Ratings
Annual performance report, individual.

Outstanding	Exceptional performance in all areas of responsibility. Planned objectives were achieved well above the established standards and accomplishments were made in unexpected areas.
Exceeds Expectations	Consistently exceeds established standards in most areas of responsibility. All requirements were met and objectives were achieved above the established standards.
Meets Expectations	All job requirements were met and planned objectives were accomplished within established standards. There were no critical areas where accomplishments were less than planned.
Needs Improvement	Performance in one or more critical areas does not meet expectations. Not all planned objectives were accomplished within the established standards and some responsibilities were not completely met.
Does Not Meet Minimum Standards	Does not meet minimum job requirements. Performance is unacceptable. Responsibilities are not being met and important objectives have not been accomplished. Needs immediate improvement.

Knowledge Specific to Profession - Technical concepts Employer well educated on the topic and performs accordingly	Rating: Meets Expectations
Specific to _______ - Methods, Procedures and Policies After being at this job for many years, employer very familiar with ______.	Rating: Exceeds Expectations
Quality Overall accuracy, completeness of assignments and attention to details During the time the employer is in the office they complete the assigned tasks with accuracy. We have been behind a couple times this year, though not fully the employers fault. A couple more hours on the job could have exceeded expectations.	Rating: Meets Expectations
Quantity Efficient use of time, ability to meet deadlines and overall productivity Always seems to get work done. Does make personal calls when should be working, but the final product works well.	Rating: Meets Expectations
Communication Skills Information conveyed in a clear and concise manner, both written and verbal One of our best	Rating: Outstanding
Interpersonal Skills Ability to interact and work with clients, co-workers and manager Easy to talk to, and gets results.	Rating: Exceeds Expectations
Adaptability Effectively adjust to changes in routines, processes and deadlines Adaptability good after the leave of absence by the employer. Took a little time to get adjusted to employment again, but was able to get back on track with the position.	Rating: Exceeds Expectations
Attendance Exempt Or Occasionally comes in late or leaves early, but works the full required hours per week. Doesn’t take too many days off. Some days off for the family.	Rating: Meets Expectations

Exempt
Nonexempt

Rating
Evaluation Ratings Definitions

Satisfactory:
Marginal:
Unsatisfactory:
Exceptional:
Very Good:
Satisfactory:
Outstanding:
Exceeds Expectations:
Meets Expectations:
Needs Improvement:

Performance Factor ratings are:
Completing Tasks
Initiative and Innovation
Job Knowledge
Safety Compliance
Diversity
Cooperation
Teamwork

DEFINITION OF EVALUATION RATINGS:
Not Satisfactory: Performance is regularly deficient, unacceptable and seriously impacts job outcomes. Specific com- ments are required in Section C (or in an attachment) documenting the performance problems and what is needed to bring performance to a satisfactory level. Frequent follow-up evaluations should be given, documenting progress.

Requires Improvement: Performance periodically fails to be satisfactory and negatively impacts the overall performance level. Specific comments are required in Section C (or in an attachment) documenting the performance problems and what is needed to bring performance to the satisfactory level. Follow-up evaluations should be given, documenting progress.

Satisfactory: Most employees would be rated in this category. Performance is consistently competent, and may periodically exceed expectations. While not required, positive comments are appropriate in Section B.
Exceeds Expectations: Total performance is consistently well above standards. Specific comments which justify this rating are required in Section B.

Outstanding: Overall performance denotes the highest level of consistent accomplishment. Specific comments which justify this rating are required in Section B. OVERALL RATING For all employees, check one category that best describes job performance. Consider and weigh the importance and impact of each category since they may not carry equal value and influence in the job.

DEFINITION OF PERFORMANCE FACTORS:

1. Observance of Work Hours – Punctuality in observing an established work schedule, rest breaks and lunch periods.

2. Attendance – Unauthorized absences/excessive use of leave credits. Are leave requests timely? Are there frequent/extended absences, or a Friday/Monday/holiday pattern?

3. Knowledge of Work – A thorough understanding of the mechanics of the work, and applicable policies and procedures. Main- tains abilities when changes in technology and policies/procedures occur.

4. Job Skill Level – Ability, proficiency and/or dexterity in performing skills needed for job and maintaining a skill level.

5. Quality of Work – The level of overall performance – work that is neat, accurate, thorough, complete, and free of errors.

6. Volume of Acceptable Work – Closely related to “#5. Quality,” since enough acceptable work must be consistently produced.

7. Planning, Organizing, Coordinating – The manner in which assigned duties are approached, methods used in accomplishing work, and pre-planned interactions with other employees and work areas.

8. Work Judgments – Recommendations made or actions taken that reflect logic, objectivity and sound judgment.

9. Interpersonal Relationships – Refers only to those personal contacts with the public, students or co-workers which are a regular part of the employee’s assigned duties, rather than to individual popularity.

10. Accepts Responsibility – Willingness exhibited when given responsibility and the manner in which it is carried out.

11. Accepts Direction – A demonstrated acceptance of directions by following them in a professional manner, or offering sound alternatives which are then an accepted option.

12. Accepts Change – Being adaptable and flexible to new work conditions, surroundings, equipment, procedures and methods.

13. Meets Deadlines – Being capable of meeting established and/or changing deadlines.

14. Initiative – Assessing work processes and suggesting methods that are more efficient, productive or economical. Identifies potential problems and works toward solutions.

15. Operation and Care of Equipment – Responsible and reasonable operation, care and use of equipment.

16. Safety Practices – All employees are expected to observe safety practices that are appropriate to assigned duties.

PERFORMANCE FACTORS FOR LEAD PERSONNEL (Those who lead the work of other employees, not student assistants)

1. Planning & Organizing – Ability to anticipate needs, plan and organize the work of others.

2. Scheduling & Coordinating – Ability to schedule/reschedule work, meet production demands and adjust for changing priorities.

3. T raining & Instruction – Orienting new employees, demonstrating methods and procedures, introducing employees to chang- ing materials, methods and techniques.

4. Productivity – The volume and quality (results) achieved by the Lead Person and by the employees.

5. Evaluating Employees – Are evaluations conducted in a timely manner, and consistently objective, fair, accurate, and supportive?

6. Judgments & Decisions – Are judgments and decisions made fairly? Is there a responsible exercise of authority?

7. Leadership – Creating a climate which encourages positive attitudes, potential and the meeting of organizational goals.

8. Operational Economy – Proper utilization and conservation of time, material, facilities, fiscal and human resources.

9. Effectively Delegates – W ork is assigned in an effective and thorough manner.

10. Employee Relations – Is knowledgeable of policies/procedures and applies them consistently, equally and fairly.

Exempt

Who has been writing annual performance reports of this individual for the last 30 years?
Are the annual performance reports for this individual credible?
How has been the character and behavior of this individual in the last 30 years?
How has been the competence of this individual relevant to a specific profession?
How are this individual’s English language spoken, written, understanding, and reading abilities?
Spoken: Fluent, not fluent.
Written: Excellent, very good, good, fair, not able to understand English Language.
Understanding: Excellent, very good, good, fair, not able to understand English.
Reading: Excellent, very good, good, fair, not able to read English language documents.
Truthfulness: Always truthful, lies, lies occasionally, lies if persuaded by others, does not lie if persuaded by others to lie.