GEORGIA INSTITUTE OF TECHNOLOGY
CLASSIFIED PERFORMANCE APPRAISAL RECORD
FOR NON-SUPERVISORY EMPLOYEES
EMPLOYEE NAME:
EMPLOYEE IDENTIFICATION #:
JOB TITLE:
UNIT:
REVIEWED BY:
DATE OF REVIEW:
REVIEW PERIOD:
FROM:
TO:
Instructions
This form should be completed by the employee’s immediate supervisor.
The appraisal process involves assessing the employee’s work performance during the review period relative
to specific indicators and an overall rating. The following rating categories are employed:
Highly Successful
Fully Successful
Making Progress
Unsatisfactory
This scale is applied to the following performance indicators:
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Work Habits
Job Knowledge
Communications
Attendance/Punctuality
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Teamwork
Productivity
Customer Service
The performance levels are defined for each indicator. Please note that the definitions included herein are
intended to describe in general a given level of performance relative to the factor being rated. They are not
meant to be all inclusive of conditions which must exist in order to legitimately rate an employee at a given
level. Rather the definitions are intended to convey, in broad terms, a “snapshot” description of conditions
which typically exist at a performance level.
Assign a rating for each indicator and enter comments as appropriate in the space provided. For any
indicators rated as “Highly Successful” or “Unsatisfactory,” enter in the Comments section specifically what
causes justify the rating. Entries in the Comments section for “Fully Successful” or “Making Progress” ratings
are optional. Add additional pages as necessary.
Following the rating of each indicator, formulate an overall rating reflective of those individual ratings and enter
on page 4 of this form.
Space has been provided for the rater to note any development actions that will occur during the next review
period and for the employee to record any comments regarding the evaluation and/or developmental actions
planned.
The rater should sign the form in the space provided and obtain the signatures of the employee and the rater’s
immediate supervisor.
The completed form should be routed to Office of Human Resources – Compensation for further processing
and filing.
Work Habits
How well does the employee organize and execute assignments? To what degree is ongoing supervision/monitoring required to
ensure that work is properly completed? How well does the employee demonstrate self discipline and reliability relative to work to be
performed?
Highly Successful
Always performs assigned tasks
as directed. Often completes
tasks ahead of schedule and
provides assistance to others.
Understands and demonstrates
the ability to effectively prioritize
assignments to make the most
efficient use of time and
resources.
Fully Successful
Consistently accepts
responsibility for assigned work
and performs tasks as directed.
Ensures that results are
complete and meet expectations
prior to beginning a new
assignment.
Making Progress
Becoming more familiar with
work environment and available
resources. While not fully adept
at all aspects of work routines
and processes, is progressing
at an acceptable or better rate.
Unsatisfactory
Work performed is often not
acceptable and must be redone
by employee and/or others.
Employee is generally perceived
as unreliable and requires
almost constant supervisory
monitoring of work in progress
and checking of results
COMMENTS ON RATING
Job Knowledge
How well does the employee demonstrate sufficient skill and knowledge to perform all parts of the job effectively, efficiently and safely?
Highly Successful
Possesses job knowledge that is
well beyond normally acceptable
as demonstrated by thorough
understanding of how to perform
regular work assignments as
well as how those assignments
relate to other areas. Serves as
resource to others regarding
work processes and
procedures. Continuously
strives to further improve job
knowledge.
Fully Successful
Demonstrates thorough
understanding of all procedures
and processes required to
effectively perform all
assignments. Very rarely needs
help regarding how to execute a
given assignment. When new
procedures or processes are
introduced, learns quickly and
begins efficient application.
Making Progress
Has mastered the application of
most procedures and processes
required for fully successful job
performance. In those areas
where additional knowledge and
expertise are required,
satisfactory or better progress is
being demonstrated toward their
attainment.
Unsatisfactory
Shows a basic lack of
understanding of how to perform
routine assignments, even after
repeated orientation. Frequently
requires assistance from
supervisor or others in order to
complete task due to lack of
knowledge of applicable
procedures.
COMMENTS ON RATING
2
Communications
How well does the employee present ideas, concepts and courses of action? Does the employee listen well and ask appropriate
questions?
Highly Successful
Demonstrates oral and/or written
communications skills that result
in very clear and concise
messages and feedback. Very
rarely is it necessary to ask
employee to explain unclear or
ambiguous communications.
Exhibits the ability to explain or
describe in a manner that is
easily understood by most
recipients.
Fully Successful
Communicates with others
effectively, speaking and/or in
writing. Possesses and uses
vocabulary required to
successfully express thoughts,
ideas and explanations.
Presents comprehensive
feedback. Keeps supervisor
and co-workers informed.
Making Progress
In most cases presents thoughts
and ideas in a clear, concise
manner. Only occasionally is
additional feedback is required
to ensure understanding of
message.
Unsatisfactory
Often fails to make thoughts,
ideas and explanations clear to
others, speaking and/or in
writing. Feedback is typified by
the need to reword or elaborate
in order to obtain required level
of understanding.
COMMENTS ON RATING
Attendance/Punctuality
How consistently does the employee report for work on schedule and prepared?
Highly Successful
Consistently observes regular
work schedule and makes self
available to work both scheduled
and unscheduled overtime.
