor Comments:
Goal 2:
Employee Comments:
Supervisor Comments:
Goal 3:
Employee Comments:
Supervisor Comments:
Other Accomplishments for this Reporting Period (described by employee):
Supervisor Comments:
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Part II Rating:
PART III – COMPETENCIES
College of Design Competencies
Performance
Rating (1-5)
Professional Competence
Technical Expertise, and Compliance - Definition: Maintains up-to-date knowledge of practices, policies,
regulatory requirements, strategy, and technology that relate to the position; knows and applies best
practices consistently and correctly; demonstrates a working knowledge of critical technical functions;
serves as a subject matter expert; delivers customized solutions for organizational challenges in areas of
responsibility
Business Acumen - Definition: Understands the relationship between own function and the mission of the
University, College and unit; knows the operations and functions within the University; understands the
higher-education industry and how to navigate within it; makes sound, timely decisions; applies critical
thinking and analysis to evaluate alternatives
Efficiency - Definition: Plans ahead; manages time well; is organized, cost conscious and on time; thinks of
better ways to do things
Initiative - Definition: Takes ownership of work; does what is needed without being asked; follows through;
anticipates needs and takes appropriate steps to meet those needs; anticipates problems and makes
appropriate adjustments; willingly accepts feedback and is open to change and new ideas
Leadership (as appropriate) - Definition: Creates a high quality work environment conducive to successful
performance and staff growth; builds an effective operational team; sets clear expectations and holds
people accountable; provides timely, honest feedback; promotes change as a positive challenge
Comment on each competence:
Employee Comments:
Supervisor Comments:
People Competence
Collegiality and Teamwork - Definition: Builds strong working relationships and a positive work
environment; effectively contributes as part of a team; consults appropriately before making decisions
affecting the team and explains the basis for decisions; facilitates cooperation and collaboration; provides
the information people need to be effective and make informed decisions
Communication - Definition: Provides clear, concise information to others in verbal, written, and other
formats; listens actively to the views of others; keeps appropriate constituents informed of information
affecting them; maintains objectivity and demonstrates effective conflict management skills
Customer Focus - Definition: Strives for high customer satisfaction, going out of the way to be helpful and
pleasant; manages internal and external relationships in ways that promote the interests of all parties
Diversity and Inclusion - Definition: Works effectively with diverse cultures and populations; understands
and respects the differences between cultures; appreciates the commonalities, values, and uniqueness of all
human beings; accepts diverse ideas and differing points of view
Ethical Practice - Definition: Maintains confidentiality; shows consistency between espoused and enacted
values; maintains appropriate levels of transparency in tasks and organizational practices
Comment on each competence:
Employee Comments:
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Supervisor Comments:
Supervisor’s Comments regarding overall performance
Employee’s Comments regarding overall performance
Parts I-III are weighted equally (one third each) for the final performance rating.
OVERALL PERFORMANCE RATING___________________
*If this rating marks the end of the employee’s probationary period, does the employee pass probation?
Yes
No
PART IV – GOALS/OBJECTIVES FOR UPCOMING YEAR OR EVALUATION PERIOD
Employee suggests performance goals for the next evaluation period. Individual goals and objectives should align with
those of the department/unit and the campus.
1)
2)
3)
Supervisor Comments regarding performance goals:
I have provided the employee with a current position description, reviewed expectations, and completed and discussed
the performance appraisal with him/her.
Immediate Supervisor: ___________________________________________________ Date: _____________________
Next Level Supervisor: ____________________________________________________ Date: _____________________
(if applicable)
Next Level Supervisor’s Comments
I have reviewed this document with my supervisor. My signature indicates that I have completed these discussions, but
does not necessarily imply my agreement: any areas of disagreement are noted in my comments above (or in the
attached document). I understand that I am entitled to receive a copy of this form and attachments, with all required
signatures.
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Employee Signature:_____________________________________________________
Date: _____________________
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