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PROFESSIONAL/TECHNICAL SUPPORT STAFFPERFORMANCE APPRAISAL FORMFY 2016-2017Employee Last NameEmployee First NameEmployee IDDepartmentPosition TitleDate Employed at STCDate Assigned Present PositionSupervisor NameReview DatePerformance evaluations are intended to measure the extent to which the employee’s performance meets the requirements of aparticular position and to establish goals for the future; strengthen the relationship between you and the employee; open upchannels of a communication; appraise past performance; recognize good performance; identify areas that might requireimprovement; enable you to access your own communication and supervisory skills.INSTRUCTIONS:Listed on the following pages are a number of performance factors that are important in the successful completion of mostassignments. A list of qualities has been included to assist in evaluating an employee’s performance in each area. Factors 1-11 applyto all professional/technical support staff. Factors 12-15 apply only to professional/technical support staff with supervisoryresponsibilities. To complete the Performance Appraisal Form, place an “ ” under the level of achievement, which most accuratelydescribes the employee’s performance on each factor.In the spaces provided by each of the performance factors, you are encouraged to support your ratings with clarifying commentsand specific examples which occurred during the review period that determined or affected the level of achievement marked.Factors rated anything other than “Meets Expectations” must be supported with examples or reasons. After the entire form hasbeen completed and reviewed, the original is forwarded to the Office of Human Resources. Both the supervisor and the employeeretain a copy.DEFINITION OF TERMS:CONSISTENTLY BELOW EXPECTATIONSPerformance is at a level below established objectives with the result that overallcontribution is marginal and substandard. Performance requires a high degree ofsupervision.BELOW EXPECTATIONSMeets some of the established objectives and expectations but definite areas existwhere achievement is substandard. Performance requires somewhat more than normaldegree of direction and supervision.MEETS EXPECTATIONSMeets established objectives in a satisfactory and adequate manner. Performancerequires normal degree of supervision.EXCEEDS EXPECTATIONSAccomplishments are above expected level or essential requirements.CONSISTENTLY EXCEEDS EXPECTATIONSJob performance easily exceeds job requirements; performance approaches bestpossible attainment.Performance Appraisal Form – Professional/Technical Support StaffRevised: 2017-06-01 HR/CSPage 1
EMPLOYEE NAMEPERFORMANCE FACTORS1234561234561234561234561. KNOWLEDGE Understands job procedures and equipment essential to jobStays up to date on job methods, skills, and techniquesUnderstands job functions within the organizational structureExamples or reasons for giving this rating are:2. QUALITY Produces a final work product that is accurate and completeCorrects errors and recognizes inconsistencies in work assignedOrganizes work to make duties easier and the supervisor’s job easierMaintains awareness of changes in technical areas and responds to those changesAchieves results consistent with job expectations and performance standardsExamples or reasons for giving this rating are:3. QUANTITY Provides acceptable amount of workAccomplishes volume of work efficiently and promptlyMeets job requirements and produces results within established time limitsUses available work time effectively, plans and prioritizes work, sets and accomplishesgoals, and completes assignments on scheduleMaintains output level consistent with job expectations and performance standardsExamples or reasons for giving this rating are:4. TASK AND PROJECT MANAGEMENT Develops and meets priorities, schedules, and deadlinesMaintains an effective level of service/activity in assigned areasDevelops methods and procedures in fulfilling daily tasks and projectsMonitors quality control and work completion within given level of resourcesExamples or reasons for giving this rating are:Performance Appraisal Form – Professional/Technical Support StaffRevised: 2017-06-01 HR/CSPage 21 – Consistently Below Expectations 2 – Below Expectations 3 – Meets Expectations 4 – Exceeds Expectations 5 – Consistently Exceeds Expectations 6 – N/A
1234561234561234561234565. DEPENDABILITY Arrives on time for scheduled workChanges schedule/plans in order to meet deadlinesAccomplishes all tasks within the proper time frameCompletes work thoroughly, eliminating the need for close reviewDemonstrates general knowledge of the supervisor’s work and department functionsApplies knowledge so matters are attended to/referred to appropriate person for actionPuts forth extra effort when neededExamples or reasons for giving this rating are:6. ADAPTABILITY/STRESS TOLERANCE Adjusts to changes in job assignments, methods, personnel or surroundingsMeets deadlines or handles several tasks simultaneouslyDemonstrates flexibility to adapt to unanticipated schedule changesManages stress, flexible, accepts constructive comments, and demonstrates improvementExamples or reasons for giving this rating are:7. INITIATIVE/RESOURCEFULLNESS Contributes suggestions and ideas or develops optionsSeeks out new and better ways of accomplishing tasksIdentifies and applies available information and resourcesGenerates effective ideas and solutionsSeeks additional tasks as time permitsPerforms work without being toldExamples or reasons for giving this rating are:8. JUDGMENT/DECISION MAKING Evaluates several responses to a problemConsiders impact of alternativesEnsures decisions are made and/or referred to appropriate administrative levelTakes responsibility and makes decisions within assigned authorityUses good judgment to arrive at logical conclusionsDemonstrates the ability to take time actionExamples or reasons for giving this rating are:Performance Appraisal Form – Professional/Technical Support StaffRevised: 2017-06-01 HR/CSPage 31 – Consistently Below Expectations 2 – Below Expectations 3 – Meets Expectations 4 – Exceeds Expectations 5 – Consistently Exceeds Expectations 6 – N/A
