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Staff performance evaluation form instructions and sample standards

West Chester University of Pennsylvania STAFF PERFORMANCE EVALUATION FORM INSTRUCTIONS AND SAMPLE STANDARDS CTABLE OF CONTENTS I INSTRUCTIONS FOR COMPLETING FORM A General Information B Communication of Performance Standards C Job Factors D Rating Scale E Employee Strengths F Opportunities for Development G Comments and Signatures H Processing of Form II JOB FACTORS A JOB KNOWLEDGE SKILLS a Samples Standards for Job Knowledge a Non-Supervisory Positions b Supervisor Positions B WORK RESULTS b Samples Standards for Work Results a Non- Supervisory Positions b Supervisor Positions C COMMUNICATIONS c Sample Standards for Communication a Non- Supervisory Positions b Supervisor Positions D INITIATIVE PROBLEM SOLVING d Sample Standards for Initiative Problem Solving a All Employees b Supervisor Positions E INTERPERSONAL RELATIONS EEO e Samples Standards for Interpersonal Relations EEO a Non-Supervisory Positions b Supervisor Positions F WORK HABITS f Samples Standards for Work Habits a All Positions b Attendance Standards for All Employees G SUPERVISION MANAGEMENT g Sample Standards for Supervision Management a Attendance Management Standards for Supervisors III OPPORTUNITIES FOR DEVELOPMENT Examples of Performance Improvement Activities - CINTRODUCTION FOR COMPLETING THE L EMPLOYEE PERFORMANCE REVIEW FORM General Information Fill-in the required data ensuring that all information is accurate General Instructions This section guides a supervisor through the sequential procedural process for assessing an employee ? s performance and completing the form It includes updating an employee ? s job description rating an employee based upon job responsibilities and performance expectations providing comments preparing an overall rating assessing employee strengths and opportunities for development coordinating with the reviewing o ?cer discussion with the employee and preparation for the next rating cycle Check each block as you proceed through the process Communication of Performance Standards This section requires the supervisor to indicate the date or dates when job standards were conveyed to the employee Standards should be conveyed near the start of the rating cycle and when changes occur adding modifying or deleting standards Supervisors should maintain a record when standards were conveyed changed so that accurate dates can be placed on the form Job standards may be in any format such as objectives expectations job duties correlated to expected results and job factors correlated with job standards They can be conveyed in any manner that provides for mutual understanding of assigned work and expectations for the work products Communication should occur with the reviewing o ?cer to ensure consistency with organizational expectations and similar job functions Where large groups of employees perform similar duties supervisors may develop organizational standards for aspects of employee job duties The number and type of performance standards should be as inclusive as necessary to adequately measure the behaviors and activities identi ?ed in the de ?nitions of the job factors In addition not all employees or supervisors will have responsibility for elements contained within some of the sample standards and therefore those standards would not be appropriate for their positions This section also requires the date or dates when a progress review was conducted with the employee