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Staff Performance Appraisal Form
Distribution: Original – Human Resources Copy – Supervisor Copy - Employee
RATING FACTORS
THE FOLLOWING ARE CONDITIONS THAT SHOULD BE CONSIDERED WHEN ASSESING THE EMPLOYEE’S
PERFORMANCE:
JOB KNOWLEDGE: In depth knowledge of all requirements of the job. How well does the employee understand all
phases of the job as defined by the performance standards set for the position
QUALITY OF WORK: Accuracy and neatness. Does the employee produce a high quality work product Is quality work a
priority for the employee
PRODUCTIVITY: Consider employee’s ability to prioritize and organize work effectively to meet assigned deadlines.
Were assignments timely completed and appropriate follow-up implemented Is the employee a self starter
DEPENDABILITY: Employee needs little or no direction. To what extent can the employee be relied upon to carry out
instructions; and the degree to which the employee can work with limited supervision
ATTENDANCE: Attendance and punctuality are very important in maintaining a normal work load and efficient schedule.
Employees are expected to report to work regularly and be ready to perform their assigned duties at the beginning of their
assigned work shift. Is the employee absent frequently Are the absences affecting his/her performance Does this pattern
constitute a hardship on the work environment
RELATIONS WITH OTHERS: Consider employee’s abilities to maintain a positive and harmonious attitude in the work
environment. How well does the employee relate to the supervisors, co-workers and the broader University community.
COMMITMENT TO SAFETY: To what extent has the employee adhered to the recommended safe work practices,
participated in safety training programs; and contributes to the recognition and control of hazard in his/her work area.
SUPERVISOR ABILITY: In the evaluation of this factor, consider the employee’s ability to organize, plan, train, delegate
and control the work of subordinates in an effective manner.
LEVELS OF PERFORMANCE
THE EMPLOYEE’ S PERFORMANCE SHALL BE RATED IN ONE OF THE FOLLOWING CATEGORIES:
EXCEED PERFORMANCE STANDARDS:
An evaluation resulting from overall performance which is significantly
above the performance standards of the position.
ACHIEVES PERFORMANCE STANDARDS – PROFICIENT: An evaluation resulting from performance which fully
meets
the performance standards of the position.
ACHIEVES PERFORMANCE STANDARDS – MARGINAL: An evaluation resulting from performance which barely
meets the performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.
BELOW PERFORMANCE STANDARDS: An evaluation resulting from performance which fails to meet
the minimum
performance standards of the position. The supervisor must contact the Division of Human Resources to initiate a
Performance Improvement Plan, which must be completed jointly by the employee and the supervisor.
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