Performance review defines the roles and responsibilities of staff and helps them to reflect, consolidate, plan and review their work performance. Review discussions are a chance to ensure each staff member knows how they contribute to the business and its goals. Look for opportunities to better align staff roles with the emerging directions of the business.

Performance Review: Promote Open Communication

By talking to staff about their performance, you can promote a culture of open communication, discuss any weaknesses or problems staff have and help them find solutions. Create discussions that help ensure you’re taking care of staff and giving them the best chance of developing, achieving and rising in their roles.

Involving the management team in developing and implementing the performance review process is essential to creating a positive culture of feedback and improvement. This process will also help motivate the team and build their understanding of, and commitment to, the business.

Performance Review: Examples

ANNUAL PERFORMANCE REVIEW

Employment Category:               Non-Exempt                         Exempt

INSTRUCTIONS

v  The supervisor and employee meet at the beginning of the review period and together identify and prioritize three to five primary job responsibilities from the employee’s job description.  Goals, objectives, and special projects may be identified at any time throughout the review period.

v  At the end of the review period, the employee self-evaluates his or her performance (job responsibilities, performance factors, and goals/objectives) using the rating scale, completes Part I of the Career Development section, and returns the form to the supervisor.

v  The supervisor evaluates the employee’s performance of job responsibilities, performance factors, and goals/objectives using the rating scale.  Supervisor comments are REQUIRED for any evaluation of “Exceeds Expectations”, “Improvement Needed”, “Fails to Meet Expectations”, and for the OVERALL rating.

v  The supervisor then meets with the employee and together they discuss the ratings, complete Part II of the Career Development section, and sign and date the form.  The review form is then forwarded to the Human Resources Department (Employee Relations) for review and filing.

v  The job description is to be reviewed annually and updated, if appropriate.  If significant changes are made, the supervisor submits an updated copy to the Human Resources Department together with the completed review form.

E – EXCEEDED EXPECTATIONS:  A preponderance of the employee’s work exceeded expectations.  The employee consistently did outstanding work, regularly going far beyond what is expected of employees doing this type of work.  Performance that exceeded expectations was due to the effort and skills of the employee.

M – MET EXPECTATIONS:  Performance fully met the established job expectations, and may on occasion have exceeded expectations.  The employee generally performs very well and requires little additional guidance.

I – IMPROVEMENT NEEDED:  Performance met some of the job expectations but did not fully meet the remainder.  The employee generally performs at a minimal level and improvement is needed to fully meet expectations.  Performance deficiencies were due to the employee’s lack of effort or skills.

F – FAILED TO MEET EXPECTATIONS:  Performance generally failed to meet the established expectations or required frequent, close supervision and/or the redoing of work.  The employee did not perform at the level expected for employees doing this type of work.  Unacceptable job performance was due to the employee’s lack of effort or skills.

Responsibility:

Responsibility:

Responsibility:

Responsibility:

Responsibility:

EMPLOYEE’S OVERALL RATING COMMENTS:

 SUPERVISOR’S OVERALL RATING COMMENTS:

(Required)

*Your signature indicates only that you have read and discussed this performance review with your supervisor.  It does not necessarily mean that you agree with the comments.  If you disagree with your review, explain, either in the space above or on a separate page, the specific areas of disagreement.  You may request a copy of the performance review from your supervisor.I have reviewed the employee’s job description:

          It is accurate and up-to-date; or

It needs revisions – which is my responsibility.

          At least one Interim Review was conducted with the employee during the review period.

*Employee Signature                                          Date              Supervisor Signature                                        Date

I have reviewed this evaluation:                                                                                                                                                                

                                                         Department/Office Head (or Designee) Signature                         Date