SAMPLE 1
University of California, Davis
EMPLOYEE PERFORMANCE APPRAISAL REPORT
This form is used to evaluate the performance of staff employees. Examples of well-written evaluations
and summaries of accomplishments are on the Web at http://www.hr.ucdavis.edu/Forms/All/Perf_Eval.
Period covered (month/day/year): from July 1, 1875 to June 30, 1876
Thomas Watson
Employee name
529348292
Employee number
8670/Sr Lab Mechanician Supv
Title code and payroll title
100%
Percent appointment
PPS
Personnel program or bargaining unit
Communication Engineering
Department
Same
Working title (optional)
2 years
Length of time in this position
Aleck Bell
Supervisor name
Yes 
No
(months:
)
Supervised for entire review period?
JOB-RELATED PERFORMANCE: Describe performance during the review period. The evaluation must
be based on clearly-defined job functions or performance expectations. The rating in the Supervisor's
Recommendation must be supported by the narrative. Use additional sheets if needed.
OVERALL EVALUATION
Mr. Watson has worked for the past two years on the Harmonic Telegraph Project. He spends 50% of his
time on the job function of helping me in our lab, 30% of his time serving as Lab Safety Coordinator, and
20% of his time on the Visible Speech Project.
Mr. Watson's skill in devising tools and instruments for our experiments continues to contribute greatly to
the Harmonic Telegraph Project. During the evaluation period, he completed two major new instruments,
the Magnetic Resonance Indicator and Twangometer.
Mr. Watson is a full contributor to the Harmonic Telegraph Project and I look forward to a new year of
progress together.
SUPERVISOR’S RECOMMENDATION:
I rate Thomas Watson ‘s performance for this review period as:
 Meets or Exceeds Expectations
Does Not Meet Expectations
EPAR (6/03)
EparRev4Example1.doc
University of California, Davis
EMPLOYEE PERFORMANCE APPRAISAL REPORT
Thomas Watson
Employee Name
2
Page
JOB FUNCTIONS SUPPLEMENT: This section is used to rate each function listed in the employee’s
position description. The percentages must add up to 100% regardless of the percent of time of the
appointment. This section is required for employees in the Clerical and Allied Services unit (CX), but
optional for other employees unless required by the dean or vice chancellor.
JOB FUNCTION: Harmonic Telegraph Project
Percent of Time: 50%
PERFORMANCE EVALUATION:
Mr. Watson is responsible for fabricating tools and instruments, and observing and recording results of
experiments. He completed the Harmonic Resonator and Twangometer (see above), and met all
expectations in this area. He completed work on all of the tools and instruments that were assigned for
the 1875-76 year, finishing the Audiocalipers three weeks ahead of schedule.
Last summer, while trying to free a reed that was stuck to the pole of an electromagnet, the device
produced a twang which I heard in the receiving room, on the other side of the building. Although he was
not conducting an actual experiment, and therefore was not recording any notes, he was immediately
able to describe exactly what he had done to produce the twang. His observations became the basis for
a whole new series of experiments.
JOB FUNCTION: Lab Safety Coordinator
Percent of Time: 30%
PERFORMANCE EVALUATION:
Mr. Watson is responsible for improving safety and reducing accidents in our lab. Although he does not
supervise the rest of the staff directly, he is responsible for monitoring their safety-related performance
and suggesting improvements in our procedures.
In general, our lab safety practices have continued unchanged from last year, and we have had only one
significant accident. On March 10, 1876, during a formal experiment, I accidentally knocked over the
battery acid container in the Harmonic Telegraph, which had been placed on an unstable base. Mr.
Watson heard my exclamation in the receiving room, and thus our great breakthrough was made.
Although Mr. Watson did not construct the unstable base, and has met all my expectations in the safety
area, I think we shall need to work together in the upcoming year to devise safeguards against similar
accidents.
JOB FUNCTION: Visible Speech Project
Percent of Time: 20%
PERFORMANCE EVALUATION:
Mr. Watson is responsible for follow-up work on our prior grant on applying Von Helmholtz' work to
assistive diagrams to enable hearing-impaired people to improve their speech. He prepared syllabi for
two professional conferences which we attended together and produced new audiovisual aids which are
much clearer than the ones we used last year. He is fully meeting my expectations in this area.
