Performance Evaluation Form– Number Scale
EMPLOYEE INFORMATION
Employee Name: Department:
Position Title:
Performance Evaluation Period: Type of Review:
To: From: Mid Year: Year End:
GOALS & OBJECTIVES
Strengthen two-way communication regarding job performance and periodically assess goals and
opportunities for the unit and the individual.
Establish a mutually-understood set of performance expectations.
Recognize contributions of employees.
Discuss opportunities for growth and development.
Provide necessary feedback when performance does not meet expectations as situations warrants in
addition to annual evaluation process.
Align employee performance with the mission and goals of the university and unit.
PROCESS
1. Supervisor requests prior year’s goals/objectives, general performance, associated outcomes as well
as other information relevant to the performance review process and reviews them with the
employee prior to discussing this year’s evaluation. (Page 6).
2. Employee submits prior year’s goals and their associated outcomes as well as other information
relevant to the performance review process at least one week before scheduled meeting (Page 6).
3. Supervisor reviews and compares the full range of this year’s performance to the past year and
completes all sections of the Performance Evaluation, following the instructions provided.
4. Supervisor provides a working draft of Performance Evaluation to the employee. Supervisor and
employee determine future meeting date and time.
5. Supervisor and employee meet to discuss the Performance Evaluation competency ratings.
6. Supervisor and employee create shared goals and objectives to enhance employee performance and
successful completion of departmental and BGSU goals and objectives.
7. The Overall Evaluation Rating is calculated according to the most frequently assigned Competency
Ratings and supervisor/employee discussions.
8. Upon completion of the performance evaluation discussion, the employee and supervisor sign the
evaluation. The employee and supervisor should utilize the comments section provide additional
explanations as needed.
9. Supervisor sends the signed copy to the second level supervisor for review and signature.
10. Once signed, the original document is sent to the Office of Human Resources. An electronic copy
may be provided to the employee upon request.
11. Supervisor and employee should then review employee’s Job Analysis Questionnaire (JAQ) to
ensure that actual duties match job description and submit changes as needed.
.
Performance Evaluation Form – 750699302.doc
Reference Policy 6-21.2 Page 1 of 6
PERFORMANCE EVALUATION – To be completed by Supervisor/Manager
INSTRUCTIONS
For each competency, mark the rating that best describes the employee’s performance . Select N/A if the
competency is not applicable. In the NARRATIVE ASSESSMENT sections, provide specific examples and
illustrations. Explanations are required when selecting a rating of “approaches expectations” or
“unsatisfactory”.
RATING SCALE DEFINITION
Objectives and standards are clearly and substantially surpassed. Consistently and
5 = Outstanding significantly exceeds all performance expectations and standards. Highest
performance level. Demonstrates a personal commitment to a high level of
performance and results, even under challenging work goals.
Frequently exceeds job requirements. Makes contributions well beyond job
4 = Exceeds demands. Seizes initiative in development and implementation of challenging work
Expectations goals. Each project or job is done thoroughly and on time. Thinks beyond details of
the job, working toward the overall goals of the component.
Performance is what is expected of a fully qualified and experienced person in this
3 = Meets position. All objectives and standards are met. Consistently meets all performance
Expectations expectations and standards. Job well done. Errors are minimal and seldom repeated.
Prioritizes problems and projects well. Requires normal supervision and follow-up.
Almost always completes work or projects on schedule.
Objectives and standards are generally met but full results are not totally achieved.
2 = Approaches Occasionally falls short of consistently meeting performance expectations and
Expectations standards. Some performance aspects were not met – needs slight improvement.
Could result from being newly appointed to the position – continuing to learn all
aspects of the position.
Objectives and standards are consistently not met. Consistently fails to meet
1 = Does Not Meet
performance expectations. Needs significant improvement. Has been on the job long
Expectations enough to have shown better performance. Excessive attention by supervisor is
required. Does not grasp situation when explained. Corrective action is required.
NA = Not Applicable Does not apply to job performance expectations.
Performance Evaluation Form – 750699302.doc
Reference Policy 6-21.2 Page 2 of 6
CORE COMPETENCIES NARRATIVE ASSESSMENT RATING
I. JOB KNOWLEDGE
Understands how position support the 5
institution’s strategic plan
Demonstrates knowledge and skills 5
necessary to perform the job effectively
and applies to critical work issues in a
timely manner
Demonstrates willingness to learn new 5
skills, methods, processes to enhance
job performance
Performs the full range of duties and 5
responsibilities associated with the job
Total Points 5 Mean Rating 5
II. INTERPERSONAL SKILLS, COOPERATION, COLLABORATION
Demonstrates effective positive 5
customer/student service
Develops and maintains professional 5
working relationships with internal
and/or external constituencies
Encourages collaboration and sharing 5
of information
Total Points 5 Mean Rating 5
III. COMMUNICATION SKILLS
Writes and communicates clearly and 5
accurately
Listens well; is responsive to inquiries, 5
directions, and suggestions
Uses appropriate medium of 5
communication based on the needs at
hand
Total Points 5 Mean Rating 5
IV. PLANNING, ORGANIZING, AND ACHIEVING RESULTS
Develops goals, plans, and priorities to 5
achieve objectives; Evaluates goals and
accomplishments
Meets deadlines in a timely and 5
efficient manner
Finds and uses resources well 5
Total Points 5 Mean Rating 5
Performance Evaluation Form – 750699302.doc
Reference Policy 6-21.2 Page 3 of 6
CORE COMPETENCIES NARRATIVE ASSESSMENT RATING
V. PROBLEM ANALYSIS AND DECISION MAKING
Gathers and analyzes appropriate 5
information before making decisions
Seeks information and input from other 5
stakeholders as appropriate
Develops and implements effective 5
solutions
Total Points 5 Mean Rating 5
VI. COMMITMENT TO DIVERSITY / INCLUSION
Demonstrates due concern for others 5
Participates in programs/processes that 5
promote diversity/equal opportunity
Total Points 5 Mean Rating 5
VII. LEADERSHIP
Demonstrates commitment and 5
provides leadership through personal
example and professional expertise
Demonstrates the ability to motivate 5
coworkers
Displays an openness to new ideas and 5
supports an environment of continuous
improvement
Total Points 5 Mean Rating 5
TIME AND ATTENDANCE
Demonstrates commitment to 5
organisational and role rosters and
timelines
Attendance 5
Total Points 5 Mean Rating 5
Performance Evaluation Form – 750699302.doc
Reference Policy 6-21.2 Page 4 of 6
OVERALL RATING
OVERALL RATING (1-5, Using same scale on page 2):
OVERALL EVALUATION
Consistent with the rates above, evaluate the overall performance of the staff member
NARRATIVE ASSESSMENT
COMMENT ON EMPLOYEE’S STRENGTHS
COMMENT ON AREAS FOR GROWTH OR CHANGE
Performance Evaluation Form – 750699302.doc
Reference Policy 6-21.2 Page 5 of 6
GOALS & COMMENTS
PRIOR YEAR GOAL(S)
GOALS FOR UPCOMING YEAR
GOAL EXPECTED OUTCOME/ TIMETABLE ISSUE/COMMENTS
MEASURABLE CRITERIA
OVERALL COMMENTS
SIGNATURES DATE
___________________________________________________ ______________________
Incumbent Signature Date
___________________________________________________ ______________________
Supervisor Signature Date
___________________________________________________ ______________________
Second Level Supervisor Signature Date
Performance Evaluation Form – 750699302.doc
Reference Policy 6-21.2 Page 6 of 6