1234561234561234569. RELATIONSHIPS WITH PEOPLE AND COMMUNICATION Uses tact to diffuse difficult situationsOffers help to others when time permitsResponds effectively and courteously to othersContributes to improve the level of employee moraleAddresses and resolves conflict/problem situations with othersWorks and communicates effectively with coworkers and supervisorsReceives, comprehends and disseminates oral and written communicationDevelops and maintains a positive relationship within the College environmentExamples or reasons for giving this rating are:10. DEPARTMENTAL/COLLEGE POLICIES AND PROCEDURES Follows departmental/College policies and proceduresCompletes forms in a proper manner keeping current on changes in department/Collegepolicies and proceduresRecognizes and informs appropriate parties of non-compliance of department/Collegepolicies and proceduresExamples or reasons for giving this rating are:11. EMPLOYEE DEVELOPMENT AND GOAL SETTING(Review/discuss prior year goals before completing) Sets personal and professional goalsAchieves the desired results, purpose or work-related goalsInitiates and provides suggestions for job enrichment and expanded dutiesExamples or reasons for giving this rating are:FOR SUPERVISORY PERSONNEL ONLY(If the employee being evaluated is a supervisor, complete the following section in addition to performance factors 1-11)12345612. LEADERSHIP ABILITY Motivates employees and co-workers into performing duties needed to be accomplishedFunctions consistently and effectively in an objective and rational manner regardless ofpressuresMaintains a high degree of employee morale in order to accomplish department goalsExamples or reasons for giving this rating are:Performance Appraisal Form – Professional/Technical Support StaffRevised: 2017-06-01 HR/CSPage 41 – Consistently Below Expectations 2 – Below Expectations 3 – Meets Expectations 4 – Exceeds Expectations 5 – Consistently Exceeds Expectations 6 – N/A
12345612345612345613. APPRAISAL AND DEVELOPMENT OF PEOPLE Exhibits fairness and impartiality with employees in assigning job duties and objectivelyappraises work performanceDemonstrates the ability to select, train and effectively develop subordinates byrecognizing their abilities and improving their weaknessesExamples or reasons for giving this rating are:14. PLANNING AND ORGANIZATION Sets goals and objectives for the departmentDevelops specific plans for department operationsPrepares accurate budgets and administers budget effectivelyDelegates responsibility and authority; promotes accountabilityAssigns work to employees consistent with their ability to perform itExamples or reasons for giving this rating are:15. COMMUNICATION SKILLS Communicates effectively in both oral and written expression with employees andsupervisorConfronts issues and resolves them constructivelyHelps employees with their work problemsKeeps employees informed of decisions and plans for department as well as Collegepolicies and proceduresExamples or reasons for giving this rating are:PROFESSIONAL DEVELOPMENT: Has employee completed annual professional development activities/goals? YES NOComments:Performance Appraisal Form – Professional/Technical Support StaffRevised: 2017-06-01 HR/CSPage 51 – Consistently Below Expectations 2 – Below Expectations 3 – Meets Expectations 4 – Exceeds Expectations 5 – Consistently Exceeds Expectations 6 – N/A
Summary Appraisal SheetEmployee NameReview the ratings assigned to the performance factors on the previous pages. Check the category below which mostclearly describes the employee’s total CTATIONSMEETSEXPECTATIONSHas Employee Improvement Plan for FY 2016-2017 been completed?If applicable, please attach documentation.FY 2017-2018 IMPROVEMENT EXPECTATIONSNONOIf applicable, attach next fiscal year STC Employee Improvement Plan listing goals/objectives; responsibilities;deadline dates, etc. after discussing with employee.EMPLOYEE COMMENTS:I have reviewed this document and discussed the contents with my supervisor. I understand that my signature does notnecessarily indicate agreement to the evaluation but that I have been advised of my performance status, read andunderstood the evaluation discussed with me.Employee SignatureDateSUPERVISOR COMMENTS:(Record here only those additional significant items brought up during the discussion with the employee which are notrecorded elsewhere in this document.)Supervisor SignaturePerformance Appraisal Form – Professional/Technical Support StaffDateRevised: 2017-06-01 HR/CSPage 6
Performance Appraisal Form – Professional/Technical Support Staff Revised: 2017-06-01 HR/CS Page 6 . Summary Appraisal Sheet. Employee Name Review the ratings assigned to the performance factors on the previous pages. Check the category below which most clearly describes the employee’s total
