EMPLOYEE PERFORMANCE REVIEW FORM
Baltimore City Public Schools
Employee’s Name:
Employee’s Job Title:
Date of Hire: ______________
Department:
Time in Current Position: _____ years _____months
Supervisor’s Name:
Supervisor’s Job Title:
Date of Review: _________________
Length of time you have supervised this employee:
Period of Review: from __________ to ___________
City Schools endorses the practice of annual performance reviews to:
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Communicate goals and objectives that are endorsed by supervisors and employees;
Identify and correct performance problems, plan career development, and promote job
satisfaction; and
Create a fair and objective basis for making decisions affecting compensation, promotions,
professional development or continued employment.
The following performance review form is used to provide feedback on the employee’s performance
during the past year. Supervisors are asked to use the rating scale below in evaluating the performance
factors.
PERFORMANCE RATINGS SCALE
5
Outstanding
4
Strong
3
Meets Expectations
2
Needs Improvement
1
Unsatisfactory
Consistently performs all aspects of the job responsibilities in a highly exceptional
manner.
Consistently performs all aspects of the job responsibilities in a manner well above
expectations.
Meets expectations and is progressing toward achieving all aspects of the job
responsibilities as expected.
Does only minimum that is expected for the job responsibilities; is not progressing in
a satisfactory manner in achieving specific responsibilities.
Not performing the job responsibilities in an acceptable manner. Overall performance
at this level may result in demotion or termination.
In the following sections, Supervisor assigns a rating to each characteristic as defined in the ratings scale
and must support the rating for any category with specific examples of the employee’s behavior or
performance in the “Comments” field.
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I. CRITICAL RESPONSIBILITIES AND OBJECTIVES
In table below, list the key duties, responsibilities and objectives set for this period and rate how the employee is
performing relative to those factors. Provide a narrative description of the employee’s performance with specific
examples in the Comments section.
Key Responsibility (specify below)
Rating
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
2
Comments
II. ADMINISTRATIVE AND MANAGERIAL GOALS AND OBJECTIVES
PERFORMANCE FACTORS
1. Supervisory and Leadership Skills
a. Takes charge and makes things happen through the effective action of others.
b. Performs required tasks in a timely and efficient manner.
c. Provides clear instructions and guidance.
d. Clearly communicates program/department and organizational goals to staff.
e. Delegates work effectively and reviews progress as required.
f. Serves as a role model in terms of objectivity, sensitivity, morale building, participation, incentives,
firmness, cooperation, and work ethic.
g. Promotes collaboration with others and builds consensus.
h. Develops and maintains relationships with staff, including central, regional and school-level, and the
community at large, including professional organizations, parents, and students.
2. Organizing and Planning
a. Organizes time effectively, sets appropriate objectives and balances multiple projects by setting
priorities.
b. Completes assignments in a timely manner and meets deadlines.
c. Able to structure his/her own activities and the activities of others.
d. Coordinates the use of resources in a way that maximizes productivity and efficiency.
e. Analyzes current and future needs; contributes to development of the program area’s strategic plan.
3. Problem Solving, Judgment and Decision Making
a. Identifies problems and recognizes symptoms, causes and alternative solutions.
b. Makes timely, creative, sound decisions even under conditions of risk and uncertainty.
c. Exercises professionalism and discretion.
4. Team and Interpersonal Skills
a. Interacts with others in ways that enhance understanding and respect.
b. Perceives the needs of others and responds appropriately.
c. Develops and maintains positive working relationships with others.
d. Has good conflict resolutions skills.
e. Develops and maintains relationships with staff, including central, regional, and school level staff, as
well as outside organizations, such as vendors and foundations.
f. Is flexible and cooperative with others.
g. Effective as both a leader and a team player.
h. Provides excellent customer service.
5. Communication and Presentation Skills:
a. Has strong and effective verbal and written communication skills.
b. Effectively obtains and disseminates information in a clear manner.
c. Keeps the appropriate people informed on important issues, challenges and opportunities.
d. Politely answers phone calls and appropriately responds to the needs of the caller.
e. Listens effectively; asks for clarification if necessary.
6. Resourcefulness and Initiative:
a. Identifies opportunities and goes after them.
b. Able to identify and obtain necessary resources to achieve objectives.
c. Able to adapt to changing conditions and maintain focus in the face of obstacles.
d. Works independently but seeks guidance or resources needed to complete assignments.
e. Willing to assume additional responsibility.
7. Evaluation skills:
a. Measures and evaluates results against plan.
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RATING
b. Appraises staff and provides effective feedback.
c. Recognizes level of performance and takes required corrective or developmental steps as needed.
