UNIVERSITY OF MINNESOTA CROOKSTON CIVIL SERVICE PERFORMANCE APPRAISAL FORM Employee Name Employee ID Job Class No. Time Period Being Reviewed Department Name Department Entity Class Title Annual Performance Appraisal Probationary Appraisal INSTRUCTIONS Effective evaluation of job performance is an on-going process. Annually, each manager/supervisor is required to provide a summary of progress toward meeting job expectations. Most employees desire feedback regarding his/her level of performance. The evaluation form has been designed to be used as a tool to assist you in identifying and communicating employee strengths, areas for improvement, and important work goals. Part I Employee self-assessment: The employee should complete this section and submit it to the supervisor prior to the performance meeting. – Part II Supervisor assessment – Roles and responsibilities: Reflect key responsibilities/tasks specific to this position. Use the rating scale for each area based on performance during the evaluation period. Competencies: Reflect important competencies relevant to the position. Use the rating for each one based on performance during the evaluation period. Part III Work goals for next year/evaluation period: Enter the performance goals for the next period to be evaluated. Individual goals should align with – important department and campus priorities.
UNIVERSITY OF MINNESOTA CROOKSTON CIVIL SERVICE PERFORMANCE APPRAISAL FORM Employee Name Employee ID Job Class No. Time Period Being Reviewed Department Name Department Entity Class Title Annual Performance Appraisal Probationary Appraisal INSTRUCTIONS Effective evaluation of job performance is an on-going process. Annually, each manager/supervisor is required to provide a summary of progress toward meeting job expectations. Most employees desire feedback regarding his/her level of performance. The evaluation form has been designed to be used as a tool to assist you in identifying and communicating employee strengths, areas for improvement, and important work goals. Part I – Employee self-assessment: The employee should complete this section and submit it to the supervisor prior to the performance meeting. Part II – Supervisor assessment Roles and responsibilities: Reflect key responsibilities/tasks specific to this position. Use the rating scale for each area based on performance during the evaluation period. Competencies: Reflect important competencies relevant to the position. Use the rating for each one based on performance during the evaluation period. Part III – Work goals for next year/evaluation period: Enter the performance goals for the next period to be evaluated. Individual goals should align with important department and campus priorities.
civil-service-performance-appraisal-form.docx