EPAR (6/03)
EparRev4Example1.doc
University of California, Davis
EMPLOYEE PERFORMANCE APPRAISAL REPORT
Thomas Watson
Employee Name
3
Page
SUPERVISORS AND MANAGERS: Each supervisor and manager must be evaluated on supervisory
performance, support of the Principles of Community (including equal employment opportunity and
affirmative action performance), and the safety record of the unit supervised.
FUTURE GOALS OR PERFORMANCE EXPECTATIONS:
1. Begin to take responsibility for the design of new instruments and equipment, based on defined
functions. Currently, Mr. Watson fabricates from my designs. We will set aside money to send Mr.
Watson to a seminar on this topic, then give him one or two design assignments during the year.
2. Now that we have obtained a patent, we will need to promote the Harmonic Telegraph widely. I would
like Mr. Watson to take lead responsibility for preparations for the Centennial Exhibition in Philadelphia
later this year, and to demonstrate it for President Rutherford Hayes in 1878.
3. The name "Harmonic Telegraph" has confused many people, and I would like Mr. Watson to spend
some time coming up with a one-word name for it that will somehow express the concepts of "distance"
and "sound."
SIGNATURES
Tom Watson
July 23, 1876
Employee: I have read and received a copy of this evaluation.
Aleck Bell
Date
July 23, 1876
Supervisor: This is my evaluation of the employee's performance during the review period.
Charles Williams
Department Head: I concur with this evaluation.
Date
August 15, 1876
Date
DEPARTMENT HEAD COMMENTS: (optional)
EMPLOYEE COMMENTS: (optional)
Thank you for another year of satisfying collaboration. How about calling it the
"telephone"? -- Tom
EPAR (6/03)
EparRev4Example1.doc
University of California, Davis
EMPLOYEE PERFORMANCE APPRAISAL REPORT
EMPLOYEE SUMMARY OF ACCOMPLISHMENTS
Period covered (month/day/year): from July 1, 1875 to June 30, 1876
Thomas Watson
Employee Name
Communication Engineering
Department
This provides an opportunity to reflect upon actual work and ensure good communication between
employee and supervisor. Use of this form is optional, but may be required by a dean, vice chancellor, or
department. Examples of well-written summaries of accomplishments are on the Web at
http://www.hr.ucdavis.edu/Forms. Use this form (with additional sheets if needed) to describe:
1.
2.
3.
4.
5.
accomplishments related to each job function
accomplishments related to established goals and/or performance expectations
future goals and/or performance expectations
training and development needs, if any
support of the Principles of Community (including equal employment opportunity and affirmative
action performance and job-related commitment to good interpersonal relations).
It's once again time to reflect on my past year's accomplishments. This is my second year of working with
you on the Harmonic Telegraph and other projects.
Harmonic Telegraph Project: This job function consists of fabricating tools and equipment for our
experiments. I completed the "Harmonic Resonator," which is more efficient and less expensive then the
Phonofone that we were using before. After we discovered the "twang" feature last summer, I fabricated
a device to measure the strength of the twang, the "Twangometer." I am currently working on a device
called an "Audiometer" which, if successful, will be able to measure hearing acuity.
Visible Speech Project: I prepared new audiovisual aids for last year's professional conferences using a
new electrical self-sharpening pencil called a "PointPower." I believe that this device will make it easier
to produce items for our upcoming events, and I would like to attend a training seminar on PointPower.
Established Goals: Our safety goal was to reduce lab accidents by 50%. Since we had two accidents in
1874-75 and only one in 1875-76, we met our goal.
Future Goals: I have had some trouble getting people to remember to say "Harmonic Telegraph" instead
of the less formal terms "Blower" and "Landline" that we use in the lab. I would like to conduct some
focus groups and work with the Linguistics Department on a new name that is easy to remember and say.
Training and Development: In addition to the PointPower course, I would like to attend a seminar entitled
"Can Ailerons Work?" in Toronto next September. Wilbur and Orville Wright are speaking and it looks like
it might relate to one of the future projects we have discussed on heavier-than-air flight.
EEO/AA Opportunities: I do not have supervisory responsibilities, but have continued to promote our
Visible Speech research in the hearing-impaired community.
