PSRP Probationary or Trial Period

Performance Evaluation Form

Per the PSRP Collective Bargaining Agreement:

Probationary employees must be evaluated at the conclusion of the first six (6) months of employment. A second evaluation shall be made two (2) weeks prior to the completion of the probationary period, if the employee still remains in the position at that time.

Transferred and promoted employees serve a six (6) month trial period. The supervisor shall evaluate these employees at the conclusion of three (3) months of employment in the position. A second evaluation shall be made approximately two (2) weeks prior to the completion of the trial period.

Employee Name: / Supervisor’s Name:
Title: / Title:
Hire date: Month: Year:
/ Time supervising this employee:
Years: Months:
Trial Period Review:
3 Month / 6 Month
/ Probationary Review:
6 Month / 12 Month / Other
Department/Unit:
Identify any changes to this position that occurred during the review period:
Describe any changes to the position that are anticipated to occur in the upcoming review period:

Identify performance targets and results achieved

Performance Targets / Results / Status*

*Status: ET = Exceeded Target MT = Met Target BT = Below Target U = Unacceptable

Describe Accomplishments:
Identify Opportunities for Improvement:

Rate the Performance Areas listed below using the following scale. Include comments supporting your rating and provide a plan to improve performance.

U = Unsatisfactory / D = Developing / S = Satisfactory
Major shortcomings in performance will require reassignment or separation if plans for progress are unsuccessful / Improvement needed in some key job area(s). Considerable guidance and supervision are required. / Work performance consistently fulfills expectations and periodically may exceed them. Work is of high quality in all significant areas of responsibility.
Evaluation
S= Satisfactory
D = Developing
U = Unsatisfactory / Performance Area
Job Knowledge
Displays understanding of the requirements, methods, systems and technology pertaining to the job. Has the technical knowledge necessary to perform the duties of the work assignment. Follows work procedures to complete assigned tasks. Uses appropriate judgment and problem solving skills. Is appropriate in the use and care of all equipment.
Comments:
Development Plan:
Evaluation
S= Satisfactory
D = Developing
U = Unsatisfactory / Performance Area
Quality and Quantity of Work
Able to perform varying quantities of work thoroughly and accurately. Gives attention to detail. Performs work with few, if any, mistakes. Attentive to accuracy under pressure. Work seldom has to be redone. Uses time effectively. Able to handle several assignments simultaneously. Able to prioritize assignments.
Comments:
Development Plan:
Evaluation
S= Satisfactory
D = Developing
U = Unsatisfactory / Performance Area
Initiative
Suggests new methods and procedures to accomplish work. Anticipates problems and devises solutions. Able to take on new work without supervision. Works well with a minimum of supervision. Is assertive and persistent in job related functions that require action.
Comments:
Development Plan:
Evaluation
S= Satisfactory
D = Developing
U = Unsatisfactory / Performance Area
Adaptability
Demonstrates the ability and willingness to perform a variety of work; learns new duties, and adjusts to changing policies, procedures, technology and other conditions; functions appropriately and effectively under pressure/stress.
Comments:
Development Plan:
Evaluation
S= Satisfactory
D = Developing
U = Unsatisfactory / Performance Area
Dependability
Reports to work on time. Observes breaks and working hours. Uses leave time appropriately. Provides timely notification of absence. Completes work assignments on time.
Comments:
Development Plan:
Evaluation
S= Satisfactory
D = Developing
U = Unsatisfactory / Performance Area
Interpersonal Relations
Establishes rapport with supervisor(s), staff, students and others. Ability to listen and empathize with others. Ability to accept and implement constructive criticism. Courtesy and cooperation demonstrated in working with others.
Comments:
Development Plan:
Evaluation
S= Satisfactory
D = Developing
U = Unsatisfactory / Performance Area
Communication
Uses efficient and effective written and verbal communication skills. Displays discretion, tact and sensitivity to the feelings of others.
Comments:
Development Plan:
Evaluation
S= Satisfactory
D = Developing
U = Unsatisfactory / Performance Area
Other
Maintains confidentiality. Adheres to program guidelines, safety procedures, board policies, administrative rules, and state and federal laws. Display interest in and enthusiasm for job and MATC.
Comments:
Development Plan:

Set performance targets for next review:

Performance Targets

Overall Performance Rating:

Satisfactory / Work performance consistently fulfills expectations and periodically may exceed them. Work is of high quality in all significant areas of responsibility.
Developing / Improvement needed in some key job area(s). Considerable guidance and supervision are required.A plan to correct performance must be outlined and monitored, and timelines established to improve performance.
Unsatisfactory / Major shortcomings in performance will require reassignment or separation if plans for progress are unsuccessful.

This is an interim (3 or 6 month) evaluation. This employee continues on probation.

This employee has successfully completed the probationary or trial period.

This employee has not successfully completed the probationary or trial period. (Human Resources review

required)

Employee’s Comments/Reactions
(Optional. If employee wishes to do so, any comments concerning the appraisal may be indicated in this section, or by an attachment.)
I have read and discussed this evaluation with my supervisor and I understand its contents. My signature means that I have been advised of my performance status and does not necessarily imply that I agree with either the appraisal or the contents.
Employee’s Signature Date
Supervisor’s Comments
Supervisor Signature Date

Send original form to HR, copies to employee and supervisor