Staff Performance Planning and Evaluation Form for
Individuals with Direct Reports
Name:
Title:
Manager /
Supervisor:
Date:
Guidelines and Definitions for Booth Performance Evaluations: Performance Evaluations are to be
conducted for all full-time employees and for new employees within the 6-month or 3-month probationary
periods and annually thereafter. This staff form is used for all Booth staff and is organized into seven
sections:
I.
II.
III.
IV.
V.
VI.
VII.
VIII.
IX.
Booth Objectives includes five general characteristics of what is necessary for successful
performance.
Booth Objectives for Individuals with Direct Reports includes five general characteristics of what
is necessary for successful performance as a supervisor / manager.
Individual Job-Specific Objectives includes projects, initiatives and areas for development for
individual employees.
Most Effective Performance Areas and Performance Improvement Areas summarize the range
of the employee’s evaluation from greatest strengths to weaknesses.
Performance Development provides space for capturing performance management plans.
Supervisor’s Comments provides space for supervisors to provide any general comment not
already captured in the evaluation.
Employee’s Comments provides space for employees to comment on his/her evaluation.
Overall Rating summarizes the overall rating of the employee’s evaluation.
Signatures verify the final version of the evaluation for file.
This form was designed to capture the most significant elements of successful performance at Chicago
Booth. It is not an exhaustive list of all the elements of every job. It is recommended that the employee’s
job description is reviewed in conjunction with the performance review.
There are four evaluation levels to ensure clear communication to employees:
 Exceeds Expectations
 Meets Expectations
 Needs Improvement
 Unsatisfactory
Exceeds Expectations is to be used very rarely as the expectations for a Booth employee are already at a
very high standard. When an employee receives an Unsatisfactory rating it should include a time frame and
plan for improvement.
Directions: This is a locked form. To move from one field to the next, use the “tab” key. To back up, hit
“shift/tab.” For the evaluation boxes, please mark one of the 4 options. The Comments section is
expandable. When you input data, the form contracts/expands without the need to reformat. Once the
document is complete, page breaks should be adjusted as necessary.
Booth Staff Performance Evaluation w/Direct Reports (rev 5/21/09)
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I.
Booth Objectives for Staff
OBJECTIVE
Job knowledge and competence: Understands and applies technical
concepts, operating procedures, and skills necessary to accomplish job
EVALUATION
< Select a Rating >
Examples:
Accountability/dependability: Understands priorities, meets deadlines;
manages time effectively and plans ahead for planned absences; is
punctual and reliable in maintaining schedules and attendance; adheres to
Booth policies and practices
< Select a Rating >
Examples:
Teamwork/Effective communication: Productively relates necessary
information to appropriate people; Works well with others in team efforts
< Select a Rating >
Examples:
Efficient and effective work quality/quantity: Produces accurate and
timely work with attention to detail, with appropriate levels of volume and
detail; identifies and obtains support to implement when needed
< Select a Rating >
Examples:
Professional manner and presentation: Responds well to feedback;
accepts guidance; projects a professional image
< Select a Rating >
Examples:
Booth Staff Performance Evaluation w/Direct Reports (rev 5/21/09)
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II.
Booth Objectives for Individuals with Direct Reports
OBJECTIVE
Leadership: Throughout the Booth community, sets and communicates
clear vision that corresponds with the overall direction of Booth; credits
contributions of others; sets a positive example
EVALUATION
< Select a Rating >
Examples:
Performance management: For members of his/her department, sets
clear priorities and goals; provides effective and timely feedback; manages
performance problems; utilizes strengths of individuals
< Select a Rating >
Examples:
Decision making / Problem solving: Analyzes problems, develops and
implements effective solutions
< Select a Rating >
Examples:
Resource management: Manages budgets and other resources
effectively
< Select a Rating >
Examples:
Staff development: Supports and encourages staff to learn new skills
and apply them on the job; encourages high performance in others
< Select a Rating >
Examples:
Booth Staff Performance Evaluation w/Direct Reports (rev 5/21/09)
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III.
Individual Job-Specific Objectives
OBJECTIVE
1)
EVALUATION
< Select a Rating >
Examples:
2)
< Select a Rating >
Examples:
3)
< Select a Rating >
Examples:
4)
< Select a Rating >
Examples:
5)
< Select a Rating >
Examples:
6)
< Select a Rating >
Examples:
Booth Staff Performance Evaluation w/Direct Reports (rev 5/21/09)
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IV.
Most Effective Performance Areas and Performance Improvement Areas
What is the most
effective / valuable
aspect of
performance?
What is the
performance area
that needs the
most
improvement?
V.
Performance Development Plans
How will strengths
be further
enhanced and how
will improvement
areas be
developed?
VI.
Supervisor’s Comments
Supervisor’s
comments
VII.
Employee’s Comments
Employee’s
comments
Booth Staff Performance Evaluation w/Direct Reports (rev 5/21/09)
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VIII.
Overall Rating < Select a Rating >
IX.
Signatures
Employee: ___________________________________________Date:______________
Supervisor: __________________________________________Date:______________
Note: Employee signature verifies that the employee has read the contents of this document and does not
necessarily imply agreement with the contents.
Booth Staff Performance Evaluation w/Direct Reports (rev 5/21/09)
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