Tom Watson
July 17, 1876
Employee Signature
Date
EPAR (6/03)
EparRev4Example1.doc
SAMPLE 2
University of California, Davis
EMPLOYEE PERFORMANCE APPRAISAL REPORT
This form is used to evaluate the performance of staff employees. Examples of well-written evaluations
and summaries of accomplishments are on the Web at http://www.hr.ucdavis.edu/Forms/All/Perf_Eval.
Period covered (month/day/year): from July 1, 1000 to June 30, 1001
John Little
Employee name
209382929
Employee number
-- Assistant III
Title code and payroll title
100%
Percent appointment
PSS
Personnel program or bargaining unit
Yeomanry
Department
Stout Yeoman
Working title (optional)
5 years
Length of time in this position
Robin Hood
Supervisor name
Yes 
No
(months:
)
Supervised for entire review period?
JOB-RELATED PERFORMANCE: Describe performance during the review period. The evaluation must
be based on clearly-defined job functions or performance expectations. The rating in the Supervisor's
Recommendation must be supported by the narrative. Use additional sheets if needed.
OVERALL EVALUATION
Little John is one of the most senior Yeomen in our outlaw band, and I often rely on his demonstrated
mastery of each job function. This year I assigned him two particularly difficult robberies, and he
exceeded my expectations, carrying them out with 100% success, within the assigned budget and in
advance of the assigned deadline. Because he has been Giving to the Poor for five years, I asked him to
mentor two of our new outlaws who are having trouble learning to give away money, and as a result of his
efforts they are now performing much better.
Two years ago, Mr. John gave me a severe drubbing during a quarterstaff bout, and we agreed to work
on improved adherence to safety rules designed to prevent injury during these practice matches. During
the evaluation period, Mr. John followed all the safety rules except for one time when he forgot to shout
"en guarde." He is now performing at an acceptable level but I look forward to 100% compliance in the
upcoming year.
I fully support the Future Goal (listed on Mr. John's Summary of Accomplishments) of expanding our
hours of coverage to increase giving to the poor by 10%. We will work out the schedule adjustments
within the next month.
Our Training Committee will meet in August to prioritize training requests, and I will forward Mr. John's
longbow proposal to them with my endorsement.
SUPERVISOR’S RECOMMENDATION:
I rate John Little‘s performance for this review period as:
 Meets or Exceeds Expectations
Does Not Meet Expectations
EPAR (6/03)
EparRev4Example1.doc
University of California, Davis
EMPLOYEE PERFORMANCE APPRAISAL REPORT
John Little
Employee Name
2
Page
JOB FUNCTIONS SUPPLEMENT: This section is used to rate each function listed in the employee’s
position description. The percentages must add up to 100% regardless of the percent of time of the
appointment. This section is required for employees in the Clerical and Allied Services unit (CX), but
optional for other employees unless required by the dean or vice chancellor.
JOB FUNCTION: Stealing from the Rich
Percent of Time: 50%
PERFORMANCE EVALUATION:
Mr. John's highway robberies have increased by 29% over last year and he put forward a particularly
well-thought out plan which foiled a plot by the Sheriff of Nottingham to divert King Richard's ransom. He
also collaborated with Maid Marian to lure several well-fed nobles on fat palfreys into Sherwood Forest
and abduct the palfreys. Although my normal expectation was that he would force them off the road at
arrow-point, he surprised me with a creative and effective approach. He lured them into the forest by
making "Road Closed" and "Oats for Sale Here" signs, thus eliminating a confrontation and possible
criticism by the Towne Crier.
JOB FUNCTION: Giving to the Poor
Percent of Time: 50%
PERFORMANCE EVALUATION:
Mr. John's job description describes this task as identifying suitable poor people, screening their needs
based on our defined qualifications, and making grants to those who qualify. He displayed great
adaptability in handling the area of another Outlaw who was away at school. However, being unfamiliar
with the special rules for cordwainers, he made three grants which were not within the qualifications. We
have discussed this and gone over the qualifications and there have been no problems since that time.
I received two pieces of parchment from formerly poor people who received grants from Mr. John. Both
praised him for his customer service skills and knowledge of the Sherwood Forest Road regulations.
EPAR (6/03)
EparRev4Example1.doc
University of California, Davis
EMPLOYEE PERFORMANCE APPRAISAL REPORT
John Little
Employee Name
3
Page
SUPERVISORS AND MANAGERS: Each supervisor and manager must be evaluated on supervisory
performance, support of the Principles of Community (including equal employment opportunity and
affirmative action performance), and the safety record of the unit supervised.
