University of Utah Division of Human Resources

Non-Ranking Performance Evaluation Process

Performance Evaluation Instructions

  1. MEET WITH YOUR EMPLOYEE to explain the purpose of the performance evaluation process. Focus on the benefits to the employee, which include the following:
  • Provides a clear understanding of what is expected (few surprises).
  • Helps insure you have the training and support you need to do your best work.
  • Provides an opportunity to ask questions in a safe environment.
  • Provides an opportunity to inform and alert your manager on job issues.
  • Identifies areas for personal and professional growth.
  • Enhances teamwork by revisiting and refocusing on key goals.
  1. EMPLOYEE COMPLETES SECTION 1

This is an opportunity for the employee to list his/her goals, objectives, and accomplishments prior to the performance review discussion. The employee can also list other concerns that they want to address.

3. MANAGER COMPLETESSECTION 2

Summarize results and complete the Manager Comments section. If possible, include specific examples. Include both areas of strength as well as areas that need improvement.

4. MANAGER COMPLETES SECTION 3

Using both the information that the employee provided and the information in Section 2, create development and/or performance improvement goals.

  1. MANAGER MEETS WITH EMPLOYEE TO REVIEW PERFORMANCE EVALUATION.

Review and discuss Section 1, Section 2, and Section 3.

Questions for consideration in framing your discussion:

  • Does the employee have a clear understanding of his/her duties and responsibilities?
  • Review the primary goals listed by the employee. Is the employee focused on the right things?
  • Does the employee have a clear understanding of the team or department’s primary goals? Is any clarification needed?
  • Are the employee’s achievements consistent with organizational goals? How do the employee’s achievements relate to the strategic goals of the department and the University of Utah?
  • Does the employee have a clear picture of what tasks are most important in the next evaluation period?
  • What opportunities are available for the employee to gain valued experience and/or training in the next evaluation period?
  • Does the employee understand the areas of his/her performance that need improvement?
  1. EMPLOYEE & MANAGER SIGN PERFORMANCE EVALUATION, EMPLOYEE RECEIVES A SIGNED COPY
  1. MANAGER SETS FOLLOW UP FEEDBACK/COACHING MEETINGS AS NECESSARY (At least bi-annually, preferably monthly or quarterly)

UNIVERSITY OF UTAH

PERFORMANCE EVALUATION FORM

Department Name / Evaluation Date
Department # / Supervisor Name
Employee Name / Year or Period Covered
Employee ID#
Job Title

SECTION 1: TO BE COMPLETED BY EMPLOYEE

LIST YOUR MAIN DUTIES AND RESPONSIBILITIES FOR THE PAST PERIOD
1.
2.
3.
4.
WHAT ARE YOUR MOST IMPORTANT ACHIEVEMENTS IN THE PAST PERIOD?
1.
2.
3.
4.
WHAT ARE YOUR GOALS FOR THE UPCOMING PERIOD?
1.
2.
3.
4.
Additional Comments/Concerns

SECTION 2: TO BE COMPLETED BY MANAGER

PERFORMANCE EXPECTATIONS

Performance Expectations / Manager Comment (Assessment, examples, etc.)
Customer Service
Quality of Work
Team Work/Interpersonal Relations
Time & Attendance

SECTION 3 TO BE COMPLETED BY MANAGER

Goals For Next Period:

EMPLOYEE:

Signature______Date ______

I have read and discussed this evaluation with my manager 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 the contents of this document.

MANAGER:

Signature______Date ______

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