Meredith College
Exempt Employee Performance Evaluation
2013-14
CONFIDENTIAL
Name:
Title:
Employee ID#:
Department:
Supervisor:
Self-evaluation: To be Completed by Employee
I.
List your goals for this evaluation period and summarize the outcomes:
II.
Employee’s Questions:
1. Other than the goals listed above, what were your most significant accomplishments during this evaluation
period (list up to three)?
2. Is there a way you believe your strengths could be better utilized (change in responsibilities, more opportunities
to perform a specific task, less time working in area of weakness, etc.)?
3. How have you contributed to furthering enrollment and retention, visibility or the image of Meredith, and/or
Meredith’s mission/strategic plan?
4. Everyone has the ability to contribute to the goodwill and support of the campus climate. How do you
contribute to the environment and spirit of the community?
5. Have you participated in any professional development / training / skill building activities during this evaluation
period? Please provide a brief summary.
6. What do you need to be more successful (resources, training, mentoring, etc.)?
7.
III.
Have you completed the performance evaluations for all employees you supervise?
Factor/ Rating: Please rate how well you feel you perform on the following (Score of 1 to 7, with one being
severe deficits in performance and/or abilities/improvements are required to seven being far exceeds
expectations for position. Most ratings should fall within the 3 to 5 range, which indicates the factor is
being performed at an expected level. (Check only one rating.) For any rating that is 1, 2, 6, or 7, please
provide an explanation in the comments section.
Factor
Description
Rating
Check the rating that best fits
performance.
Customer
Service
Demonstrates concern and works to satisfy one’s external
and/or internal customers. Displays professionalism and
courtesy in performance of duties.
1
2
3
4
5
6
7
N/A
Organizational
skills/
productivity/
and
administrative
ability
Comments:
Plans / schedules effectively. Integrates planning function
into overall plan and future goals of department / college.
Anticipates needs, forecasts conditions, sets goals and
standards. Completes tasks in a timely manner. Follows
through on assignments and responsibilities.
1
2
3
4
5
6
7
N/A
Fiscal
Responsibility
Stays abreast of fiscal matters related to general higher
education trends. Adheres to and supports budgetary
spending and oversight.
1
2
3
4
5
6
7
N/A
Recognized as and shows a willingness to serve as a
resource person in field of expertise. Demonstrates ability
as a leader in assigned role. Evidence of continuing
professional personal growth resulting in obvious
leadership within his/her field and on campus. Pursues
professional development opportunities, including
certification in field.
1
2
3
4
5
6
7
N/A
Listens effectively. Persuades others to accept a view
point. Maintains an even temper and controls emotions.
Conducts effective meetings. Works with and relates
effectively with subordinates, associates, superiors and
students. Uses oral, written and non-verbal skills
effectively. Maintains contact with other departments.
Contributes to a positive campus climate.
1
2
3
4
5
6
7
N/A
Is involved in voluntary service (civic and professional).
Faithful and effective service and/or leadership of staff for
which he/she is responsible. Has the respect and
appreciation of his/her colleagues among faculty, staff,
administration and external constituents, as appropriate.
Evidences emotional and moral maturity in fulfilling
his/her responsibility.
1
2
3
4
5
6
7
N/A
Strives to seek new ways of addressing issues and
concerns. Stimulates others to think and plan creatively.
1
2
3
4
5
6
7
N/A
Supports needs of staff supervised; demonstrates good
communications with staff; provides resources, as
available; is accessible; encourages development.
1
2
3
4
5
6
7
N/A
Comments:
Comments:
Expertise /
Intellectual
Integrity
Comments:
Communication
/ Interpersonal
Skills
Comments:
Service
Commitment /
Personal
Priority
Comments:
Generation of
new ideas
Comments:
Direct
Supervisory
Skills
Comments:
Other:
To be defined by supervisor prior to beginning of
evaluation period:
1
2
3
4
5
6
7
Comments:
Employee Signature: _______________________________________________ Date: _____________________
N/A
2013-14 Performance Evaluation Employee Name:
Supervisor’s Evaluation: To be completed by immediate supervisor
I.
Discuss outcome of goals from this evaluation period:
II.
Supervisor’s Questions:
1. Provide a summary of the employee’s strengths, accomplishments and/or improvements made during the
evaluation period.
