Stanford University
GOALS
COMPETENCIES
DEVELOPMENT
University Human Resources
Performance Evaluation Form
EMPLOYEE NAME
DATE STARTED IN THIS POSITION
DEPARTMENT
MANAGER
REVIEW PERIOD
EVALUATION
RATINGS
SCALE
Type Employee Name Here
Type Date Here
Type Department Name Here
Type Manager Name Here
Month Day Year – Month Day Year
EXCEPTIONAL • Performance consistently exceeds most or all objectives and expectations.
Notable, visible and excellent contributions are widely recognized in the organization. Produces
high impact results and demonstrates desirable behaviors.
EFFECTIVE • Performance consistently meets and/or sometimes exceeds all objectives and
expectations. Produces or exceeds expected results while demonstrating expected behaviors.
Solid contributions are recognized in the organization.
SOMEWHAT EFFECTIVE • Performance meets many but is inconsistent in meeting all
performance objectives and behavioral expectations. Improvement and/or growth is needed.
DOES NOT MEET PERFORMANCE STANDARDS • May have met some performance objectives
but overall failed to meet performance and behavioral expectations. Immediate action is
required to improve performance and/or behavior.
TOO NEW TO RATE • Employee has not been in this position long enough to rate.
©Copyright Stanford University 2011
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GOALS
COMPETENCIES
DEVELOPMENT
ORGANIZATIONAL GOALS, MISSION, OR GUIDING PRINCIPLES
University HR Mission
Stanford Human Resources supports the University’s mission of excellence in teaching,
research, and patient care through strategic, innovative, and flexible policies, practices,
programs, and services that:
 Attract, develop, reward and retain a diverse and talented workforce
 Foster a productive work environment where people feel valued
 Support the changing nature of work and the workplace environment
 Add value, and reflect good stewardship of resources
 Are fair, ethical and legally compliant
University HR Goals
Our clear commitment is to contribute to
Stanford University’s mission by:
 Strengthening leadership and management
capabilities
 Enhancing the quality of the employee
experience
 Improving the quality of HR services
throughout the community
 Manager writes organizational goals here.
EMPLOYEE S.M.A.R.T. GOALS (maximum of 6)
GOAL 1
SUGGESTED ACTION
MID-YEAR CHECK-IN
YEAR-END ACCOMPLISHMENTS
Write goal one here
 Write suggested action here
 Employee updates at mid-
 Employee updates at year-
year
end
MANAGER COMMENTS
YEAR-END RESULTS RATING
Manager comments here at mid-year and year-end
SELECT ONE
GOAL 2
SUGGESTED ACTION
MID-YEAR CHECK-IN
YEAR-END ACCOMPLISHMENTS



MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
GOAL 3
SUGGESTED ACTION
MID-YEAR CHECK-IN
YEAR-END ACCOMPLISHMENTS



MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
GOAL 4
SUGGESTED ACTION
MID-YEAR CHECK-IN
YEAR-END ACCOMPLISHMENTS



MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
GOAL 5
SUGGESTED ACTION
MID-YEAR CHECK-IN
YEAR-END ACCOMPLISHMENTS



MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
GOAL 6
SUGGESTED ACTION
MID-YEAR CHECK-IN
YEAR-END ACCOMPLISHMENTS



MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
OVERALL GOALS RATING (YEAR-END ONLY):
©Copyright Stanford University 2011
SELECT ONE
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GOALS
COMPETENCIES
DEVELOPMENT
EMPLOYEE COMPETENCIES (maximum of 8)
COMPETENCY 1
MID-YEAR CHECK-IN / BEHAVIORAL EXAMPLES
YEAR-END REVIEW / BEHAVIORAL EXAMPLES
Models Stanford Values & Ethics
 Employee updates at mid-year
 Employee updates at year-end
MANAGER COMMENTS
YEAR-END RESULTS RATING
Manager comments here at mid-year and year-end
SELECT ONE
COMPETENCY 2
MID-YEAR CHECK-IN / BEHAVIORAL EXAMPLES
YEAR-END REVIEW / BEHAVIORAL EXAMPLES
Drives Innovation & Change


MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
COMPETENCY 3
MID-YEAR CHECK-IN / BEHAVIORAL EXAMPLES
YEAR-END REVIEW / BEHAVIORAL EXAMPLES
Displays Courage & Conviction


MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
COMPETENCY 4
MID-YEAR CHECK-IN / BEHAVIORAL EXAMPLES
YEAR-END REVIEW / BEHAVIORAL EXAMPLES
Drives Results


MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
COMPETENCY 5
MID-YEAR CHECK-IN / BEHAVIORAL EXAMPLES
YEAR-END REVIEW / BEHAVIORAL EXAMPLES
Builds & Maintains Relationships


MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
COMPETENCY 6
MID-YEAR CHECK-IN / BEHAVIORAL EXAMPLES
YEAR-END REVIEW / BEHAVIORAL EXAMPLES
SELECT ONE


MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
COMPETENCY 7
MID-YEAR CHECK-IN / BEHAVIORAL EXAMPLES
YEAR-END REVIEW / BEHAVIORAL EXAMPLES
SELECT ONE


MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
COMPETENCY 8
MID-YEAR CHECK-IN / BEHAVIORAL EXAMPLES
YEAR-END REVIEW / BEHAVIORAL EXAMPLES
SELECT ONE


MANAGER COMMENTS
YEAR-END RESULTS RATING
SELECT ONE
OVERALL COMPETENCIES RATING (YEAR-END ONLY):
©Copyright Stanford University 2011
SELECT ONE
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GOALS
COMPETENCIES/
SKILLS/
BEHAVIORS
COMPETENCIES
ACTION TYPE
DEVELOPMENT
WHAT SUPPORT AND/OR RESOURCES
DOES EMPLOYEE NEED
TO BE SUCCESSFUL?
ACTION PLAN
SELECT ONE
SELECT ONE

SELECT ONE
SELECT ONE


SELECT ONE
SELECT ONE


Text here
Text here


Text here

Text here
EMPLOYEE GROWTH ASPIRATIONS
WHAT ARE YOUR GREATEST STRENGTHS?
 Employee writes here
WHAT ARE YOUR SHORT-TERM AND LONG-TERM GROWTH ASPIRATIONS?
 Employee writes here
WHAT SUPPORT WOULD YOU LIKE FROM YOUR MANAGER TO HELP YOU ACHIEVE YOUR GROWTH ASPIRATIONS?
 Employee writes here
MANAGER COMMENTS ON THE EMPLOYEE’S GROWTH ASPIRATIONS
Manager comments here
DEVELOPMENT PLAN ACCOMPLISHMENTS MID-YEAR:

Employee writes here

Manager writes here
DEVELOPMENT PLAN ACCOMPLISHMENTS YEAR-END

Employee writes here

Manager writes here
©Copyright Stanford University 2011
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ADDITIONAL COMMENTS, FINAL RATINGS, AND SIGNATURES
EMPLOYEE COMMENTS (ADDITIONAL COMMENTS NOT CAPTURED IN PREVIOUS SECTIONS)
Employee writes here
MANAGER COMMENTS (ADDITIONAL COMMENTS NOT CAPTURED IN PREVIOUS SECTIONS)
Manager writes here
OVERALL YEAR-END RATING
SELECT ONE
SIGNATURES
GOALS AND DEVELOPMENT
Employee*
//Signature//
date
Manager
//Signature//
date
MID-YEAR CHECK-IN
Employee*
//Signature//
date
Manager
//Signature//
date
YEAR-END REVIEW
Employee*
//Signature//
date
Manager
//Signature//
date
Second-level
Manager
//Signature//
date
* I have reviewed this document, discussed the contents with my Manager and acknowledge this with my signature. My signature does not
indicate that I agree with my Manager’s assessment of my performance.
©Copyright Stanford University 2011
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