EMPLOYEE:
JOB TITLE:
EVALUATION PERIOD: Mid-Year Annual
Performance Ratings are based on the following scale* :
Rating Definition
EXCEPTIONAL Consistently exceeds departmental performance expectations to a degree that is
obvious to supervisor, customers and peers. Consistently excels in demonstrating
the knowledge, skills and abilities that result in the effective performance of the
position requirements. Serves as a role model to others. Truly outstanding level
of contribution (well beyond position requirements) during the performance
period.
COMMENDABLE Frequently exceeds established departmental performance expectations. Often
excels in demonstrating the knowledge, skills and abilities that result in the
effective performance of the position requirements.
SOLID PERFORMER Meets established departmental performance expectations. Demonstrates the
knowledge, skills and abilities that result in the effective performance of the
position requirements.
NEEDS IMPROVEMENT Does not meet departmental performance expectations on a consistent basis.
Does not demonstrate enough of the knowledge, skills and abilities required to
perform the job. Meets some of the minimum position requirements.
Performance may be uneven or inconsistent, and must be improved. A
performance improvement plan may be required.
UNACCEPTABLE Does not meet departmental performance expectations. Has not demonstrated the
necessary knowledge, skills, abilities and/or commitment. Has not kept pace with
job requirements; successes may be occasional; or performance has been
deteriorating. Immediate and sustained improvement is needed. A performance
improvement plan is required.
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PERFORMANCE FACTORS – This section details how employees perform their job utilizing the descriptors appropriate for
their position. Not all factors need to be rated or included in the overall ratings for the section but can be used for developmental
purposes.
WORK RESULTS
Exceptional Commendable Solid Performer Needs Improvement Unacceptable
o Demonstrates knowledge to accomplish job o Takes initiative
duties effectively o Delegates as appropriate
o Organizes duties well o Acts in accordance with job procedures and
o Performs with minimal supervision policies
o Uses work time and resources efficiently o Acts as a resource for others
o Handles fair share of workload o Remains current regarding new developments in
o Handles multiple tasks/activities area of responsibility
simultaneously o Meets work schedule/attendance expectations
o Takes responsibility for getting things done/
Follows through to completion
Describe actual performance to support rating:
CUSTOMER SERVICE
Exceptional Commendable Solid Performer Needs Improvement Unacceptable
o Seeks customer input appropriately o Responds in a timely and effective manner
o Works actively with customers to identify o Considers the impact of decisions on customers
needs o Demonstrates concern for customer needs
o Takes action to respond to customer o Builds collaborative relationships with
needs/concerns customers
Describe actual performance to support rating:
TEAMWORK
Exceptional Commendable Solid Performer Needs Improvement Unacceptable
o Works to enhance team performance o Provides appropriate feedback to team members
o Respects the opinions of others o Maintains harmonious work relationships with
o Collaborates team members
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Describe actual performance to support rating:
PROBLEM SOLVING/DECISION MAKING
Exceptional Commendable Solid Performer Needs Improvement Unacceptable
o Analyzes situations to resolve effectively o Offers creative suggestions for improvement
o Identifies issues, problems and opportunities o Combines information and ideas in novel ways to
o Formulates alternative solutions produce solutions
o Learns from successes and mistakes o Uses relevant information to diagnose problems
o Effectively establishes priorities o Identifies key issues/root causes from a variety of
o Adapts/responsive to change/changing quantitative and qualitative data
priorities/new ideas o Makes appropriate decisions and accepts
o Recognizes when supervisory input is responsibility for decisions
necessary and seeks guidance
Describe actual performance to support rating:
INTERPERSONAL AND COMMUNICATION SKILLS
Exceptional Commendable Solid Performer Needs Improvement Unacceptable
o Exhibits positive and professional behavior o Builds effective work relationships within and
with across departments
co-workers and customers o Communicates effectively with supervisors/peers
o Shares information and resources o Exercises tact, courtesy and respect
o Listens attentively o Accepts constructive feedback
o Seeks clarification to ensure understanding
Describe actual performance to support rating:
DIVERSITY
Exceptional Commendable Solid Performer Needs Improvement Unacceptable
o Treats all others with respect o Respects differences among the Emory
o Understands the impact of culture/background on community
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the behavior of others o Demonstrates inclusive behavior
Describe actual performance to support rating:
PEOPLE MANAGEMENT (Use if applicable)
Exceptional Commendable Solid Performer Needs Improvement Unacceptable
o Coaches employees to improve performance o Ensures understanding of departmental goals
o Gives effective guidance and feedback to employees and employee roles/responsibilities
o Recognizes and rewards excellent performance o Involves others and delegates appropriately
o Creates a learning environment o Deals effectively with others in a conflict situation
Describe actual performance to support rating:
LEADERSHIP (Use if applicable)
Exceptional Commendable Solid Performer Needs Improvement Unacceptable
o Understands and supports the vision of o Demonstrates business acumen in understanding
Emory the environment, diagnosing strengths and
o Effectively uses the division/department’s weaknesses and formulating action plans
decision making structure o Establishes long-range courses of action to
o Seeks opportunities for collaboration with other areas accomplish strategic goals
Describe actual performance to support rating:
Other Accomplishments: Use this section to identify any development goals or special one time
accomplishments that went beyond the regular job expectations and are not covered elsewhere in this
document.
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Use if applicable: List 3 goals/objectives for the next review period...
Objective Action Steps Support required from
Manager
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Overall Annual Rating: (check rating)
__ EXCEPTIONAL—Consistently exceeds departmental performance expectations to a degree that is
obvious to supervisor, customers and peers. Consistently excels in demonstrating the knowledge, skills
and abilities that result in the effective performance of the position requirements. Serves as a role model
to others. Truly outstanding level of contribution (well beyond position requirements) during the
performance period.
__ COMMENDABLE—Frequently exceeds established departmental performance expectations. Often
excels in demonstrating the knowledge, skills and abilities that result in the effective performance of the
position requirements.
__ SOLID PERFORMER—Meets established departmental performance expectations. Demonstrates the
knowledge, skills and abilities that result in the effective performance of the position requirements.
__ NEEDS IMPROVEMENT— Does not meet departmental performance expectations on a consistent
basis. Does not demonstrate enough of the knowledge, skills and abilities required to perform the job.
Meets some of the minimum position requirements. Performance may be uneven or inconsistent, and
must be improved. A performance improvement plan may be required.
__ UNACCEPTABLE—Does not meet departmental performance expectations. Has not demonstrated the
necessary knowledge, skills, abilities and/or commitment. Has not kept pace with job requirements;
successes may be occasional; or performance has been deteriorating. Immediate and sustained
improvement is needed. A performance improvement plan is required.
Employees Comments:
Employee’s Signature: ________________________________________
Signature indicates the employee has seen and discussed this document with her/his supervisor. It does not necessarily indicate
agreement with it
Manager’s Name:
Manager’s Signature: ___________________________________________Date:_______________________
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HR Signature: ___________________________________Date:_______________________
