Employee Performance/Probationary
Performance Review Form
Employee Name:
Employee ID number:
Job Code & Title:
Department Name:
Entity:
Supervisor Name:
Review Period:
From To
Performance Appraisal
Probationary Appraisal
3 month
If this rating marks the end of the employee’s probationary period, does the employee pass probation?
6 month
Yes
No
RATING
PERFORMANCE LEVEL DEFINITIONS
5
To be considered for this rating, the employee consistently exceeded personal & strategic performance requirements. Questions for the supervisor to answer
include:
-Does employee consistently take on stretch goals, cross-functional or campus-wide assignments beyond the requirements of his/her current position that has produced
beneficial and documented outcomes?
-Has the employee created and designed services or re-engineered/changed processes or procedures that saved on cost, exceeded written financial goals or enhanced the
overall functioning of his/her department, the Carlson School or the University?
-Has the employee created and designed services or re-engineered processes or procedures, which significantly changed how work was done?
4
To be considered for this rating, the employee consistently performed both personal & strategic performance requirements beyond basic requirements of their
job duties and documented strategic objectives. Questions for the supervisor to answer include:
-Is there documentation that the employee consistently exceeded his/her performance objectives in a manner that significantly enhanced the employee’s work or the work of
others?
-In addition to job duties, is there documentation that the employee exceeded strategic objectives as defined by department goals?
-Is there documentation that employee sought out additional responsibilities, and/or training that translated into job/department improvements?
3
To be considered for this rating, the employee has skillfully mastered and consistently performed both personal and strategic performance requirements of
their job duties. Questions for the supervisor to answer include:
-Is there documentation that the employee skillfully mastered the requirements of his/her performance objectives?
-Is there documentation that the employee fulfilled job performance objectives and played a role in executing the employee’s department or strategic goals?
2
To be considered for this rating, the employee demonstrated both competence and opportunity for improvement in this area. Questions for the supervisor to
answer include:
-Is there documentation that employee occasionally mastered some areas of their position in all portions his/her performance yet did not master the duty completely?
-Is there documentation that employee fulfilled some job performance objectives and played a role in executing the employee’s department or strategic goals?
1
To be considered for this rating, the employee demonstrated performance below expectations in this area. Questions for the supervisor include:
-Is there documentation that the employee routinely falls below expectations in this area?
-Does the employee demonstrate one or more performance deficiencies that prevent success at achieving the strategic goals or job performance at the Carlson School?
Carlson School of Management Employee Performance Appraisal
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PART I: PERFORMANCE REVIEW AND PLANNING
List each key performance objective in priority order. Discuss specific reasons for the level of performance achieved on each objective.
Each major performance objective should be rated separately. The overall employee evaluation score will be based on a weighted
average of the ratings, computed by multiplying the percentage of duties by the rating for that percentage.
PERFORMANCE OBJECTIVES & RATING
PERFORMANCE OBJECTIVE & RATING
DOCUMENTED EMPLOYEE STRENGTHS &
IMPROVEMENTS SINCE LAST APPRAISAL PERIOD
SUPERVISOR LISTS ONE PERFORMANCE
OBJECTIVE FOR THE POSITION AND %
OPPORTUNITIES FOR GROWTH
SUPERVISOR SUMMARIZES HOW EMPLOYEE CAN IMPROVE ON
PERFORMANCE FOR NEXT REVIEW PERIOD
Rating (Circle one): 1 2 3 4 5
MEASURABLE PERFORMANCE OBJECTIVES FOR NEXT PERIOD (Identify keys to success for this objective, for example-resources, tools or other kinds of support) :
PERFORMANCE OBJECTIVE & RATING
SUPERVISOR LISTS ONE PERFORMANCE
OBJECTIVE FOR THE POSITION AND %
Rating (Circle one): 1 2 3
4
DOCUMENTED EMPLOYEE STRENGTHS &
IMPROVEMENTS SINCE LAST APPRAISAL PERIOD
OPPORTUNITIES FOR GROWTH
SUPERVISOR SUMMARIZES HOW EMPLOYEE CAN IMPROVE ON
PERFORMANCE FOR NEXT REVIEW PERIOD
5
MEASURABLE PERFORMANCE OBJECTIVES FOR NEXT PERIOD: (Identify keys to success for this objective, for example-resources, tools or other kinds of support):
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PERFORMANCE OBJECTIVE & RATING
DOCUMENTED EMPLOYEE STRENGTHS &
IMPROVEMENTS SINCE LAST APPRAISAL PERIOD
SUPERVISOR LISTS ONE PERFORMANCE
OBJECTIVE FOR THE POSITION AND %
Rating (Circle one): 1 2
3
4
OPPORTUNITIES FOR GROWTH
SUPERVISOR SUMMARIZES HOW EMPLOYEE CAN IMPROVE ON
PERFORMANCE FOR NEXT REVIEW PERIOD AND RATES
OVERALL PERFORMANCE FOR THIS OBJECTIVE.
