New Mexico State Personnel Board
State Personnel Office
Employee Evaluation
Employee Information
Employee Name
SHARE Empl ID No.
Position No.
Working Title
Annv. Date (Date started in current Position)
Supervisor Name
Annual Review Period
Fiscal Year:
YYYY
From
Select Date
To
Select Date
Type of Evaluation
☐
☐
☐
☐
Annual Appraisal
Employee is moving to a new supervisor or a new job classification (Send a copy to the new Supervisor).
Employee is going on leave of absence anticipated to last more than thirty (30) calendar days.
Other:
Primary Job Assignments & Performance Standards
Describe the key job assignments and performance standards that will be evaluated using the performance rating areas on the following page.
Growth Development Plan
This area contains both employee and supervisor goals for position and career growth. Growth Development Plans are also used for
probationary employees when appropriate in assisting them in attaining an Achieves rating. (Probationary employees do not receive
Performance Development Plans.) Comments should include how the goals are being/can be met.
Initial Evaluation
Discussion Date: Select Date
Goals:
Comments by Employee:
Comments by Supervisor:
1st Rating Period Date: Select Date
Additional Goals (if any):
Comments by Employee:
Comments by Supervisor:
2nd Rating Period Date: Select Date
Additional Goals (if any):
Comments by Employee:
Comments by Supervisor:
Final Review Period Date: Select Date
Comments by Employee:
Comments by Supervisor:
Page 1 of 7
Form #SPO002
Rev. 3/22/13
Rating Key
1 - Does Not Achieve
Performance Standards
Employee’s performance needs
improvement and/or is
inconsistent. (Performance
Development Plan is required.)
3 - Achieves Performance
Standards
Employee meets performance
standards.
4 - Exceeds Performance
Standards
5 - Exemplary
Employee effectively manages
work expectation in a consistent
and strong manner above the level
of Achieves.
Employee performs at a level that
results in significant
accomplishments that may not have
otherwise been achieved.
Performance Rating Areas—Each agency must choose a minimum of 3 rating areas for all employees in
addition to the mandatory Overall Accomplishment of Results and note this in the areas below.
Overall Accomplishment of Results (Mandatory) – Overall accomplishment of key job assignments and performance standards;
understands agency and unit vision and direction; contributes to team work goals.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Customer Service – The degree to which one is prompt, empathetic, impartial, objective, courteous, polite, and responsive to internal and external
customers.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Page 2 of 7
Form #SPO002
Rev. 3/12/13
Productivity – The degree to which one produces volume work and the degree to which one meets deadlines and agreed-upon commitments, and
organizes and balances assignments to achieve desired results.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Quality – The degree to which one produces work that is neat, timely, thorough and accurate; and the degree to which the employee identifies and
corrects errors, and conforms to procedures and standards.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Page 3 of 7
Form #SPO002
Rev. 3/12/13
Communication Skills – The degree to which one expresses him or herself clearly in written and oral communication with diverse professional
parties; is professional, courteous and diplomatic in communications with co-workers, external customers and supervisors/managers; and actively
listens and responds appropriately.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Adaptability/Flexibility – The degree to which one effectively responds to changes and situational demands in a complex and ever-changing
environment.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Job Knowledge – The degree to which one acquires, maintains and applies knowledge necessary to perform job assignments,
and an understanding of the duties, procedures, equipment, skills, techniques, and job-related functions required.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Page 4 of 7
Form #SPO002
Rev. 3/12/13
Work Environment/Safety – The degree to which the employee complies with conditions of employment, security and workplace safety
standards. Uses equipment and materials safely, for their intended purpose, and consistent with applicable policies and procedures.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Attendance – The degree to which one complies with leave policies and attendance expectations; is dependable, punctual and conscientious about
reporting leave, advising management, and using leave appropriately. Note: Not Achieving attendance requirements is disciplinary and not a performance
issue. A Performance Development Plan is not used for achieving attendance requirement.
Select Rating:
First Rating Period
Select Date
Comments:
Select Rating
Second Rating Period
Select Date
Comments:
Select Rating
Final Rating
Select Date
Comments:
Select Rating
Performance Rating Areas
Overall Accomplishment of
Results:
Overall accomplishment of key job assignments and performance standards;
understands agency and unit vision and direction; contributes to team work goals.
Customer Service:
The degree to which one is prompt, empathetic, impartial, objective, courteous,
polite, and responsive to internal and external customers.
Communication Skills:
The degree to which one expresses him or herself clearly in written and oral
communication with diverse professional parties; is professional, courteous and
diplomatic in communications with co-workers, external customers and
supervisors/managers; and actively listens and responds appropriately.
Productivity:
The degree to which one produces volume work, meets deadlines and agreed-upon
commitments, and organizes and balances assignments to achieve desired results.
Attendance:
The degree to which one complies with leave policies and attendance expectations;
is dependable, punctual and conscientious about reporting leave, advising
management, and using leave appropriately.
Note: A rating of Does Not Achieve in this area is disciplinary and not a performance
issue. A Performance Development Plan is not used for achieving attendance
requirements.
Page 5 of 7
Form #SPO002
Rev. 3/12/13
Adaptability/Flexibility:
The degree to which one effectively responds to changes and situational demands
in a complex and ever-changing environment.
Job Knowledge:
The degree to which one acquires, maintains and applies knowledge necessary to
perform job assignments; understands duties, procedures, equipment, skills,
techniques, and job-related functions required.
Quality:
The degree to which one produces work that is neat, timely, thorough and accurate;
identifies and corrects errors; and conforms to procedures and standards.
Work Environment/Safety:
The degree to which one complies with general conditions of employment, security
and workplace safety standards; uses equipment and materials safely, for their
intended purpose, and consistent with applicable policies and procedures.
Overall Final Rating (This is the rating for the entire review period)
Select Rating
Supervisor Comments:
Select Date
Employee’s Comments
First Review Period Comments
Select Date
Second Review Period Comments
Select Date
Final Rating Comments (Entire Review Period)
Select Date
Page 6 of 7
Form #SPO002
Rev. 3/12/13
Signatures
Reviewer must be the first to sign off on Evaluation.
Initial Evaluation Discussion:
(Required)
(No Rating)
Reviewer Signature
Date
Rater(Supervisor) Signature
Date
Your signature indicates neither agreement nor disagreement with the evaluation, but it does indicate that you have read the
evaluation and that it has been discussed with you. If you wish, you may comment in the Employee Comments space above or
provide a document for attachment.
Employee Signature
Date
Reviewer Signature
Date
Rater (Supervisor) Signature
Date
First Rating Period:
(Required)
Your signature indicates neither agreement nor disagreement with the evaluation, but it does indicate that you have read the
evaluation and that it has been discussed with you. If you wish, you may comment in the Employee Comments space above or
provide a document for attachment.
Employee Signature
Date
Reviewer Signature
Date
Rater (Supervisor) Signature
Date
Second Rating Period:
(Probationary, Newly promoted
or As needed)
Your signature indicates neither agreement nor disagreement with the evaluation, but it does indicate that you have read the
evaluation and that it has been discussed with you. If you wish, you may comment in the Employee Comments space above or
provide a document for attachment.
Employee Signature
Date
Reviewer Signature
Date
Rater (Supervisor) Signature
Date
Final Appraisal: Overall
Rating of Entire Review
Period
(Required)
Your signature indicates neither agreement nor disagreement with the evaluation, but it does indicate that you have read the
evaluation and that it has been discussed with you. If you wish, you may comment in the Employee Comments space above or
provide a document for attachment.
Employee Signature
Page 7 of 7
Date
Form #SPO002
Rev. 3/12/13