Annual Employee Performance Evaluation

THE SISSETON WAHPETON COLLEGE
ANNUAL EMPLOYEE PERFORMANCE
EVALUATION
For Exempt and Nonexempt Staff
EMPLOYEE NAME:
JOB TITLE:
D
EPARTMENT:
P
ERIOD OF EVALUATION: From: To:
T
IME IN CURRENT POSITION: TIME WITH THE COLLEGE:
E
MPLOYEE STATUS: Exempt Nonexempt
_____________________________________________________________________________
PART I - INSTRUCTIONS TO RATER
Listed below are five performance factors, seven behavioral traits, and five supervisory factors
that are important in the performance of the employee’s job. Performance factors and behavioral
traits must be utilized for all employees. T he supervisor factors should be utilized only for
employees with supervisory responsibilities. NOTE: A rating of Unacceptable (1), Needs
Improvement (2) or Superior (5) requires comments. The “overall performance” evaluation
should reflect the employee’s total performance, including the performance factors as related to
the employee’s responsibilities and duties as set fo rth in the job description, behavioral traits and
supervisory factors, if applicable.
DISTRIBUTION
INSTRUCTIONS
1. Return the original form to the Presidents Office
2. Maintain one copy for y
our departmental records.
3. Distribute one copy to the employ
ee
MARKING
INSTRUCTIONS
1. The supervisor should indicate the employee’s performance by
using check box next to the appropriate level of
performance.
The following rating scale guide is being provided to assist the evaluator in assigning the most appropriate
measurement of the employees’ performance factors, behavioral traits and supervisory factors.
1 =
UNACCEPTABLE - Consistently fails to meet job requirements; performance clearly below minimum
requirements. Immediate improvement required to maintain employment.
2 =
NEEDS IMPROVEMENTOccasionally fails to meet job requirements; performance must improve to
meet expectations of position.
3 =
MEETS EXPECTATIONS Able to perform 100% of job duties satisfactorily. Normal guidance and
supervision are required.
4 =
EXCEEDS EXPECTATIONS Frequently exceeds job requirements; all planned objectives were
achieved above the established standards and accomplishments were made in unexpected areas
as well.
5 =
SUPERIOR Consistently exceeds job requirements; this is the highest level of performance that
can be attained.
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