5
MEASURABLE PERFORMANCE OBJECTIVES FOR NEXT PERIOD (Identify keys to success for this objective, for example-resources, tools or other kinds of support):
PERFORMANCE OBJECTIVE & RATING
SUPERVISOR LISTS ONE PERFORMANCE
OBJECTIVE FOR THE POSITION and %
Rating (Circle one): 1 2
3
4
DOCUMENTED EMPLOYEE STRENGTHS &
IMPROVEMENTS SINCE LAST APPRAISAL PERIOD
OPPORTUNITIES FOR GROWTH & RATING
SUPERVISOR SUMMARIZES HOW EMPLOYEE CAN IMPROVE ON
PERFORMANCE FOR NEXT REVIEW PERIOD AND RATES
OVERALL PERFORMANCE FOR THIS OBJECTIVE.
5
MEASURABLE PERFORMANCE OBJECTIVES FOR NEXT PERIOD (Identify keys to success for this objective, for example-resources, tools or other kinds of support):
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PART II: Key Accomplishments & Contributions
1. What were the employee’s key accomplishments and/or contributions to the department/college/University?
2. How did this employee’s contributions align with the Carlson School/University’s strategic objectives?
PART III: Career/Professional Development
1. Discuss with the employee their career/professional development goals.
2. What are the tools/training needed to work towards these goals in the next year?
3. Were there key obstacles that prevented the employee from achieving his or her professional development
goals? If so, please describe the goals that were not met and the key obstacles below.
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PART IV: CALCULATIONS
Considering performance of separate duties and/or objectives, as well as their relative importance or frequency, check the performance
level that best indicates overall job performance (see below). Supervisors should multiply each Performance Objective Level (1-5) x
percent-time of duties and total them.
EXAMPLE
PERFORMANCE
OBJECTIVE
PERCENTAGE RATING MULTIPLY % TIMES RATING
1
35%
5
1.75
2
20%
5
1.00
3
15%
4
0.60
4
30%
3
0.90
OVERALL PERFORMANCE RATING
4.25
PERFORMANCE
OBJECTIVE
PERCENTAGE RATING MULTIPLY % TIMES RATING
1
2
3
4
OVERALL PERFORMANCE RATING
0.0000
Carlson School of Management Employee Performance Appraisal
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PART V: SIGNATURES
Please forward the appraisal form to the department head for signature and comment prior to your department’s NARP Summit meeting. To ensure
fiscal and policy compliance, appraisals are not final until the department head has signed this form.
Department Head Signature
Date:
Supervisor’s Signature
Date:
Phone Number:
Email address:
ADDITIONAL COMMENTS
Employee Signature (denotes only that employee has reviewed the
appraisal. Does not indicate the employee agrees or disagrees with
the content). Employee has a right to attach an addendum with
his/her comments to this appraisal.
Date:
Phone Number:
Email address:
ADDITIONAL COMMENTS
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