2. Provide a summary of any suggested or required improvements for employee. How can employee better
perform job responsibilities and/or be more successful in position?
3. Provide any additional general comments regarding the employee’s overall performance during this evaluation
period.
4. List any suggested or required professional development.
III.
Factor/ Rating: Please rate how well the employee performs on the following (Score of 1 to 7, with one
being severe deficits in performance and/or abilities/improvements are required to seven being far exceeds
expectations for position. Most ratings should fall within the 3 to 5 range, which indicates the factor is
being performed at an expected level. (Check only one rating.) For any rating that is 1, 2, 6, or 7, please
provide an explanation in the comments section.
Factor
Description
Rating
Customer
Service
Demonstrates concern and works to satisfy one’s external
and/or internal customers. Displays professionalism and
courtesy in performance of duties.
1
2
3
4
5
6
7
N/A
Organizational
skills/
productivity/
and
administrative
ability
Comments:
Plans / schedules effectively. Integrates planning function
into overall plan and future goals of department / college.
Anticipates needs, forecasts conditions, sets goals and
standards. Completes tasks in a timely manner. Follows
through on assignments and responsibilities.
1
2
3
4
5
6
7
N/A
Fiscal
Responsibility
Stays abreast of fiscal matters related to general higher
education trends. Adheres to and supports budgetary
spending and oversight.
1
2
3
4
5
6
7
N/A
Recognized as and shows a willingness to serve as a
resource person in field of expertise. Demonstrates ability
as a leader in assigned role. Evidence of continuing
professional personal growth resulting in obvious
leadership within his/her field and on campus. Pursues
professional development opportunities, including
certification in field.
1
2
3
4
5
6
7
N/A
Comments:
Comments:
Expertise /
Intellectual
Integrity
Comments:
Communication
/ Interpersonal
Skills
Listens effectively. Persuades others to accept a view
point. Maintains an even temper and controls emotions.
Conducts effective meetings. Works with and relates
effectively with subordinates, associates, superiors and
students. Uses oral, written and non-verbal skills
effectively. Maintains contact with other departments.
Contributes to a positive campus climate.
1
2
3
4
5
6
7
N/A
Is involved in voluntary service (civic and professional).
Faithful and effective service and/or leadership of staff for
which he/she is responsible. Has the respect and
appreciation of his/her colleagues among faculty, staff,
administration and external constituents, as appropriate.
Evidences emotional and moral maturity in fulfilling
his/her responsibility.
1
2
3
4
5
6
7
N/A
Strives to seek new ways of addressing issues and
concerns. Stimulates others to think and plan creatively.
1
2
3
4
5
6
7
N/A
General
Supervisory
Skills
Comments:
Supports needs of staff supervised; demonstrates good
communications with staff; provides resources, as
available; is accessible; encourages development.
1
2
3
4
5
6
7
N/A
Other:
To be defined by supervisor prior to beginning of
evaluation period:
1
2
3
4
5
6
7
N/A
Comments:
Service
Commitment /
Personal
Priority
Comments:
Generation of
new ideas
Comments:
Comments:
IV.
Suggested or required goals for next evaluation period:
V.
Overall Rating: Takes into consideration all employment factors, listed above or addressed in narratives
(Score of 1 to 7, with one being severe deficits in performance and/or abilities/improvements are required
to seven being far exceeds expectations for position. Most ratings should fall within the 3 to 5 range, which
indicates the factor is being performed at an expected level):
Check Overall Rating:
1
2
3
4
5
6
7
Supervisor Signature: _______________________________________________________ Date: ________________
Next Level Supervisor Review
Next Level Supervisor Comments:
Next level Supervisor signature: _____________________________________________ Date: __________________
One-on-One Review with Employee
Employee Comments / Goals for New Evaluation Period
Employees comments regarding all sections of evaluation:
Goals for next evaluation period:
Your signature indicates that you have reviewed and discussed your performance review with your supervisor. It does
not necessarily mean that you agree with the comments. If you disagree with the comments or ratings, you may explain
in the comments section above. You may also include any other comments you wish to make regarding your
performance. (This section will expand to allow additional space.)
Employees Signature: _______________________________________________________ Date: __________________
Supervisor Signature to Approve Goals: _________________________________________ Date: __________________
HR Review
Human Resources: ___________________________________________________________ Date: __________________
Original to be filed in employee file