PERFORMANCE EVALUATION - Exempt Employee (Non-Faculty)
Employee Name:
Department:
Period Ending:
Position:
Reviewer:
INSTRUCTIONS:
Category Evaluation:
Please indicate with a rating of “S” for satisfactory ( MEETS EXPECTATIONS) or “U” for unsatisfactory (DOES NOT MEET EXPECTATIONS) in
each of the categories on this form. Please include comments supporting your judgment; comments are required for categories in
which an employee receives a “U.”
Overall Evaluation:
Overall ratings will have one of two values this review cycle, which are as follows:
MEETS EXPECTATIONS (S) – Assigned for employees who meet the expectations of their specific job at CFCC. (Employee performance is
Satisfactory in all categories that are significant for fulfilling his/her duties in his/her respective job.)
DOES NOT MEET EXPECTATIONS (U) – Assigned for employees who fail to meet the expectations of their specific job at CFCC. (Employee
performance is Unsatisfactory in categories that are integral to his/her performance in his/her specific Job Duties.)
Documentation must be provided for employees receiving an overall evaluation of “DOES NOT MEET EXPECTATIONS” along with a performance
improvement plan for the next review cycle.
Supervisors should use knowledge of the specific job requirements in weighting the various categories below when determining the overall performance rating.
CATEGORY
COMMENTS
RATING
PERFORMANCE RESULTS: Achieves expected quality and
quantity of output. Places greatest effort on most important aspects of
job. Takes responsibility for results. Has job knowledge required in
order to succeed in the position. Completes work on time and within
budget without sacrificing performance goals or standards.
S/U
COOPERATION/TEAMWORK: Willingly accepts assignments.
Able to work on or with teams to cooperatively reach goals.
Demonstrates necessary commitment and dedication to the goals of
the department.
S/U
INITIATIVE: Self-starter who willingly puts forth effort and time
and performs tasks with a minimum of supervision. Begins to solve
problems within scope of responsibility as soon as they are apparent.
Advises supervisor of current or anticipated problems. Able to apply
job knowledge to produce improvements in work process or product.
S/U
ORGANIZING & PLANNING: Resolves conflicting priorities and
schedules with peers and other staff. Performs effectively under
pressure and deadlines. Effectively uses time and resources to
accomplish work. Will shift strategy, make decisions, and obtain the
aid of others to strive to achieve objectives. Participates in the College
strategic planning and institutional effectiveness processes as
appropriate. Establishes meaningful goals and/or objectives and
strives to accomplish them.
S/U
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Revised: 2014 FEB 24
PERFORMANCE EVALUATION - Exempt Employee (Non-Faculty)
Employee Name:
Department:
CATEGORY
Period Ending:
Position:
Reviewer:
COMMENTS
RATING
COMMUNICATION: Verbal and written communications are clear,
concise and accurate. Appropriately documents work so others can
find work in progress and historical information about the job.
S/U
PROFESSIONAL DEVELOPMENT: Develops and maintains
expertise in the assigned area through reading, research, and/or
attendance at seminars. Broadens the scope of knowledge and
professionalism through participation in college service activities and
civic or charitable organizations and events.
S/U
INTERPERSONAL SKILLS: Interacts productively with others in
formal and informal groups both within and outside of the College; is
receptive to differing ideas and adjusts to the different work styles of
others.
S/U
OTHER: Define and rate another significant performance factor if
appropriate.
S/U
*** For Supervisors, Department Heads, Directors,
Managers and Instructional Technicians ***
SUPERVISION & LEADERSHIP: Effectively leads and develops
staff. Effectively directs staff and provides ongoing feedback. Provides
accurate and timely evaluations of subordinates’ performance,
matches abilities and job requirements, establishes an effective
working relationship, and acts as a positive model for others. Assures
a positive working environment in compliance with College standards.
If the employee is a department chair or an instructional technician,
this rating may also include instructional effectiveness, as appropriate.
S/U
Overall Evaluation:
Meets / Does Not Meet Expectations
Employee has been given a chance to provide pertinent information prior to the evaluation being completed:
Employee
Concurs / Does Not Concur with the rating.
(reviewer circles one)
Yes
No
(employee circles one)
(employee circles one)
Reviewer:
Date:
Employee:
Date:
Reviewer’s Supervisor:
Date:
Dean / VP (if required):
Date:
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Revised: 2014 FEB 24
PERFORMANCE EVALUATION - Exempt Employee (Non-Faculty)
Employee Name:
Department:
Period Ending:
Position:
Reviewer:
PERFORMANCE PLAN FOR NEXT PERIOD: (include expected accomplishments and measurement criteria)
EMPLOYEE INITIALS:
DEVELOPMENT NEEDS: (areas of knowledge or skill to develop that will improve job performance)
EMPLOYEE INITIALS:
REVIEWER’S ADDITIONAL COMMENTS: (if necessary)
EMPLOYEE’S ADDITIONAL COMMENTS: (if necessary)
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Revised: 2014 FEB 24