Rate the employee’s performance of the following factors based upon expectations for the position. Generally, the majority of the factors should be rated as “Effective”. Where the employee’s performance has been evaluated as either “Highly Effective” or “Improvement Required”, the supervisor then includes a brief explanation in support of the rating. Highly Effective: Most performance objectives exceed expectations. Projects and objectives are completed in a manner that expands the scope and impact of the assignment and increases the contribution to the department/university. Effective: Generally, this describes performance that is competent and effective in meeting established expectations. Initiative, resourcefulness and good judgment are consistently exercised. Employee makes a solid, reliable and meaningful contribution to the department. Improvement Required: Performance falls below expectations on one or two job requirements and responsibilities. A performance improvement plan must be put in place with a specific timeline for improvement. Highly Improvement PERFORMANCE FACTORS Effective Explanation Effective Required Employee’s UNDERSTANDS AND SUPPORTS Self-Evaluation CORE VALUES Supervisor’s Evaluation Employee’s SKILLS/JOB KNOWLEDGE Self-Evaluation Supervisor’s Evaluation Employee’s Self-Evaluation QUALITY/QUANTITY OF WORK Supervisor’s Evaluation Employee’s COOPERATION Self-Evaluation Supervisor’s Evaluation Employee’s INITIATIVE Self-Evaluation Supervisor’s Evaluation Employee’s DEPENDABILITY Self-Evaluation Supervisor’s Evaluation Employee’s MOTIVATION Self-Evaluation
Rate the employee’s performance of the following factors based upon expectations for the position. Generally, the majority of the factors should be rated as “Effective”. Where the employee’s performance has been evaluated as either “Highly Effective” or “Improvement Required”, the supervisor then includes a brief explanation in support of the rating. Highly Effective: Most performance objectives exceed expectations. Projects and objectives are completed in a manner that expands the scope and impact of the assignment and increases the contribution to the department/university. Effective: Generally, this describes performance that is competent and effective in meeting established expectations. Initiative, resourcefulness and good judgment are consistently exercised. Employee makes a solid, reliable and meaningful contribution to the department. Improvement Required: Performance falls below expectations on one or two job requirements and responsibilities. A performance improvement plan must be put in place with a specific timeline for improvement. PERFORMANCE FACTORS Highly Effective Effective Improvement Required Explanation UNDERSTANDS AND SUPPORTS CORE VALUES Employee’s Self-Evaluation Supervisor’s Evaluation SKILLS/JOB KNOWLEDGE Employee’s Self-Evaluation Supervisor’s Evaluation QUALITY/QUANTITY OF WORK Employee’s Self-Evaluation Supervisor’s Evaluation COOPERATION Employee’s Self-Evaluation Supervisor’s Evaluation INITIATIVE Employee’s Self-Evaluation Supervisor’s Evaluation DEPENDABILITY Employee’s Self-Evaluation Supervisor’s Evaluation MOTIVATION Employee’s Self-Evaluation
GEORGIAN_COURT_STAFF_PERFORMANCE_APPRAISAL_-_Blank.docx