Performance Evaluation

Non-Supervisory

Employee Name *
Date of Hire
Evaluator Name *
Evaluation Date
Review Period *
To
The purpose of conducting the performance evaluation is to develop better communication between the employee and the supervisor; improve the quality of work; increase productivity; and promote employee development.

Consider the employee’s performance in each category and designate the level of performance that most accurately describes his/her job performance. Give careful consideration to each category before choosing the rating. The following is a description of each level of performance:

Rating Scale

Outstanding (5 points) – Consistently exceeds job expectations
Makes suggestions for new systems and ensures full implementation, consistently pursues professional development opportunities and applies knowledge/skills with others, regularly volunteers for additional duties and completes them, consistently creates value for programs and Agency internally and externally, constantly seeks opportunities for positive recognition for programs and Agency, consistently leads by example and develops skills in others.

Commendable (4 points) – Exceeds minimal requirements of the job
Willingness to take on other duties as needed, recommends or supports new ideas to improve systems, emerging leadership skills, produces excellent work with enthusiastic discipline, pursues own professional development, considers needs of Agency and/or client above own, recognizes and addresses gaps in communication.

Meets Requirements (3 points) – Proficient in the job function
Effective communicator, able to problem solve independently, stays on task, meets timelines and deadlines as assigned, reliable and timely, consistent level of accuracy, positive, flexible, values and supports mission statement.

Needs Improvement (2 points) – Fails to perform the job at an acceptable level
Lack of effective communication, unwillingness to accept personal responsibility, needs constant reminders, lack of follow through to meet qualifications, requires close supervision, skill set needs to be further developed, inconsistent job performance, difficulty setting priorities and managing time.

Unsatisfactory (1 point) – Does not meet the minimal requirement
Consistent poor communication, repeatedly not responding to training and instruction, inadequate skill set and not responsive to constructive guidance, neglects company and program policy, consistent poor work initiative.

Part I. Last Period’s Goals/Results


Rate the accomplishment of each of the job performance goals/key responsibilities established at the beginning of the period and 3-5 new goals established during the review period. Note any modifications to the original goals/ objectives.

Provide comments for each goal, supporting the planned conversation.
Goal
Priority
Measure of success
Comments
Goal
Priority
Measure of success
Comments
Goal
Priority
Measure of success
Comments

Part II. Rate each area. Supporting comments are needed.

Productivity:

Volume of acceptable work: performs duties and responsibilities with a high level of efficiency; without jeopardizing quality; recommends areas for improvement.
Comments:

Job Knowledge:

Skills and knowledge required for the job; understands and implements the required duties, responsibilities, skills, policies and procedures as outlined in the job description.

Comments:

Service focus:

Values the importance of our mission and delivering highquality, innovative services to internal and external clients; understands the needs of the client; customer service focus.

Comments:

Quality of Work:

Thoroughness and accuracy of work performed; results are consistently timely within acceptable quality standards, work is organized and work area is neat.

Comments:

Teamwork:

Cooperation and flexibility; seeks to collaborate and offer assistance to others on a regular basis; actively contributes to achieving team goals and objectives.

Comments:

Communication:

Connects with peers, subordinates, and customers; actively listens, clearly and effectively shares information; demonstrates effective oral and written communication skills.

Comments:

Initiative:

Interested and willing to learn; does what needs to be done without being asked. Takes responsibility for independent action; anticipates potential opportunities and/or problems; seeks additional tasks/ responsibilities as time permits.

Comments:


Overall Performance

Overall score of the person’s ability to perform his/her job.
Outstanding
31 - 35
Commendable
25 – 30
Meets Requirement
19 - 24
Needs Improvement
13 - 18
Unsatisfactory
7 - 12
Productivity
Job Knowledge
Service Focus
Quality of Work
Teamwork
Initiative
Communication
Total Score
Job Rating
The Development Plan:
  • Is established and agreed upon by a manager and employee at the end of the performance year.
  • Describes the development needed and how the individual will develop (i.e., through training, special assignments, coaching, etc.)
  • Identifies the skill or behavior improvement areas an individual needs to perform in their current job or prepare for a future job.
Area for Development
Describe Development Activities

Part III. Next Steps


Next Period's Goals/Key Responsibilities
Enter the performance goals for the next performance period to be reviewed. Individual goals and objectives should align with those of the department and the agency. Indicate the priority (i.e., highmedium-low) for each goal based on criticality to department goals, organization mission, and/or customer need.
Goal
Priority
Timeframe
Measure of success
Comments
Goal
Priority
Timeframe
Measure of success
Comments
Goal
Priority
Timeframe
Measure of success
Comments
Supervisors Comments:
Employee Comments on any aspect of the performance evaluation:
Employee's Signature  
Date
Manager/Supervisor 
Date
Program Director’s
Date
Human Resources Signature 
Date


The employee being reviewed is to receive a copy of the completed form and
one copy shall be placed in the personnel file.