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Key Elements of Performance Appraisal Form

The new form has been designed so that both supervisors and employees can use it as a working
document and a springboard for ongoing discussions about performance.

Part I: Job Functions and Standards (These are written and/or updated and agreed upon at the
beginning of the appraisal year.)
Job functions are the essential daily job tasks performed in the position. The standards are measurements
for how to perform the tasks. When writing this section, a supervisor often uses the existing job
description as a starting point, but should work with the employee to ensure that the job description is still
current and accurate. This section ultimately becomes the most up-to-date record of the job the employee
is expected to do.

Part II: Goals (These are written and agreed upon at the beginning of the appraisal year. Progress,
milestones achieved, changes in timelines, etc. are recorded on the form throughout the appraisal year.)
The goals are to be the specific, individual outcomes necessary to improve job performance and/or help
the department meet its goals and move forward. These are actionable to dos for the appraisal period
and they should be measurable so that a supervisor can indicate whether a goal was completed (or certain
milestones achieved) during the appraisal period. Generally, 3-5 goals are appropriate. In some cases (ex.
probationary appraisal or a newly hired service professional) there may be fewer goals.

Goals can be:


Projects to complete (or make progress on if its longer than a one year project).
Job functions or behaviors to improve.
Practices that could be further developed.

Goals should not be a wish list of items that cannot realistically be accomplished.

Part III: Behaviors for Success (These are shared with employees at the beginning of the appraisal
year so they know what theyll be assessed on at the end of the year.)
No matter what role we play in the organization, each of us is responsible to practice the behaviors that
promote a positive and constructive working environment. The behaviors listed in this section flow from
and support the university values. Some of the individual descriptors will be more applicable to specific
positions.

Part IV: Additional Performance Information (Parts of this section can be recorded throughout the
appraisal year.)
The first section should list accomplishments that were not included in any previous section. Some
examples might include committee work, education completion, and special project participation.

The second section should include any professional development obtained over the appraisal period as
well as intentions for participation in the next appraisal cycle. Development can include training courses,
professional reading, video conferences, audio conferences, on the job training, cross training, etc.

Part V: Overall Assessment (To be completed at the end of the appraisal year.)
An overall assessment of the employees performance is selected. The selection should reflect the self
appraisal, the supervisors notes and observations, progress on the goals, assessment of the job functions,
behaviors, and other accomplishments.