CUPE 5791 Annual Performance Review
Name:
Employee ID #
Job Title:
Department/Faculty:
Supervisor/Manager:
Rating for the Period Ending:
Review Date:
Review of Year-End Results
Setting Goals: Supervisor and employee identify 3 to 5 goals important to achieve for the coming year. Please select from list
of employee expectations on Page 2. If you are a supervisor, Page 3 lists the expectations you will also be evaluated on.
Example: The following statement is an example of a responsibility of an operations phase four position:
Provide administrative support to the Dean’s Office, including effective priority management, correspondence and
documentation preparation and distribution.
Goal: All outgoing documents will appear professional in their format and appearance. There will be zero proofreading
errors and will be distributed within 48 hours of their request.
Review Results: Supervisor formally reviews results of employee goals at year-end and completes this evaluation.
Definitions of Performance Ratings
Exceeds Expectations
Consistently exceeds expectations. A role model and inspiration to others.
Meets Expectations
Successfully meets goals, delivers an overall solid performance.
Needs Improvement
Has not always met expectations and goals. Demonstrates some skills and abilities required. Plans developed to improve
performance.
Unsatisfactory
Has not displayed the necessary knowledge, skills abilities and/or commitment. Immediate and sustained improvement is
needed.
**Please ensure the Conflict of Interest, Conflict of Commitment, and Confidentiality Declaration form is attached**
Updated October 2015
1
Expectations
Client/student services

Responsive to client needs, interacts effectively and courteously. Takes personal responsibility for delivering quality service.

Follows through on client inquiries, requests, and complaints.

Corrects problems promptly and positively.

Monitors client satisfaction.
Evaluation of Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
Dependability

Schedules time off in advance.

Arrives by scheduled start time every day and leaves at approved time.

Follows department call-in procedures when absent.

Demonstrates dependability on the job.
Evaluation of Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
Work Quality/Job Knowledge

Produces clear and accurate work that demonstrates knowledge and skills necessary to perform the job effectively.

Effectively performs duties and responsibilities.

Demonstrates accuracy and thoroughness.

Applies feedback received to improve performance.

Develops additional skills necessary to adapt to changing technology.
Evaluation of Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
Teamwork and Working Relationships

Develops and maintains effective working relationships with supervisors and co-workers.

Shares information and resources with others.

Promotes team cooperation.

Willing to set aside personal agenda to support the team consensus.

Uses tact and diplomacy in working with others.

Shows commitment to team success.
Evaluation of Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
**Please ensure the Conflict of Interest, Conflict of Commitment, and Confidentiality Declaration form is attached**
Updated October 2015
2
Communications

Effectively conveys ideas, information, and/or instructions to others.

Actively listens to suggestions and feedback from others and responds appropriately.

Presents information clearly and concisely and is able to communicate effectively in all situations.

Participates in meetings effectively

Contributes to establishing a favourable communication environment.
Evaluation of Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
Decision Making and Problem Solving

Demonstrates sound judgment in making timely decisions and solving problems within the scope of authority.

Gathers and analyzes relevant data to recommend and/or implement workable solutions within scope of authority.

Decisions made align and support the overall purpose and goals of the Department.
Evaluation of Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
Support of Respectful Workplace

Demonstrates a respect for the value of individuals regardless of their background or culture.

Contributes to processes that create and support a diverse environment.

Participates in all diversity programming and activities.
Evaluation of Expectations
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
**Please ensure the Conflict of Interest, Conflict of Commitment, and Confidentiality Declaration form is attached**
Updated October 2015
3
EXPECTATIONS – SUPERVISORS (SUPERVISORS ONLY)
Relationships with Staff

Effectively communicates the Department mission, vision and goals as a guide in providing direction to others.

Creates a supportive environment for diverse employees.

Encourages teamwork and group activities where appropriate.

Is accessible to staff.

Staff issues are respectfully dealt with and resolved.
Evaluation of Expectations (Supervisors Only)
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
Staff Development

Strives to achieve a qualified effective diverse and team-driven staff at all levels.

Staff are appropriately trained for their assignments.

Provides direction and delegates effectively.

Encourages staff to accept new challenges, to grow and develop.
Evaluation of Expectations (Supervisors Only)
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
Performance Management

All staff understand dept/supervisor expectations of what work is to be done.

Encourages staff to bring forward ideas for improvements.

Staff are provided with on-going feedback on a day to day basis.

All staff receive positive recognition when warranted.
Evaluation of Expectations (Supervisors Only)
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Comments
**Please ensure the Conflict of Interest, Conflict of Commitment, and Confidentiality Declaration form is attached**
Updated October 2015
4
Overall Performance Rating
Exceeds Expectations
Consistently exceeds expectations. A role model and inspiration to others.
Meets Expectations
Successfully meets goals, delivers an overall solid performance.
Needs Improvement
Has not always met expectations and goals. Demonstrates some skills and abilities required. Plans developed to improve performance.
Unsatisfactory
Has not displayed the necessary knowledge, skills abilities and/or commitment. Immediate and sustained improvement is needed.
Recommendation of Supervisor:
Grant regular increment (if eligible)
Yes
No
Conflict of Interest, Conflict of Commitment, and Confidentiality Declaration form attached
Comments
Future Focus: Next Year’s Goals
**Please ensure the Conflict of Interest, Conflict of Commitment, and Confidentiality Declaration form is attached**
Updated October 2015
5
Performance Improvement Plan
A written Performance Improvement plan should be developed and included in this space if the employee receives one or more ratings of
“Needs Improvement” or “Unsatisfactory”. The Performance Improvement Plan should identify:
1. The particular areas of performance in need of improvement and examples of where the performance has not met expectations.
2. Specific steps the employee should take to improve performance, including ways that you as the supervisor will help or support the
employee;
3. The time frame by which improvement is expected; and
4. Date of an interim evaluation to discuss and assess progress on the Performance Plan.
Performance Improvement Plan
Example for Operations phase 4 position:
The performance plan identified that the employee had not attained a working level of competency using Banner. The performance
improvement plan was to:
Take Banner training and work with Information Services to complete weekly assignments over a 6 week period. Achieve an 80% or above
on a Banner competency test by June 16, 2007.
Action Plans/Training and Development Goals
This area is for planned training and activities designed to enhance the career development and further the goals of the employee.
Employee Comments/Responses
(Attach additional page(s) if required)
**Please ensure the Conflict of Interest, Conflict of Commitment, and Confidentiality Declaration form is attached**
Updated October 2015
6
Signatures
Employee Signature
______________________________________________
Date__________________________
I have read and discussed this appraisal with my supervisor and I understand its contents. My signature means that I have been advised of
my performance status and does not signify concurrence with this review.
Supervisor Signature
______________________________________________
Date___________________________
**Please ensure the Conflict of Interest, Conflict of Commitment, and Confidentiality Declaration form is attached**
Updated October 2015
7