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Employee Name Date
Review Period From To
Supervisor’s Name Completed Review Date
NOTE: This form may be used in the year(s) following the one in which the longer Employee or Supervisory Performance
Review is used, under the following conditions: (1) The Employee/Supervisor pairing is unchanged from the prior year; (2) the
Employee’s job responsibilities are essentially the same as in the prior year; (3) The Employee either characteristically achieved or exceeded standards in the period being reviewed and (4) neither party has requested the longer form, for purposes of giving/receiving more detailed feedback.
Briefly list Performance Goals and objectives developed for this period and describe the degree to which these Goals and Objectives were met:
BIOLA UNIVERSITY PROGRESS REVIEW GUIDELINES
Use this key as a guideline for commenting on employee performance. This serves as a general guideline. Not all of the suggestions will apply to the employee you are reviewing.
JOB PERFORMANCE INTERPERSONAL SKILLS ·Flexibility in various situations
·Ability to handle pressure and remain Work Quality & Quantity:
·Overall work quality
·Completes tasks in a timely manner
·Ability to meet deadlines
Communication and Feedback:
·Ability to communicate clearly and concisely
·Detail of work
·Work quantity/Productivity
·Ability to work/think through normal
·Ability to give feedback
·Ability to listen and understand others
·Ability to accept and use constructive calm in difficult situations
Innovation and Initiative:
·Innovation/Creativity
·Ability to think of new approaches to problems and procedures work day
Job Skill:
·Mastery of job skills
·Ability to understand instructions and explanations
·Ability to learn quickly
Job Knowledge:
·Degree of job knowledge
·Understanding and following rules and procedures feedback
Dependability and Reliability:
·Degree of reliability and dependability
·Misses few scheduled work days
·Arrives at work on time
·Applies a consistent energy level throughout the day
·Accepts/does not accept responsibility
Adaptability:
·Adaptability to new or unusual situations
WORK RELATIONSHIPS:
With Other Employees:
·Teamwork
·Ability to relate effectively with fellow employees
·Contribution to team goals, ideas and solutions
·Degree of supervision exercised
·Relationship to his/her supervisor
With Customers;
·Quality of customer service,
·Respect to customers, clients, students

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JOB PERFORMANCE
Work Quality/Quantity :
ASSESSMENT OF EMPLOYEE
Job Skill/Knowledge :
Employee Comment :
INTERPERSONAL SKILLS
Communication and Feedback :
Dependability and Reliability :
Adaptability
Innovation and Initiative
Employee Comments :
WORK RELATIONSHIPS
With Other Employees :
To Customers :
Employee Comments :
In which responsibilities, skills, or other performance factors has there been a significant degree of growth or success?

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SUPERVISORY RESPONSIBILITIES
If this employee has supervisory duties as part of their overall responsibilities, the reviewer is asked to comment on that aspect of their performance here:
Support and Communication How well does this employee, as a Supervisor, provide resources and communicate information to his/her direct reports, to enable them to perform effectively?
Task/Output Coordination: Does he/she successfully hold the direct reports accountable for timely completion of objectives, and are standards of high quality work met by his/her team?
Leadership Abilities: Does this person, as a supervisor, model behaviors that inspire trust, foster teamwork, encourage mutual respect, promote diversity and stimulate professional growth?
OVERALL RATING KEY
Greatly Exceeded Standards/ Exceptionally Characteristic —This rating should reflect the performance of a truly outstanding performer, one whose overall work product is exemplary. This rating should be reserved for those who consistently perform at a level described as
“the best of the best”.
Generally Exceeded Standards/ Very Characteristic —On a regular basis, this individual’s performance more than lives up to expectations for getting the job done. This person behaves in a way that inspires confidence that they represent themselves and the organization with distinction.
Achieved Standards/ Characteristic— If you compare this person’s performance with the normal, expected standard of acceptable achievement, you would find them fully competent and you would be pleased that the individual is “pulling their share of the load: and making a solid contribution to the workplace. NOTE : Most employees who meet standards fully will be in this category.
If the employee is not achieving standards consistently, or is only marginally achieving standards (the two ratings below), the longer Performance Review format must be used.)
Marginally Achieved Standards / Somewhat Characteristic— While the person performs up to the standard, expected level for this trait frequently, you could not say that this level is achieved consistently and dependably. Their periodic attainment of the standard performance level indicated that, with proper resources, and by applying themselves to the challenge, they are capable of achieving that level of performance on a more routine basis.
Standards Not Achieved / Not Characteristic— In regard to the performance factor in question (or the overall rating), this individual is consistently performing below the level that is expected and acceptable. Attention needs to be paid to raising their performance level, with the supervisor offering specific guidance and support in this area, and with the support in this area, and with the individual employee assuming responsibility for making a concerted effort at adequate improvement.

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1. GOALS AND OBJECTIVES FOR THE NEXT REVIEW PERIOD:
Objective/Goals Completion Date (If Applicable)
2. SUGGESTIONS FOR EMPLOYEE’S DEVELOPMENT
REVIEWER’S SUMMARY:
REVIEWER’S SIGNATURE
MANAGER APPROVAL
SIGNATURE (Reviewer’s
Manager)
EMPLOYEE COMMENTS
Date:
Date:
SIGNATURES: Employee signature does not imply agreement with every detail of the review, it only signifies that the review has taken place.
EMPLOYEE SIGNATURE Date: