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Evaluation Type
Employee Type
(If required by your division) 

Performance Values:

Exceeds Expectations (4):  Consistently Exceeds Standards
Meets Expectations (3):  Consistently Meets Standards
Developing (2): Often Meets Standards, But Still Developing
Needs Improvement (1):  Often Fails to Meets Standards
Unacceptable (0): Consistently Fails to Meet Standards

Supervisors must designate only one performance value per category.

A. Job Knowledge

Job Knowledge: Demonstrates knowledge and skills necessary to perform the job effectively. Understands the expectations of the job and remains current regarding new developments, technologies, methods, theories, approaches, and processes in area of responsibility. Demonstrates initiative and a desire for improvement; seeks new ways to strengthen knowledge, skills, and abilities of self and others including ongoing professional development and training

B. Judgment and Decision Making

Judgment and Decision Making:  Anticipates and identifies problems; proposes and evaluates alternative solutions.  Demonstrates resourcefulness and creativity in solving problems and is open to new or different solutions. Follow up on problems and helps to bring about a resolution.

C. Reliability and Commitment to the Job

Reliability and Commitment to the Job:  Meets the work schedule expectations of the position and provides advance notice for absence.  Works efficiently; uses time effectively.  Demonstrates flexibility and willingness to assist by taking on difficult or inconvenient responsibilities. 

D. Customer Service

Customer Service:  Listens to and understands the needs of the service recipient, whether inside or outside the University, and responds to those needs. 

E. Productivity and Quality of Work

Productivity and Quality of Work: Delivers accurate and thorough work product in a way that reflects favorably upon the unit and the University. Completes an adequate volume of work and establishes appropriate priorities for fulfilling various job tasks.

F. Communication

Communication: Clearly, professionally and effectively conveys ideas and information in written and/or oral form.

G. Teamwork, Cooperation and Interpersonal Skills

Teamwork, Cooperation and Interpersonal Skills: Establishes and maintains effective working relationships with others.  Responds to requests from others in a helpful manner.  Works collaboratively and displays a positive attitude toward others.

H. Diversity, Inclusion, and Creating Community

Diversity, Inclusion, and Creating Community: Encourages diversity and inclusion in the workplace; engages in practices to foster a more inclusive working environment; actively engages in work to improve the University as a welcoming community; displays an open and inclusive attitude towards the campus community.

I. Supervision and Leadership

Supervision and Leadership: 

For supervisory staff: Provides effective leadership for subordinates and/or team, clearly communicates expectations, actively addresses and resolves problem; provides mentoring and guidance; provides constructive feedback to subordinates including the timely and accurate completion of annual and probationary evaluations.

For non-supervisory staff: Sets a positive example for the campus community.   Employee’s actions reflect well on the unit and the university.

J. Strategic Compass Values

Strategic Compass Values [Student-focused Teaching and Learning; Integrity; Inquiry; Civic Engagement; Diversity; Strategic Thinking; and Accountability]: Employee understands and acts in ways to advance the Strategic Compass values in his/her work and has contributed to the unit’s overall progress toward its Strategic Compass goals. 

Total Numerical Score

33-40 Exceeds: Consistently Exceeds Standards
25-32 Meets: Consistently Meets Standards
17-24 Developing: Often Meets Standards, But Still Developing
9-16 Needs Improvement: Often Fails to Meets Standards
0-8 Unacceptable: Consistently Fails to Meet Standards


Achievement of Goals
Were goals for this period fully achieved?
Were significant accomplishments achieved that were not stated goals?

New Annual Goals: The employee and supervisor are to write mutually agreed upon work related goals for the following year.  Progress toward these goals and objectives will be assessed in the next performance evaluation.  Goals should include any applicable professional development or training opportunities to support employee meeting goals.