The Employee Evaluation Form (for Staff)
Instructions

The purpose of the Employee Performance Appraisal Form is to improve the quality of the University's mission through positive communication, mutual respect, improved employee performance, individual growth and career development.

The evaluation should reflect performance and communication youve had with the employee throughout the year. Feedback is useful only when it is clear enough to allow an employee to target areas for improvement, or key performance strengths. The objective of the evaluation is to place emphasis on describing performance in relation to performance objectives, not to simply assign ratings.

The Process

The evaluation is collaborative in nature. It not only allows the Supervisor to review the employees achievements and performance in the past year but it also helps develop a plan of action for the next year. Employees and supervisors may want to establish a development plan to support continuous learning and improvement.

The scoring on the performance appraisal is a formal reflection to the on-going informal evaluation assessed throughout the year. After the Supervisor has scored the evaluation, he/she should meet with the Next Level Supervisor (NLS) to discuss the scores, answer questions, compare concerns and provide input on how improvements can be facilitated. The role of the NLS is to ensure consistent ratings within the organization and to make sure different Supervisors are applying similar standards of performance. Once the NLS has signed his/her concurrence, a meeting with the employee should be scheduled to discuss the scores, answer questions, compare concerns and discuss how performance can be improved. Some evaluators may prefer to have the employee provide an initial self-evaluation.

Signatures

  • The supervisor conducting the review should sign on the last page of the evaluation. Next, the Supervisor should meet with and discuss the review with the NLS.
  • The NLS signs the review.
  • The employees signature is required.
Submit the evaluation and related documentation to the Human Resources Employment Office. Please allot the necessary time to complete all steps by the deadline. Human Resources will be responsible for verification of scores, salary increase implementation (when applicable) and documentation in Employee files. Any questions pertaining to the evaluation process may be directed to the Employment Coordinator, Lilian Akawobsa, at employment@andrews.edu or ext. 3570.

Salary Increases

Salary increases will be based upon their annual evaluation, the University's established Wage Scale and the University's budget allotted for increases. Employees with reviews totaling Meets Expectations and above merit an increase. If the employees review is below Meets Expectations, no increase shall be granted. In no case, however, shall a merit increase place an employee above the maximum of the University Wage Scale established for that position.

Documenting Performance

It is not only helpful, but necessary to document an employees performance. Documentation may include, for example, letters of commendation, letters of counsel, and e-mail correspondence pertaining to the employees performance.

Rating Levels

Unacceptable (1 or 2)
Employees performance at this level is consistently below the expectations for the job. Employee does not demonstrate necessary knowledge or skill to perform in this area and will require guidance on steps to incorporate this expectation into his/her work. This rating level may be given to someone who is operating in a new role and is unfamiliar with an area. It may also be given to someone who is experienced in a role but need to improve in a particular job function. This level of performance indicates an immediate need for improvement (may require training, instruction, use of acquired knowledge and skills). It is expected that if an employee remains in this category, further action, disciplinary or otherwise would be warranted. If an Unacceptable rating is given, it must be supported by written notes, letters of expectation, or some form of counsel. This rating should initiate a plan of action to help the employee improve job performance to an acceptable level. Such a plan should specify the steps to be taken, and should specify how the outcome will be assessed. An employee receiving a score at this level will automatically be placed on a 90-day probation.

Needs Improvement (3 or 4)
Employee demonstrates fundamental grasp of competency and is beginning to incorporate its principles into their work. However, the employee consistently demonstrates that there is opportunity to develop further. Note: Many new employees find themselves in this category for at least the first six months to a year on the job. This rating could also be used when a promotion has been given and the individual is in a learning phase with regard to his/her new role. If a Needs Improvement rating is given, it should be supported by written notes, letter of expectation, or some form of counsel. This rating should initiate a plan of action to help the employee improve job performance to an acceptable level. Such a plan should specify the steps to be taken, and should specify how the outcome will be assessed.

Meets Expectations (5 or 6)
Performance at this level consistently meets and may, at times, exceed the established job requirements and performance expectations of the job. At the high end of this level, performance is that of a fully competent performer in all areas. This employee meets the high standards that the University requires of all its employees. At the low end, the employee has met most of the required performance and expectations of the job but may not have reached all of the agreed-upon standards of the quality/quantity/time constraints for the accomplishment of those objectives. A person performing at this level may be described as able and competent in a particular area.

Exceeds Expectations (7 or 8)
Employee consistently meets and exceeds expectations in this area, using ability and experience to produce the desired results, often resulting in improvements or responsibilities. This level of performance indicates the employee is fully competent and demonstrates ability to make significant strides in the overall improvement of a department.

Excels (9 or 10)
Performance at this level significantly and consistently exceeds the established job requirements and performance expectations for this area. Work quality and quantity are of the highest caliber. When operating at this level, an employee contributes unique and innovative solutions to even the most difficult problems. This employee is recognized as one of the best on this competency and serves as a role model in this area. This rating should not be applied across the board. Documentation or written examples are required to support this rating. Be specific when describing how the employee performs at this level. This rating is used to highlight a persons strongest competencies.


My name below indicates that I have read the above instructions and understand how to proceed. If I have questions I will call Lilian Akawobsa for further clarification.

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