Major Duties and Responsibilities

This section is completed by the employee and approved by the immediate supervisor at the beginning of the performance year. Note: Please make sure that both the employee and the immediate supervisor are in agreement over major duties and responsibilities. Disagreements must be resolved before performance is evaluated.

This section can include Performance Standards set (1) and/or Performance Goals/Objectives set (2).

1. Performance Standards:  A standard by which to measure on-going performance of tasks and activities which happens over and over. For example, responding to written inquiries within three days or answering the phone within three rings.
2. Performance Goals/Objectives:   These measure performances on tasks or activities that, once completed, are replaced with new tasks or activities.  For example, installing a new software package, coordinating a new project to renovate a building, writing a paper for a publication, or leading a seminar.

Immediate supervisors should be sure to evaluate the full performance period and not just focus on the last month or two.

Level of Performance

This should be completed by the employee's immediate supervisor. The rating definitions are given below:

Outstanding:  Overall performance is characterized by exceptionally high quality and quantity of work in accomplishment of position duties; Assumes responsibilities which are beyond the position requirements; Uses job-related skills in an exceptional manner; Requires substantially less supervision than typical for the position.

Excellent:  Overall performance is characterized by high quality and quantity of work in the accomplishment of position duties; Uses job-related skills in more than acceptable manner; requires a degree of supervision that is somewhat less than typical for the position.

Fully Satisfactory:  Overall performance is characterized by acceptable quality and quantity of work in accomplishment of position duties; Uses job-related skills in an acceptable manner; Requires a degree of supervision that is typical for the position.

Less Than Satisfactory:  Overall performance indicates the employee fails to accomplish assigned position duties and/or uses job-related skills in an inadequate manner; Requires an inordinate amount of direct supervision in order to produce work of acceptable quality and quantity; The employee may possess the talent to earn a higher rating if special training and coaching is given or if the employee is transferred to another more suitable position.

Unsatisfactory:  Employee has had a reasonable period of time to improve performance; Employee continues to fail to accomplish assigned position duties and/or continues to use job-related skills in an inadequate manner.

Comments on Performance

This should be completed by the immediate supervisor. This is the place to make comments about the employee's performance relative to the duties and responsibilities. The appraisal of each element of job performance should be followed by comments explaining the evaluation and recommending specific areas of improvement or development if necessary.

The employee's immediate supervisor is the person who has actual first-hand knowledge of the employee's work and directly assigns job responsibilities, tasks, and projects that are being evaluated.