Employee Planning and Performance Appraisal Form

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PART I - IDENTIFICATION
Type of Appraisal
Probationary Employee Permanent Employee Temporary Employee
Employee 3 mo Annual Annual
Name

Appraisal 6 mo
Date

Classification 11 mo Additional Additional

Department

PART II - PERFORMANCE FACTORS

1. JOB SKILLS: Consider the utilization of skills needed to perform this job.
Exceptional skill in performing work in Adequate skills in performing normal Inadequate skills in performing job. Requires
related field. assignments. constant assistance.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

2. AMOUNT AND QUALITY OF WORK: Consider the amount and quality of work performed.
Consistently maintains an exceptionally high Efforts are often not acceptable because
standard of work that is well thought out and Produces good work and meets productivity certain factors have not been considered.
is of superior quality. Meets or exceeds requirements. Frequently fails to meet productivity
productivity requirements. requirements.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

3. PLANNING AND ORGANIZING WORK: Consider the ability to anticipate conditions, plan ahead, establish priorities, and meet deadlines.
Effective planner who completes work on Slow to complete assignments; has difficulty
Completes on-going assignments within
time even in the face of heavy workloads or meeting deadlines or accomplishing work
acceptable time limits.
short deadlines. within time limits.

Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

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4. ACCEPTANCE OF RESPONSIBILITY: Consider the willingness to accept responsibility for work that needs to be done.
Accepts responsibility even for difficult tasks
Often avoids taking a position or is unwilling
and takes full responsibility for actions; Accepts responsibility for tasks and role in
to support decision; consistently offers
doesn't avoid sensitive or complex decisions or recommendations.
excuses when results are unfavorable.
assignments.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

5. MEETING CHANGING DEMANDS OF THE WORK SITUATION: Consider the ability to adapt to changing situations.
Has unusual ability to adapt to new or Accepts procedural changes willingly; an
Resists changes in routine procedures; is
changing working conditions; effectiveness is innovator when conditions demand new
often flustered by changes in workload or by
seemingly unaffected by even extreme approaches; can cope with normal job
the pressure of deadlines.
demands and pressures. pressures.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

6. INTERPERSONAL SKILLS: Consider the ability and willingness to get along with and work with others.

Highly successful team worker with strong Will not go out of the way to help others;
Works well with others; sensitive to the needs
ability to promote cooperation and gain sometimes causes disruptions which diminish
of others; an active team worker; persuasive.
support for programs or goals when required. productivity of others.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

7. PROBLEM SOLVING/DECISION MAKING: Consider the application of decision making and problem solving abilities to assignment.
Effective in evaluating problems and
Judgement is technically sound and
developing technically sound solutions; Decisions frequently not reached in a timely
recommendations or decisions are timely and
decisions or recommendations are always manner; judgement is frequently unsound.
reflect proper consideration of alternatives.
workable as presented.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

8. WORKING WITHOUT CLOSE SUPERVISION: Consider the ability to perform assignments.

Check box if factor does not apply.

Anticipates work that needs to be done and
Performs well without detailed directions; can Not a self-starter; easily loses sight of the
follows through without prior instructions or
think through most situations and devise desired end product without detailed
guidance; develops solutions to even the
solutions to normal problems. instructions or constant guidance.
most complex problems independently.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

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9. WRITING SKILLS: Consider the ability to communicate effectively in writing.
Check box if factor does not apply.
Does not express thoughts well in writing;
Unusual ability to relate very complex Written work is acceptable, understandable,
work often requires rewrite because it is
thoughts or instruction clearly, logically, and and suitable for the intended recipient; only
unclear or incomplete; contains faulty
in a convincing manner. minimum rewrite is required.
grammar or unacceptable tone.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

10. SKILL IN ORAL COMMUNICATION: Consider the ability to communicate orally.

Check box if factor does not apply.
Makes excellent oral presentations; speaks Is not an effective speaker in group
Can hold own in discussions; makes position
effectively and convincingly; respects the discussions; does not communicate readily in
clear; evaluates questions and responds well.
ideas of others. face-to-face situations.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

11. CUSTOMER SERVICE: Consider the ability to provide courteous and discrete customer service.
Check box if factor does not apply.
Consistently demonstrates a high level of Consistently demonstrates a low level of
Demonstrates a satisfactory level of customer
customer service when interacting with customer service when interacting with
service when interacting with customers.
customers. customers.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

12. SUPERVISORY SKILLS: Consider the ability to plan, organize and direct the work of others.
Check box if factor does not apply.
Consistently excels at supervising employees. Fails to meet minimal supervisory skills.
Demonstrates satisfactory supervisory skills.
Treats all employees fairly. Regularly attends Frequently neglects supervisory
Usually attends to supervisory responsibilities.
to supervisory responsibilities. responsibilities.
Categories above are not adequate descriptors. (Describe behavior in "Examples/Overall Comments" section, below.)

EXAMPLES/
OVERALL
COMMENTS:

Comments regarding
problems with employee's
attendance, e.g., tardiness,
abuse of sick leave,
excessive time taken for
breaks, or other.

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PART III - OVERALL RATING

Generally needs
Possesses good
The employee readily Satisfactorily handles assistance on routine
understanding of the
grasps all aspects of assignments. assignments. Must Overall performance
job. Overall
the job. Overall Performance is equal obtain assistance to inadequate to meet
performance exceeds
performance is to the expected meet minimal the job requirements.
expected
exceptional. requirements of job. requirements of the
requirements of job.
assignment.

ADDITIONAL COMMENTS: (Must be completed)

1. What are the employee's strengths? Provide specific examples of major achievements during this review period.

2. If applicable, provide specific examples that occurred during this review period which demonstrates this employee's need for
improvement.

3. If applicable, what training or other learning experiences would you recommend for this employee's performance and development
plan?

4. What goals should the employee reach by the end of the next review period or other specific time line? Indicate preferred time line?

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PART IV - RECOMMENDATION
This is the last Performance Evaluation prior to employee being granted permanent status.

I, ________________________________________, recommend the granting of tenure (permanent status) to this employee as of

____________________. If there is a change in my recommendation I will notify the Human Resources Management Office immediately
and prior to _____________________.

PART V - EMPLOYEE COMMENTS/SIGNATURE

EMPLOYEE: I certify that this report has been discussed with me. I understand that my signature does not indicate
agreement.

COMMENTS:

Employee Signature Date

Department/Unit Evaluator's Appointing Authority's (MPP)

Signature and Date Signature and Date

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