PERFORMANCE EVALUATION FORM INSTRUCTIONS
PERFORMANCE EVALUATION FORMINSTRUCTIONS1) When you open the Evaluation in Adobe Reader, go to the menu and click “File” then “Save As.”Choose where you want to save the form. Save in following format: Type of EvaluationEmployee Number-Last Name, First Name MI-Date of Evaluation (yyyy-mm-dd format).pdfo Example: Annual Evaluation-0123456-Smith, John A-2011-07-11.pdfo This will need to be done separately for each employee.2) Review entire form prior to beginning evaluation process to determine whether employee shouldbe rated in the GENERAL DUTIES (sections 1 -5) or both GENERAL and LEADER DUTIES(sections 1 -9).3) Complete all blocks detailing Employee Name, Title, Purpose of Evaluation, etc.4) Rate employee on each trait from dropdowns and provide comments to support rating wherenecessary. The Goals and Objectives section is optional.5) Go to File - Print to print document for conversation with employee.6) Employee, Supervisor and Department Head should sign evaluation.7) Make two copies of the form, one for your records and one for the employee’s records.8) Completed evaluation should be uploaded online using the following web application — here.Please note that you will not be turning in paper forms to HR Records, but uploading completed evaluationsto the previously mentioned web application.NOTE: Employee may complete a Self Evaluation on the same form; however, it is notmandatory. Employee may also attach a separate document, if s/he prefers.Page 1 of 8
PERFORMANCE EVALUATION FORMAppraisal Period From:Appraisal Period To:Date:Employee Name:Employee ID Number:Job Title:Supervisor Name:Supervisor ID Number:Job Title:Date of Hire:Years in Present Job:Organization:PURPOSEThe Performance Evaluation Form is used to objectively measure an employee’s job performance.The evaluation is a written record of the employee’s job performance and facilitates communicationbetween supervisor and employee. The process should be used to motivate an employee and identifythe area(s) of employee strength, those that need improvement and establish job performance,training and development goals for the coming year. A periodic review of the employee’s workperformance by the supervisor gives everyone a better understanding of the employee’s capabilitiesand contributions to the department and UAB.RATING SCALEFailed to Meet ExpectationsMet Some ExpectationsMet ExpectationsMet All and Exceeded Some ExpectationsExceeded All ExpectationsSignificantly below criteria required for successful jobperformance/behaviorGenerally did not meet criteria relative to quality andquantity of job performance/behavior requiredMet criteria relative to quality and quantity of jobperformance/behavior requiredGenerally exceeded criteria relative to quality andquantity of job performance/behavior requiredSignificantly above criteria required for successful jobperformance/behaviorPage 2 of 8
GENERAL DUTIES (1-5)1. Job Knowledge, Skills & Judgment: Demonstrates knowledge of the tasks, procedures,processes, equipment, etc. necessary to effectively perform the job. Recognizes issues,problems, or opportunities and uses logical and sound judgment in determining appropriatecourse of action. Includes others in the decision making process as needed.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsComment:2. Quality of Work: Demonstrates accuracy and quality of work in general; ensures thoroughness,neatness, completeness of work. Adheres to the organization’s quality standards.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsComment:Page 3 of 8
3. Productivity, Efficiency & Dependability: Effectively manages one’s time and resources toensure that work is completed efficiently and at expected levels of output. Displays commitmentto the job by being available for work, doing it properly and completing it on time withoutcomplaint. Promotes teamwork by respecting and encouraging team members. Volunteers towork with others to get the job done.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsComment:4. Communication: Exhibits effective and appropriate verbal and written communication skills,listening skills. Checks understanding and presents information in a way that enhancesunderstanding.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsComment:Page 4 of 8
5. Other: Other area of focus for this position that is not reflected above to assist in assessingemployee performance.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsComment:This section is to be completed for management level positions only.LEADER DUTIES (6-9)6. Decision Making: Identifies and understands issues, problems, and opportunities. Uses logicaland sound judgment to make optimal decisions in a timely manner.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsNot ApplicableComment:Page 5 of 8
