Performance Evaluation Scoring Grid Guidelines for the Overall Evaluation Rating
Overall Performance Evaluation Score = Core Values Success Factors + Performance Goal Achievement + Key Position Functions
+ Critical Institutional Indicators (if appropriate)
Did Not Meet
Improvement Needed
Met
Substantially Exceeded
Fully Exceeded
Did not met expectations;
produced less than
desired results the
majority of the time
Did not consistently meet
expectations; produced less than
needed results
Consistently performed the
essential job functions well.
Achieved greater than expected
results / exceeded goals.
Consistently exceeded the highest
expectations
Examples:
Did not meet deadlines
Examples:
Produced marginal or inconsistent
quality of results
Examples:
Consistently met quality
requirements
Examples:
Consistently demonstrate quality
results
Examples:
Achieved extraordinary results far
beyond stated expectations
Completed some tasks on time
and others late.
Completed tasks on schedule
Completed tasks on or ahead of
schedule often in spite of changing
priorities and resource constraints
Influenced others to achieve quality
expectations
Quality of results /
products were not
consistent with
expectations.
Quantity of work did not
meet the requirements of
the job.
Fell short of achieving
expectations / goals or
requirements
Achieved expected results /
goals
Made contributions within area
of responsibility
Made significant contributions
within and beyond area of
responsibility
Used effective problem –
solving techniques.
Anticipated problems and
implemented contingency plans
Critical Inst. Indicators
Successfully achieved results
outside area of responsibility in
spite of changing priorities and
resource constraints
Made “breakthrough” discoveries
or took bold actions that had
significant impact.
Anticipated problems and
implemented preventative measures
Viewed as an expert in their field
internally and externally.
Scoring Guideline: No factors
should be evaluated at “Met” or
below.
Scoring Guideline: The
Scoring Guideline: The employee
Scoring Guideline: In order
employee cannot have more
should have substantially exceeded
to receive an F or S, the
that one “Did Not Meet or
expectations in the majority of the
manager must have met the
Improvement Needed” on the
ratings for Performance Goal
95% performance evaluation
Core Value Success Factors or
Achievement and Key Position
standard plus an operating
more than one “Did Not Meet
Evaluation
expenses or net margin is
or Improvement Needed” on
within 5% of target.
the Goal Achievement
Evaluation or the Key Position
Evaluation.
Scoring Note: If there are mitigating reasons why these scoring guidelines should not be followed the manger must
explain and the one-up will decide if the circumstances warrant further consideration for an S or F.
Original 12/23/2003
Revision 12/04/2004
Date of this copy 2/12/2016
Original 12/23/2003
Revision 12/04/2004
Date of this copy 2/12/2016