Employee Name: Supervisor: Review Date: Period Covered:
I. GOALS AND REQUIREMENTS:
IN COLUMN (1) list items
from last Annual Review, or last Quarterly Review, if items have
changed.
IN COLUMN (2) indicate status of goals/requirements.
The following descriptors are recommended for recording a summary
status of performance goals, special projects, job/career development
activities, or maintenance of regular duties and responsibilities.
Progress Descriptors
Achievement Descriptors
A / Ahead of schedule B / Behind schedule C / Cancelled D / Done O / On track
E / Exceptional – Performance consistently
exceeds expectations; the results are broadly recognized within
the community as being highly valued. H / Highly Effective – Consistently
strong level of performance – goals are consistently
achieved, many times overcoming significant challenges. P / Proficient – Above average level
of performance – goals are consistently achieved. N / Needs Improvement – Commitments
have been missed without mitigating circumstances. U / Unacceptable - Regularly misses commitments. NA / Not applicable (Please explain).
IN COLUMN (3) you may note what employee has achieved
since the most recent Quarterly Review in relation to goals, projects,
etc. You may also note reasons why goals and requirements are not
being met.
PROGRESS TOWARD/ACHIEVEMENT OF GOALS AND REQUIREMENTS:
(1) Goals
(2) Descriptors
(3) Comments
Goals, projects, activities, requirements, duties
or responsibilities
Progress-related (A, B, C, etc.)
Achieve- related (E, H, P, etc.)
(Should address how work was done as well as what
was done.)
II. PERFORMANCE FACTORS
(These factors align with categories on the IS&T
Job Description)
The following behavior descriptors are to be used in evaluating
the employee in the performance factors which follow.
E / Exceptional – Behavior consistently exceeds
expectations of job level. A clear role model. H / Highly Effective – Behavioral competency
is generally demonstrated at levels exceeding expectations for
the position/job level. P / Proficient – Behavioral competency is
demonstrated at a level consistent with the position. N / Needs Improvement – Some behaviors
are inconsistently demonstrated. U / Unacceptable – Regularly demonstrates behaviors
inconsistent with expected competencies for the job level. NA / Not applicable – (Please explain).
Performance Factor
Descriptor
Comments
Knowledge, skills & expertise
Service orientation
Critical thinking and problem-solving
Collaboration
Communication effectiveness
Decision making
Influencing and leading
Responsibility and accountability
Supervisory skills (if applicable)
Other factors related to position (list)
III. SUMMARY RATING
With reference to the “Progress Toward/Achievement of Goals
and Requirements,” select the one achievement descriptor
that best describes the employee’s achievement of all the
goals and/or requirements throughout the entire performance review
year.
With reference to the “Performance Factors,” select
the one behavior descriptor that best fits the overall evaluation
of this staff member for all of those factors combined for the
entire performance year.
With reference to both the “Progress Toward/Achievement
of Goals and Requirements” on the first page and the “Performance
Factors” reviewed on the second page, and considering all
the areas discussed in this review and any others points you feel
are important, please summarize the assessment of this staff member’s
total effectiveness on the job for the year.
The following composite descriptors are to be used in establishing
the employee’s overall rating for the year. Please select the
one composite descriptor that best fits the overall evaluation of
this staff member for all of those factors combined for the entire
performance year.
E / Exceptional – Performance consistently
exceeds expectations in all dimensions – not only the specific
results, but how the results were achieved; the performance is broadly
recognized within the community as being unusual and highly valued.
A clear role model. H / Highly Effective – Consistently strong
level of performance – goals are consistently achieved, and
behavioral competencies are generally demonstrated at levels exceeding
expectations for the position. A role model for one or more of
IS&T strategic themes. P / Proficient– Goals
are consistently achieved and behavioral competencies are demonstrated
at a level consistent with the position and consistent with IS&T
strategic themes. N / Needs Improvement – Some goals may
have been missed and/or expected behaviors may be inconsistently
demonstrated. U / Unacceptable - Regularly misses commitments
and/or regularly demonstrates behaviors inconsistent with expected
competencies for the job level. Anyone with U rating is expected
to have a development plan to address gaps.
Overall Rating For The Performance Year
If there are any changes worth noting since the last annual review,
please comment on them.
Also, specifically comment on the conditions influencing the environment
in which the job was performed, i.e., degree of challenge presented.
IV. MUTI-RATER FEEDBACK (Optional)
Check, if attached
V. STAFF MEMBER'S COMMENTS
Each staff member is encouraged to express their views on their
performance review. Please use additional pages as necessary.
SIGNATURES:
Staff Member:
Date:
Supervisor:
Date:
Reviewed by Supervisor's Manager:
Date:
VI. COMMENTS OF SUPERVISOR’S MANAGER
(Optional)
Submit completed, signed form to your IST-HR-Team representative
by the last business day of the performance quarter. Attach a copy
to most recent Goals Document and any earlier Quarterly Reviews
for current performance year.
