Classied Employee Performance Assessment
Job classication title
Internal position title
School, College, Division
Employment date for current position
Most recent date hired at UGA (continuous service)
Type of evaluation annual probationary other
Period of evaluation from to
The supervisor completes the evaluation based on the employee’s performance for the entire rating period. For annual evaluations, the rating period is
January through December.
1. Section I–General Work Characteristics: Select the rating for each work characteristic that best describes the employee’s job performance. Comments
are optional. If improvements is needed, document in Section IV A, Performance Improvement Objectives.
2. Section II–Job Responsibilities: List the tasks/responsibilities most important for successful performance of the employee’s job (normally 80% of
the tasks/responsibilities from the position description). Work standard is to be completed for each task/responsibility. Each work standard should
clearly communicate the performance expectations and provide clear and concise directions for the employee to use in managing daily performance.
Actual performance for each task must be noted. Performance of job responsibilities shall be evaluated based on how well the employee has met the
established work standard and will be given the following ratings:
Exceeds Requirements: Work performance that clearly and consistently surpasses the work standard for the task throughout the rating period.
Meets Requirements: Work performance that competently meets the work standard for the task.
Needs Improvement: Work performance that sometimes fails to meet the work standard for the task; must be documented in Section IV A,
Performance Improvement Objectives.
Unsatisfactory: Work performance that clearly and consistently fails to meet the work standard for the task throughout the rating period; must be
documented in Section IV A, Performance Improvement Objectives.
3. Section III–Evaluation Summary: Select ratings for overall job performance from choices given by considering all of the work factors from Sections
I and II. Supervisor comments are required if the overall job performance level is unsatisfactory. This section may also be used for comments on the
employee’s promotion potential. Employee should answer the questions pertaining to discussion of position description and performance dimensions to
4. Section IV–Employee Development: Optional if all job responsibilities meet or exceed requirements.
A. Performance Improvement Objectives: Complete this section for each general work characteristic in Section I needing improvement, and from
Section II, complete for each task/responsibility that has been rated as “needs improvement” or “unsatisfactory”; specify a course of action to guide
future improvement of the employee.
B. Personal Development Objectives: Supervisor and employee discuss and identify specic objectives designed to expand the employee’s job-
related skills, knowledge, and abilities.
5. Section V–Employee Self Evaluation: Optional
A. Update credentials; document outstanding accomplishments and service.
B. Make suggestions for improving job conditions and/or solving work problems. (Examples: new equipment or other changes in the work
environment that might increase efciency.)
6. Signatures: At the conclusion of the evaluation conference, which must be completed by 0DUFK 31, the form must be signed by both the supervisor
and the employee. An employee’s signature does not reect agreement with the assessment, only that the employee was given the opportunity to
discuss the ofcial review with the supervisor. In organizations where there is a second supervisor who has a general knowledge of the employee’s
performance, the evaluation may be reviewed and signed by that supervisor.
Instructions for completing the form: