DePauw University

Division of Student Services

 

Performance Assessment and Communication

Download the Microsoft Word Version of this document

 

 

Name: 

Position: 

Supervisor: 

Date: 

 

Section I – Performance Factors

 

Note:  The examples used to illustrate each of the performance factors upon which this evaluation of the employee’s work performance is based are not an exhaustive list. Not all of the following items must be commented upon. Some factors may be inappropriate for the employee and position being evaluated or may not be applicable for other reasons.

 

A.         Job Knowledge: Shows a body of knowledge of the field/job which enables effective performance. Uses available department resources and technology effectively and efficiently. Demonstrates knowledge of University and departmental policy and procedures. Participates in staff development, both internal and external.

 

 

Meets or exceeds performance expectations

Comments: 

 

Needs improvement to meet performance expectations

Comments:

 

Does not meet performance expectations

Comments: 

 

B.        Quality and Quantity of Work:  Demonstrates commitment and ability to deliver high quality work. Prepares work carefully and accurately. Meets deadlines. Accomplishes an appropriate share of departmental work. Follows through on commitments to students, family members, visitors and other employees. Listens to instructions and asks questions. Contributes to accomplishment of University, division and departmental goals.

 

 

Meets or exceeds performance expectations

Comments: 

 

Needs improvement to meet performance expectations

Comments:

 

Does not meet performance expectations

Comments: 

 

C.        Communication and Interpersonal Skills:  Demonstrates the ability to establish and maintain productive work relationships with students, family members, visitors and colleagues. Listens, writes and speaks effectively and shows sensitivity and consideration for others. Works as a team member while presenting a helpful, understanding and interested attitude to students, family members, visitors and colleagues. Keeps other employees informed on matters affecting their areas of responsibilities.

 

 

Meets or exceeds performance expectations

Comments: 

 

Needs improvement to meet performance expectations

Comments:

 

Does not meet performance expectations

Comments: 

 

D.        Problem Solving and Organizational Skills:  Takes responsibility for resolving problems and complaints. Seeks assistance when needed from supervisors or co-workers. Uses resources effectively, organizes work flow by setting priorities for job completion.

 

 

Meets or exceeds performance expectations

Comments: 

 

Needs improvement to meet performance expectations

Comments:

 

Does not meet performance expectations

Comments: 

 

E.         Creativity/Innovation:  Demonstrates innovative and creative thinking in the performance of job duties and development of solutions to challenges. Seeks ways to streamline or create new procedures to meet the changing needs of the University or department or to deliver services in the most efficient and courteous manner.

 

 

Meets or exceeds performance expectations

Comments: 

 

Needs improvement to meet performance expectations

Comments:

 

Does not meet performance expectations

Comments: 

 

F.         Attendance and Punctuality:  Demonstrates responsibility regarding regularity of attendance and punctuality. Complies with University and departmental policy regarding timely reporting of absences, tardiness and scheduling time off.

 

 

Meets or exceeds performance expectations

Comments: 

 

Needs improvement to meet performance expectations

Comments:

 

Does not meet performance expectations

Comments: 

 

Section II - Additional Performance Factors

 

The following area is provided to allow for the addition of performance factors specifically related to the position being reviewed (e.g., for administrative department heads, review of human resource and financial management responsibilities is required). Employee should be made aware of additional performance factors which will be reviewed.

 

Identify performance factor:   Personal Priority Plan for current year

 

 

Meets or exceeds performance expectations

Comments: 

 

Needs improvement to meet performance expectations

Comments:

 

Does not meet performance expectations

Comments: 

 

Identify performance factor: 

 

 

Meets or exceeds performance expectations

Comments: 

 

Needs improvement to meet performance expectations

Comments:

 

Does not meet performance expectations

Comments: 

(If there are additional performance factors, add rows to the table.)

 

Section III – Developmental Plan

 

Complete this section whenever either of the performance descriptions “needs improvement to meet performance expectations” or “does not meet performance expectations” are checked for any performance factor. Identify the performance factor, the responsibilities and tasks assigned to the employee which are affected by the performance description checked and specific actions or steps which are intended to improve performance. A written performance status report from the supervisor to the employee is required at least 10 days before the review date.

 

Identify Performance Factor, Responsibilities and Tasks: 

 

Review date:

 

Identify Performance Factor, Responsibilities and Tasks:

 

Review date: 

 

Section IV – Special Project Assignments, Goals and Performance Standards

 

List and clarify any special project assignments, goals and performance standards and any deadlines associated with their satisfactory completion. Consider the availability of departmental resources required for satisfactory completion.

 

A written communication from the supervisor to the employee is required on or before the completion date. If the assignment/goal covers an entire year, you may use the following year’s performance communication document to comment on completion.

 

#1: 

 

Completion date: 

 

#2:

 

Completion date: 

 

Section V – New Employee Probationary Period Review

 

Check one item below, if this performance communication document ends or extends the probationary period of employment:

 

Continue employment: 

 

*Extend probationary period: 

            Extension from    to    .

 

*The extension of a probationary period requires consultation with the Vice President for Student Services. The extension will generally not exceed sixty (60) days, or be extended more than once beyond the initial extension, and then only for extenuating circumstances. A performance assessment and communication document must be completed 10 days before the expiration of the probationary period.

 

Section VI – Supervisor and Employee Signatures and Comments

 

My signature certifies that I have prepared this performance assessment communication document with full knowledge of the responsibilities and duties assigned this position and have discussed the contents of this document with the employee.

 

Supervisor Signature:                                                                         Date:                                                  

 

Supervisor Summary Statement: 

 

My signature certifies that I have been given a copy of this performance assessment and communication document and that I have discussed the contents with my supervisor. I understand that I am not required to discuss the contents and I also understand that I may enter below my written comments or attach my written comments for filing with my personnel records.

 

Employee Signature:                                                                          Date:                                                  

 

cc:       Human Resources

            Employee

            Supervisor