8. Punctuality, Attendance, and Dependability
a. Demonstrates professionalism and follow through to completion of tasks
b. Maintains good attendance and punctuality.
c. Willingness to adapt work habits to changing environment and needs of the office.
d. Provides timely notice of planned and unplanned time off.
9. Neatness
a. Maintains an orderly workstation and assists the office in managing materials to create a welcoming and
safe work environment.
b. Maintains a neat personal appearance
10. Self-Improvement
a. Willing to learn new skills that would improve his/her support to the office.
b. Welcomes feedback from supervisors.
c. Volunteers for additional projects/responsibilities
11. Record-keeping and correspondence (Support staff only)
a. Effectively establishes and oversees administrative procedures to enhance the functioning of the office,
including record-keeping, reports, correspondence (email and hard copy), and operations.
b. Proactively manages the inbox of supervisors and other team members, if needed.
c. Files needed documents in a well-organized system, allowing those documents to be easily located.
III. OPERATIONAL GOALS (IF APPLICABLE)
PERFORMANCE FACTORS
13. Human Resources Management
a. Maintains and improves employee productivity, competence and utilization.
b. Possesses knowledge of how to navigate the HR processes (if applicable).
14. Financial/Budget Management
a. Addresses the management of financial resources to support the organization and its priorities in a
fiscally responsible manner.
b. Supports others in the effective use of financial resources.
c. Aware of key budget dates and other budget requirements and works to meet those deadlines.
15. Contracts and Purchasing
a. Understands and utilizes proper procurement methods.
b. Appropriately manages contract and RFP process.
16. Event Planning
a. Successfully coordinates all logistics – space, food, audiovisual, speakers, and handouts.
b. Maintains an appropriate system to manage participants and their workshop preferences.
c. Solicits necessary support/volunteers at the event.
d. Handles last minute emergencies and unexpected occurrences with professionalism.
17. Writing and Editing
a. Skilled at editing curriculum and communications to the field.
b. Successfully estimates the timeline needed to meet the delivery goal.
c. Understands and utilizes the appropriate protocols for inter-office and external communications.
Comments:
4
RATING
IV. INSTRUCTIONAL GOALS AND OBJECTIVES (IF APPLICABLE)
IMPROVE INSTRUCTIONAL AND SCHOOL PROGRAMS
18. Possesses deep knowledge and skill in curriculum development and implementation
19. Accomplished, proven results in planning and implementing professional development.
20. Possesses knowledge and thorough understanding of best teaching and learning practices in his/her field.
21. Knowledgeable about the range of instructional materials available and appropriate, and skilled in
selecting the most appropriate materials for a given program
22. Seeks to constantly analyze the needs of the field and differentiate support for individuals, schools, and
regional communities.
23. Understands adult learning theory and looks for opportunities to support, connect and extend learners
needs.
24. Uses data to continually assess and evaluate instructional programs.
Comments:
5
RATING
V. SUMMARY EVALUATION
Supervisor should summarize overall performance achieved during the year, noting particular strengths and contributions,
as well as any areas that need improvement and a plan for professional development.
OVERALL RATING ON PROFICIENCY IN CURRENT ROLE : ____
PERFORMANCE RATINGS SCALE- Based on the average of all ratings.
> 5.0
Outstanding
Consistently performs all aspects of the job responsibilities in a highly exceptional
manner.
4.0-4.9
Strong
Consistently performs all aspects of the job responsibilities in a manner well above
expectations.
3.0-3.9
Meets Expectations
Meets expectations and is progressing toward achieving all aspects of the job
responsibilities as expected.
2.0-2.9
Needs Improvement
Does only minimum that is expected for the job responsibilities; is not progressing in
a satisfactory manner in achieving specific responsibilities.
< 2.0
Unsatisfactory
Not performing the job responsibilities in an acceptable manner. Overall performance
at this level may result in demotion or termination.
SUMMARY EVALUATION/COMMENTS:
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VI. EMPLOYEE FEEDBACK (OPTIONAL)
Please respond to any of the evaluation ratings, comments, or other performance factors that were noted by your
supervisor. You may also provide suggestions for future professional development opportunities. If you need additional
space, you may attach a separate page for your comments.
VII. CRITICAL GOALS AND OBJECTIVES FOR NEXT REVIEW PERIOD
Supervisor and employee must set goals and objectives for next review period.
Goals and Objectives (including deliverables)
Timeframe or Deadline
JOB DESCRIPTION – Supervisor must check the appropriate box.
Job Description remains the same.
Job Description has been modified and is attached
ENDORSEMENTS
__________________________,
Employee Signature
_________________
Date
__________________________,
Executive Director Signature
_________________
Date
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__________________________,
Supervisor Signature
_________________
Date