2014 Setting Expectations and Performance Assessment Form

Instructions:
A. Goals: Enter 4-6 project and/or activity-based goals as appropriate. Managers should continue to focus on what is most
important to the job and ensure alignment to business/team objectives.

Weight: Goal weighting helps clarify priorities and better defines the key focus areas. Weights should reflect the goal’s
importance and potential impact on the business as well as any quality/compliance standards. Employees in the same roles may
have similar or the same goal weights. Combined goal weights should add up to 100%. Any goal should have at least 5% weight.

Results: Goal results are now defined using a 0% to 100% scale. General scoring guidance is as follows: 100%=Fully Achieved;
75%=Mostly Achieved; 50%=Partially Achieved; 0%=Not Achieved.

Weight x Results: multiply the Weight x Result to derive the score for each goal. Add scores to calculate the Overall Goal Total.

Goal Goal and Expected Outcome Result Weight x

Results Weight Result
# (1 – 6 Goals) (0 to 100%)
Example Goal 1 30
1 40 75%
(75% of 40)
Example Goal 2 60
2 60 100% (100% of
60)
Overall Assessment of Goals
100% 90
2014 Setting Expectations and Performance Assessment Form

Instructions:
B. Competencies: Assess competencies using the Leader or Individual Contributor behaviors as appropriate. The scale below
should be applied by considering the requirements of the role the employee is performing.

Rating considerations:
Did the employee demonstrate the behaviors? How frequently are the behaviors observed?
Can the behaviors be linked to results?
How does the individual compare to others in the same job? Is the employee equally or more effective?

Rating Scale:

Ineffective (1): Behaviors do not meet the required level and may limit achievement of results.

Adequate (2): Behaviors meet the minimum required level in support of the achievement of results.

Effective (3): Behaviors fully meet the required level and help the achievement of results.

Very Effective (4): Behaviors exceed the required level and substantially help the achievement of results.

Exceptionally Effective (5): Behaviors significantly exceed the required level (top 5% of all employees) and serve as a
role model to others.
2014 Setting Expectations and Performance Assessment Form

Instructions:

C. Overall Rating: Performance assessments do not use specific formulas to drive the final rating; the final performance rating is
based on manager discretion based on the importance and impact of both Goals and Competencies.

Rating Scale:

Exceeds Expectations (EE): Achieved exceptional overall results and consistently acted as a positive role model during
the past year. Exceeded expected competency based behaviors. Met or exceeded Goals and/or took on and delivered
upon significant additional Goals or projects. Consistently provided new insights for creative/innovative approaches to
work. Performance was among the highest of those in similar positions.

Achieves Expectations (AE): Achieved expected overall results while maintaining effective relationships during the past
year. Achieved expected competency based behaviors. Goals were met or were offset by successful performance in
other areas. Often initiated ideas or suggestions for improvement without being asked. Achieved expected competency
based behaviors. Contributed significantly to the success of the organization/unit.

Partially Achieves Expectations (PA): Partially achieved expected results during the past year. Achieved behaviors in
SOME competencies. Met SOME expectations but improvement is required before performance can be considered to
have achieved expectations.

Not Achieved Expectations (NA): Did not achieve expected overall results during the past year. Demonstrated
competency behaviors below those required to be effective in the position. Missed a significant number of goals,
expected results or commitments, or met goals in a way that compromised other responsibilities and/or created serious
relationship issues. Had difficulty throughout the performance cycle in meeting the objectives and needs of the
organization.
2013 Setting Expectations and Performance Assessment Form

Name: Division/Department:
Title: Manager:
Location: Next Level Manager:
Date:
Performance Year: 2014

A . Goals. Enter project and/or activity-based goals as appropriate.

Goal Goal and Expected Outcome Result Weight x

Results Weight Result
# (1 – 6 Goals) (0 to 100%)

Overall Assessment of Not

100
Goals: Applicable
2013 Setting Expectations and Performance Assessment Form

Name: Division/Department:
Title: Manager:
Location: Next Level Manager:
Date:
Performance Year: 2014

B. Competencies. Competencies should be assessed using leader or individual contributor behaviors as appropriate.

Competencies Rating**
Narrative Results

Set Vision and Strategy

1

Anticipate
2

Innovate
3

Build
4

Deliver Results
5

Overall Assessment of
Competencies

**Competency Ratings - enter either the rating description (Adequate, Effective….) or the whole number (2, 3….) for each rating, including for the
Overall Assessment:
Ineffective (1): Behavior does not meet the required level and may limit achievement of results.
Adequate (2): Behavior meets the minimum required level in support of the achievement of results. 3
Effective (3): Behavior fully meets the required level and helps the achievement of results.
Very Effective (4): Behavior exceeds the required level and substantially helps the achievement of results.
Exceptionally Effective (5): Behavior significantly exceeds the required level (top 5% of all employees) and serves as a role model to others.
2013 Setting Expectations and Performance Assessment Form

Name: Division/Department:
Title: Manager:
Location: Next Level Manager:
Date:
Performance Year: 2014

C. Summary

Summary
Describe the overall performance based on competencies and goal results.

EE
Overall Rating** AE
Place an “X” next to the rating that best describes the employee’s overall performance. PA
NA
Signatures
Please sign at the conclusion of the performance assessment process.

Employee’s Signature: Date:

Manager’s Signature: Date:

**EE = Exceeded Expectations PA = Partially Achieved Expectations

AE = Achieved Expectations NA = Did Not Achieve Expectations

Note: Within 10 days of signature, the manager must forward this document to the employee file in accordance with local requirements and legal policy.