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PERFORMANCE ASSESSMENT INSTRUCTIONS

1.)The performance assessment is to be conducted by the supervisor and the employee.

2.) Each party will review the employee’s written position description prior to completing the performance assessment form.  If any changes are made to the position description as a result of this review, both parties must sign the revised position description and forward it to the Office of Human Resources.

3.) The supervisor and the employee will meet to discuss the performance assessment. The discussion by both parties will result in the completion of one form.

4.) The supervisor and the employee will establish goals jointly for the following year. Corresponding plans of action should be documented in Section V of the performance assessment. Resources required will include items such as: equipment, materials, and time away from the office, etc.

5.) Based on the discussion, the supervisor will complete the form, including final comments section VII, and forward it to the employee for review and signature.

6.) The employee will add comments, if applicable, sign the form and return it to the supervisor.

7.) The supervisor will sign the form and forward the form to the administrative reviewer for signature. The administrator's review of the assessment will ensure that the assessment is compliant with standards of EEO and does not include discriminatory statements or judgments.  The administrator will return the signed form to the supervisor.

8.) The supervisor will provide a copy to the employee and forward the original to the Office of Human Resources for placement in the personnel file.

9.) Periodic reviews of the plans of action will be conducted throughout the assessment period to ensure progress toward goals.

ASSESSMENT CONTENTS

SECTION I: This section lists the goals for this assessment period and the status of each.

SECTION II: This section consists of 11 factors including: Organizational Skills, Teamwork, Integrity, Dependability, Quality, Job Knowledge, Attitude, Leadership, Communication, Customer Service, and Judgment/Decision Making/Problem Solving. A twelfth factor that is specific to the position may be added. Each factor has several corresponding elements listed as talking points.

SECTION III:  Special Recognition:  This space provides the opportunity to comment on individual achievement.

SECTION IV:  For assessment of supervisory or management responsibilities.

SECTION V: Goals for the upcoming assessment period. This section is used for planning the goals to be used in the next assessment.

SECTION VI: Additional plans for training & development.  This section will be used to list required/requested training actions for employee development.

SECTION VII: Comments & signatures for the employee, supervisor and administrator.