Performance Planning and Appraisal Form

Employee: / Date: / Click here to enter a date. /
Position: / Manager:
Unit: / Evaluation Period:

Instructions

This form should be used to document performance goals for the current fiscal year and complete the annual Performance Appraisal. After the Performance Appraisal is finalized, the manager/supervisor should give a signed copy to the employee and to the unit’s Human Resource Administrator. In addition, the manager/supervisor should forward a copy to HR Records Administration.

Sections

  1. Performance Goals

Provide an assessment and rating for each goal.

  1. Performance Behaviors

Evaluate Performance Behaviors and provide comments.

  1. Overall Performance Rating

Determine the Overall Performance Rating for the review period.

  1. Performance Summary

Provide a summary of overall performance for the year.

  1. Performance Behaviors and Definitions
  2. Review the list of Performance Behavior definitions

RatingsandDefinitions

RATING / RATING DEFINITION
Exceptional
(EE) / Consistently exceeds goals and expectations. Demonstrates superior performance and routinely performs at a level above current responsibilities. Results have a substantial impact on the department, unit or University. Performance at this level occurs throughout the year.
Above Expectations
(AE) / Consistently meets and frequently exceeds goals and expectations. Delivers results that are beyond the scope of the current role and responsibilities. Produces results that involve extra, unique or innovative contributions and solutions.
Meets Expectations
(ME) / Consistently meets goals and expectations and may exceed one or more expectations. Goals and objectives were achieved or were offset by successful performance in other areas. Delivered important and valuable results throughout the year.
Needs Improvement
(NI) / Meets expectations for most goals but is below expectations for other goals. Acceptable performance in some areas but needs improvement in other areas. Performance is inconsistent across all expectations. Improvement is required in specific areas.
Below Expectations
(BE) / Does not meet most goals or expectations. Did not achieve expected overall results during the past year. Performance frequently fails to meet minimum requirements and expectations. Significant improvement required.
Not Applicable (NA) / Use in Section II only, when a performance behavior does not apply to a position.

I.Performance Goals

Use the space provided to document goals for the current fiscal year. Provide a rating and assessment for each goal established for the current fiscal year. Provide comments highlighting key accomplishments and results. Identify areas for improvement.

Rating / Goal:
EE
AE
ME
NI
BE
Manager:
Rating / Goal:
EE
AE
ME
NI
BE
Manager:
Rating / Goal:
EE
AE
ME
NI
BE
Manager:
Rating / Goal:
EE
AE
ME
NI
BE
Manager:
Rating / Goal:
EE
AE
ME
NI
BE
Manager:
Rating / Goal:
EE
AE
ME
NI
BE
Manager:

II.Performance Behaviors

All Staff

Provide a rating for each Performance Behavior. Provide comments in the space provided by describing highlights and impact on results. Identify areas of strength and opportunities for improvement.

Behavior / Rating
BE / NI / ME / AE / EE / NA
Accountable for Actions and Performance
Communicates Effectively
Partners and Teams with Others
Solves Problems Effectively
Puts Others First
Comment Section:

Staff with Direct Reports and/or Program or Department Responsibility

Provide a rating for each Performance Behavior. Provide comments in the space provided by describing highlights and impact on results. Identify areas of strength and opportunities for improvement.

Behavior / Rating
BE / NI / ME / AE / EE / NA
Builds and Leads Team
Leads Change
Manages Performance
Instills Program/Operational Excellence
Thinks and Plans Strategically
Comment Section:

III. Overall Performance Rating

Below Expectations / Needs Improvement / Meets Expectations / Above Expectations / Exceptional

IV.Performance Summary

Provide comments to summarize overall performance.

Employee Signature: / Date:
Supervisor Signature: / Date:
Next Level Manager Signature: / Date:

V.Performance Behaviors and Definitions - All Staff

Accountable for Actions and Performance:
Accepts responsibility for performance and results; gets the job done. Can be counted on to be where needed and when needed. Takes initiative to understand and produce results aligned to department priorities. Willingly adjusts to shifting priorities and changes in work.
Communicates Effectively:
Able to communicate ideas and information in an effective manner. Readily shares information and keeps people up to date. Listens attentively and demonstrates an understanding of others. Communicates clearly and effectively when speaking and writing.
Partners and Teams with Others:
Actively builds positive and productive relationships with members of department, unit and individuals outside of unit.Works collaboratively with others and contributes to a positive work environment. Gains cooperation and support from others. Manages conflict and confrontations skillfully. Works effectively with and treats people of varying backgrounds and perspectives fairly and works to understand viewpoints different from their own.
Solves Problems Effectively:
Uses an efficient process to solve problems. Makes effective, timely decisions based on sound judgment. Identifies causes of problems and develops solutions that effectively resolve them.
Puts Others First:
Focused on understanding the needs of others and follows through to meet commitments. Serves others well treating questions or requests with urgency and importance. Builds and maintains relationships with individuals of all levels at the University. Seeks feedbackand continuously searches for ways to improve processes, outcomes and service.

VI.Performance Behaviors and Definitions – Staff With Direct Reports and/or Program or Department Responsibility

Builds & Leads Team:
Recruits and selects the right people with the right skills at the right time for the team. Builds an environment of collaboration and trust. Offers challenging assignments and development opportunities. Effectively coaches and develops others to build skills and capabilities. Effectively manages conflict within the team, between individuals and groups outside of the department. Builds and manages teams effectively.
Leads Change:
Identifies and champions new initiatives. Uses effective methods to implement change and overcome resistance to change. Generates unique, innovative ideas and solutions to problems or opportunities. Implements changes that improve processes and results.Leads change by example.
Manages Performance:
Sets clear goals and identifies specific measures for expected results. Monitors work progress and accurately evaluates performance. Provides candid and constructive feedback. Effectively delegates tasks and decisions. Provides support and resources to achieve objectives. Acts decisively and fairly when dealing with performance problems.
Instills Program/Operational Excellence:
Creates the structure, processes and environment that enable organization success. Acquires and allocates resources to support achievement of objectives. Is knowledgeable about and effectively implements policies, practices, processes and systems to achieve results. Implements best practices to improve efficiency and outcomes.
Thinks and Plans Strategically:
Develops plans that balance long term goals and immediate priorities. Communicates a clear purpose for the organization and aligns staff roles to accomplish department priorities. Anticipates and plans for future conditions and circumstances. Keeps the big picture (University perspective) in mind when implementing initiatives. Understands the impact of external conditions affecting the University.

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