7. Planning & Organizing: Sets and/or executes the appropriate goals/vision for the department.Facilitates the implementation and acceptance of change. Analyzes work, develops plans of action,clearing obstacles or situations as needed, demonstrates good utilization of time. Understands thefunctions of the jobs within the department. Ensures employees have tools and resources to effectivelycarry out expectations of the job(s). Manages continuous improvement and quality processes.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsNot ApplicableComment:8. Personnel Management: Effectively and efficiently manages staff for assigned areas to ensurecommitment to diversity, adequate staffing, communication, training, evaluation, and discipline. Createsa motivating climate, achieves teamwork. Develops talent, skills and competencies of staff. Empowersindividuals and team, measures work in progress, solicits ideas from employees. Delegates according toindividual’s skill, knowledge, abilities. Provides timely feedback (positive and corrective) as needed/required.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsNot ApplicableComment:Page 6 of 8
9. Fiscal Management: Identifies and understands issues, problems, and opportunities. Useslogical and sound judgment to make optimal decisions in a timely manner.Rating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsNot ApplicableComment:GOALS AND OBJECTIVES (Optional)Previous Year: Specify any Goals and Objectives attributed to the job from the previous year.Comment:Upcoming Year: Specify any Goals and Objectives attributed to the job for the upcoming year.Comment:Page 7 of 8
OVERALL RATINGRating (select one):1-Failed to Meet Expectations2-Met Some Expectations3-Met Expectations4-Met All and Exceeded Some Expectations5-Exceeded All ExpectationsComment:Your signature below does not necessarily signify your agreement with the appraisal; it simplymeans that the appraisal has been discussed with you.Employee SignatureDateSupervisor SignatureDateDepartment Head SignatureDateReset FormPrint FormPage 8 of 8
The Performance Evaluation Form is used to objectively measure an employee’s job performance. The evaluation is a written record of the employee’s job performance and facilitates communication between supervisor and employee. The process should be used to motivate an employee and identify the area(s) of employee strength, those that need .
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PERFORMANCE EVALUATION FORM SUPERVISOR FORM I. PERFORMANCE EVALUATION Score the performance in each job factor below on a scale of 5-1 as follows: Type of Evaluation: Check a box below Dates Covered by Evaluation:
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Section 2 Evaluation Essentials covers the nuts and bolts of 'how to do' evaluation including evaluation stages, evaluation questions, and a range of evaluation methods. Section 3 Evaluation Frameworks and Logic Models introduces logic models and how these form an integral part of the approach to planning and evaluation. It also
Performance Evaluation Plan Reference Annex XIII 1. ‘ To plan, continuously conduct and document a performance evaluation, the manufacturer shall establish and update a performance evaluation plan. The performance evaluation plan shall specify the characteristics and the perfor
POINT METHOD OF JOB EVALUATION -- 2 6 3 Bergmann, T. J., and Scarpello, V. G. (2001). Point schedule to method of job evaluation. In Compensation decision '. This is one making. New York, NY: Harcourt. f dollar . ' POINT METHOD OF JOB EVALUATION In the point method (also called point factor) of job evaluation, the organizationFile Size: 575KBPage Count: 12Explore further4 Different Types of Job Evaluation Methods - Workologyworkology.comPoint Method Job Evaluation Example Work - Chron.comwork.chron.comSAMPLE APPLICATION SCORING MATRIXwww.talent.wisc.eduSix Steps to Conducting a Job Analysis - OPM.govwww.opm.govJob Evaluation: Point Method - HR-Guidewww.hr-guide.comRecommended to you b
Formal annual evaluation of performance The formal annual evaluation of employee performance and planning development comprises four parts: 1. Identifying and agreeing on Key Performance Indicators, and any goals and responsibilities to implement the service's QIP. 2. Preparing for the meeting. 3. The annual performance evaluation meeting. 4.
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