2. Performance aPPraisal
Individual Goal Setting
3. How do we measure
What was produced/accomplished?
How was it produced/accomplished?
Rating performance factors : Job
Knowledge, Collaboration & Teamwork, Service
Excellence, Communication, Continuous
Improvement, Management & Development,
Budget Management etc.
4. THe wriTTen Performance
Ask that the staff member complete and return both the Employee Self
Evaluation Form and Individual Goals Progress Report.
Employee Self Evaluation Form and Individual Goals Progress
Report are being submitted to you via email, with a copy to
When completing the Performance Appraisal Form focus on the
responsibilities of the job as expressed in the job description. Be as
objective as possible.
Indicate rating for each individual Performance Factor (Scale 1-4)
Calculate Overall Rating based on ratings for Performance Factors and Unit
and Individual Goals (both are evenly weighted, 50/50).
Please ensure that your overall comments are responsive to the Employee
Self Evaluation Form and Individual Goals Progress Report, as well as the
5. More on the overall rating
Unit and Individual Goal Performance Rating
– on a scale of 1 - 4
Performance Factor Rating
– Average rating for 5 – 7 performance factors
Calculate the officer’s overall rating.
Goal Performance Rating = 3.5
Performance Factor Average Rating = 3.3
Overall Rating = 3.4
6. the Written PerforMance
Seek the approval of your Dean or Director responsible for
your area. Incorporate any changes he or she may
A draft of all of the completed forms must be emailed to
Human Resources and your respective Dean or Director
for review prior to meeting with the employee.
Make an appointment with the staff member whose
performance you will be reviewing. Allow ample time and
ensure that you will not be interrupted.
7. PreParing for the
PerforMance revieW Meeting
Ask the direct report to prepare
Gather information on
performance/ ensure supporting
information on performance is
Complete the performance
Email appraisal to next level
manager & HR for approval
Plan your approach to the
Schedule the meeting
Provide written evaluation to
Prepare thorough overview of
performance by completing selfreport portion of the
performance appraisal (Goal
Progress Report & Self
Ensure supporting information
on performance has been made
Provide feedback to your
Work with supervisor in
establishing development plan
8. at the PerforMance revieW
Discuss your evaluation of the staff member’s performance
over the last year and a development plan for the
Discuss the status of goals set for the current year and
have a discussion regarding goals for the upcoming year.
9. Delivering the Written
Email the completed appraisal to the staff member
prior to your performance meeting or immediately
afterwards, with a copy to HR and your respective
It is recommended that you save the document as a
read-only file before forwarding to the employee.
You can do this by visiting the Tools menu, clicking
options, clicking Security and selecting Read-only
recommended check-box or
By sending to your employee as a read only PDF file.
One way this can be done is via using the scan and
send function of any of our copy machines located
throughout the building.
10. emPloyee feeDback
Employees may add comments and/or their overall
reaction to the evaluation via an email to their supervisor,
with a copy to HR for their file.
Be sure to set a deadline by which they should submit this
11. final thoughts:
a Performance revieW shoulD ansWer the
folloWing questions for the emPloyee?
How did my manager rate my overall performance?
How did my manager determine the overall rating?
What were my performance strengths during this
What areas do I need to improve/develop further?
What are the next steps for developing my knowledge and
How did I perform against my goals?
What are the gaps between my perception of my
performance and my manager’s perception?
12. Performance calenDar
– March 15th – Self Evaluations and Individual Goal
Progress Reports due to Supervisors via email
– March 27th – Performance Appraisals due
– March 30th – Performance Review Meetings Held
4 = Outstanding – Regularly exceeds objectives, performing at an
exceptional level. Requires little direction and coaching from manager.
Meets and exceeds expectations as related to unit and individual goals.
3 = Solid - Generally performs satisfactorily. Achieves expectations, which
meet the department’s high standards of performance. Meets all or most
expectations related to unit and individual goals.
2 =Needs Improvement – Occasionally does not meet objectives. Needs to
further develop competencies or skills required for the position. Requires
a lot of direction and coaching from the manager. Meets some unit and
1 = Not Acceptable – Regularly fails to meet objectives. Job performance is
below acceptable standard. Deficiencies must be corrected and better
performance attained in the future. Is not meeting unit and individual goals.
Done via email this year. Not asking for sign-off on a hard-copy of review
Emailed to HR in advance to review for inconsistencies, rating calculation errors, bell curve, recency effect, discriminatory language (e.g. veteran employee. Mention of loa’s)
Dean’s have already established school level goals for FY – 11
If you need a copy ask me or your respective dean