These actions are typified by
volunteering to remain at work in
emergencies or promptly
responding to recalls received at
home. Readily accepts
scheduled overtime
assignments. Volunteers to
work overtime in areas outside
normal work area when
opportunities present
themselves.
Fully Successful
Consistently adheres to
assigned work schedule by
arriving, beginning work,
stopping work and departing as
scheduled. During the work
period, arrives at meetings, work
sites, etc. on time or slightly
before the scheduled time.
Makes appropriate notification
when delays to arriving to work
on time is unavoidable. Is
consistently regarded as a
reliable employee.
Making Progress
On occasion may arrive late for
the scheduled start of the work
day or for meetings or
assignments. Is showing
genuine efforts to correct this
condition by making such
occurrences less frequent.
Unsatisfactory
Demonstrates a pattern of
disregard for assigned work
schedule by arriving late and/or
leaving early. Is often late for
appointments during the work
day and may attempt to extend
rest and meal periods beyond
scheduled times.
COMMENTS ON RATING
3
Teamwork
How well does the employee work effectively with others and display an appropriate balance between individual and group efforts?
Highly Successful
Offers ideas for improvement
contributed to group work effort
that are well received and
normally result in process
improvements and productivity.
Consistently volunteers to help
others within work group as
work schedule permits.
Contributes positively to
resolution of conflict or problem
encountered.
Fully Successful
Contributes meaningfully to work
group efforts by offering new
ideas for improvement, sharing
knowledge and otherwise
demonstrating a cooperative
manner in dealing with
supervisors and coworkers.
Does his or her part toward
group efforts.
Making Progress
Is making a conscious effort to
become a team player. On a
more frequent basis, is sharing
job knowledge and ideas in an
effort to improve overall group
performance.
Unsatisfactory
Shows little or no interest in
group efforts. Rarely
demonstrates active
participation in group interaction.
Not perceived as a team player.
COMMENTS ON RATING
Productivity
To what degree do the employee’s work efforts result in the desired outcomes to include quality, quantity and timeliness?
Highly Successful
Assignments are always
completed as scheduled and at
the desired level of output.
Often they are completed ahead
of schedule and at a level of
quality and/or quantity well
beyond expectations. Ideas and
suggestions to improve
productivity are offered and
frequently generate positive
results.
Fully Successful
Assignments are consistently
completed on or at times ahead
of schedule and at the desired
level of output both in terms of
quality and quantity. If
conditions impacting productivity
are outside the control of the
employee, he or she notifies the
supervisor in a timely manner.
Making Progress
Assignments are usually
completed on time and as
specified. Only occasionally is
delivery not on time or at the
desired level of quality and
quantity. Sufficient progress
toward eliminating these
situations is being made.
Unsatisfactory
Assignments are often not
completed as scheduled and/or
the desired level of work output
are not met. Work must often
be redone by the employee or
others, resulting in delays.
COMMENTS ON RATING
4
Customer Service
How effectively does the employee interact with customers in serving their needs? For purposes of this exercise, “customer” is defined
as anyone (either internal or external to the Georgia Tech Community) requiring information or service related to the employee’s job
duties, knowledge and experiences.
Highly Successful
Goes out of his or her way to
ensure customer satisfaction.
Processes both routine and nonroutine customer inquiries and
concerns in ways that result in a
high degree of customer
satisfaction. Goes beyond basic
inquiry to learn of and respond
to relevant issues that may not
necessarily be apparent initially.
Fully Successful
Responds in a timely, courteous
and informed manner to
customer inquiries and
concerns. When an immediate
response is not possible,
provides necessary follow-up
and keeps customer informed.
Making Progress
Attempts to meet customer
demands in a fully acceptable
manner. Occasionally may not
fully deliver desired level of
satisfaction due to lack of
experience or job knowledge.
Progress is being made to
overcome this situation.
Unsatisfactory
Often appears indifferent to
customer concerns. Provides
minimal response to customers.
While not necessarily
discourteous, displays only the
basics in the way of
consideration for customer
needs
COMMENTS ON RATING
5
Overall Rating
In considering your ratings of the individual performance indicators and the employee's accomplishments relative to job expectations
over the entire review period, how well is he or she performing?
Please note that the overall rating should be supported by at least three (3) individual indicator ratings at the same level.
Fully Successful
Making Progress
Unsatisfactory
Highly Successful
The employee clearly goes
beyond job requirements on a
consistent basis. This is
reflected by the general
impression of accomplishment
well beyond expectations.
These conditions exists on a
continual rather than occasional
basis and are evident externally
as well as internal to the
organization.
Job performance can be
summarized as consistently
completing job assignments as
expected in terms of quality and
schedule. The employee’s
performance can be described
as solid, fully competent in all
aspects of job content and
expectations.
The employee is moving at a
reasonable pace toward overall
success in job performance.
While improvement is needed
in some areas, progress is being
made and the employee is
expected to become fully
successful in the near future.
The employee’s performance
indicates the need for significant
improvement in overall job
performance is clearly evident.
Regardless of the reason, the
employee has demonstrated a
lack of desired achievement
during the review period. Need
for development or other
corrective actions are noticeably
obvious.
COMMENTS ON RATING
DEVELOPMENTAL PLANS
EMPLOYEE COMMENTS
Employee & Date:
SIGNATURES
Supervisor & Date:
Next Level Supervision & Date:
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