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Schedule the review with the employee at a convenient time
for both of you.
Make sure to give at least one week's notice to the employee. |
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OPTIONAL: Some supervisors may choose to provide the
employee with a copy of the performance standards established at the
beginning of the rating period and request a self-evaluation to be completed
prior to the scheduled evaluation. This practice helps to obtain the
employee's view and helps generate discussion during the evaluation. |
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Refer to copy of performance standards established at the
beginning of the rating period. |
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Review all supporting documents or notes relating to
employee's performance. |
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Complete the Performance Evaluation Rating Form:
- After listing each Duty Area, be sure and list the relative importance
the duty has in relation to the overall structure of the job.
A = Major reason the job exists. A duty with this reason is the
main reason a job exists. It should be the core responsibility and one
that has the largest % of time dedicated to it.
B = The duty is essential to the performance of the job as a whole.
Duties with this rating will be geared to the attainment of departmental
and work unit priorities and will in most cases be the 2nd largest time
% requirement.
C = The duty is important, but not critical to the performance of the
job. It will generally consume the least amount of time requirement.
- Rate each standard by comparing employee's performance against the
defined qualifier. The employee's performance for each standard should be
defined as: Unsatisfactory (U), Satisfactory (S), Above Average (AA) or
Exceeds Standards (E).
- Provide accurate narrative regarding the employee's performance for
each standard.
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After evaluating each standard, indicate a performance
rating for each duty area listed on page 1 of the approved Performance
Evaluation Rating Form |
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After evaluating each duty area, indicate an OVERALL job
performance rating at the bottom of page 1 of the approved Performance
Evaluation Form:
U = Unsatisfactory: An overall performance of duties that is
unacceptable in quality, accuracy, and/or timeliness.
S = Satisfactory: An overall performance that demonstrates
competency in the performance of duties and responsibilities of the job.
AA = Above Average: An overall performance of duties which are
above "Satisfactory".
E = Exceeds Standards: An overall performance of the duties and
responsibilities at a level exceeding the acceptable standards. |