FUTURE GOALS OR PERFORMANCE EXPECTATIONS:
1. The Outlaw Band has adopted a new departmental goal of pre-selecting rich persons based on
defined standards in order to increase the average value of a robbery by 10%. Mr. John is expected to
increase his average robbery by 10%. He can exceed this expectation by participating in the
development and subsequent fine-tuning of the standards.
2. Giving to the Poor Hours Expansion. We agreed to alter Mr. John's work schedule so he can catch
early morning and suppertime passers by. My performance expectation is that he will increase grants by
10% during FY 1001-1002.
3. Training. Attend English Longbow for Fun and Profit in December 1001, including one hour per day
practice on the Archery Field during training. Attend Staff Development seminar on Giving to the Poor -Different Rules for Different Routes in March 1002 in London Towne.
SIGNATURES
Little John
July 23, 1001
Employee: I have read and received a copy of this evaluation.
Robin Hood
Date
July 23, 1001
Supervisor: This is my evaluation of the employee's performance during the review period.
Prince John
Department Head: I concur with this evaluation.
Date
August 15, 1001
Date
DEPARTMENT HEAD COMMENTS: (optional)
EMPLOYEE COMMENTS: (optional)
EPAR (6/03)
EparRev4Example1.doc
University of California, Davis
EMPLOYEE PERFORMANCE APPRAISAL REPORT
EMPLOYEE SUMMARY OF ACCOMPLISHMENTS
Period covered (month/day/year): from July 1, 1000 to June 30, 1001
John Little
Employee Name
Yeomanry
Department
This provides an opportunity to reflect upon actual work and ensure good communication between
employee and supervisor. Use of this form is optional, but may be required by a dean, vice chancellor, or
department. Examples of well-written summaries of accomplishments are on the Web at
http://www.hr.ucdavis.edu/Forms. Use this form (with additional sheets if needed) to describe:
6.
7.
8.
9.
10.
accomplishments related to each job function
accomplishments related to established goals and/or performance expectations
future goals and/or performance expectations
training and development needs, if any
support of the Principles of Community (including equal employment opportunity and affirmative
action performance and job-related commitment to good interpersonal relations).
It's once again time to reflect on my past year's accompllishments. This is my fifth year as a member of the Merry
Band.
Stealing from the Rich: As you know, 50% of my position is devoted to this job function. I'm pleased to report that I
was able to increase highway robberies by 29% (five more than last year's record of 17). I also developed a one-time
plan to tell the wicked Earl John that the Sheriff of Nottingham intended to keep King Richard's ransom. My plan was
carried out last November, resulting in a loss to the Sheriff of 10,000 pieces of gold. We also planned to begin
conducting train robberies in February 1001, but when we met in March, we decided to defer this plan pending the
invention of the steam locomotive.
Giving to the Poor: In the other 50% of my position, I made need-based grants to 47 individuals whom we
encountered on the road through Sherwood Forest (my assigned area). However, while filling in for Friar Tuck (who
was on sabbatical at the Cordon Bleu), I also gave purses of silver to 4 millwrights and 3 cordwainers within his area.
Established Goals: Our Merry Band set a goal of enrolling four stout yeopersons by the end of fiscal 1000-1001. I'm
happy to report that I was the one who spotted George o' the Green and Dame Softly looking for work at the
Scarborough Fair and as a result of the negotiations with our Personnel Committee, they will probably join our band
in July.
Future Goals: I believe that I could be more effective at Giving to the Poor if I could begin working an alternate work
schedule, so as to catch the early morning and suppertime passers-by on the Sherwood Forest Road. If we are able
to agree on an alternate work schedule, I believe I can increase my need-based grants by 10% during FY 1001-1002.
Training and Development: I am interested in increasing my technology skills and would like to attend "English
Longbow for Fun and Profit." I will need the first three Fridays of December 1001 to attend the classes, and one hour
per day during these weeks to practice on the Archery Field.
EEO/AA Opportunities: I do not have supervisory responsibilities, but in our campfire discussions I have spoken
often about a nation that is neither Saxon nor Norman, but English.
Little John
July 17, 1001
Employee Signature
Date
EPAR (6/03)
EparRev4Example1.doc