Staff Instructions for Preparing the Annual Evaluation

Instructions to Staff

1. Complete all assessment areas. Only staff with supervisory responsibilities need to complete the Supervisor section.
2. You may list 1-3 colleagues who can provide substantive input on your performance. They must be current CC employees. For example, this could be the chair of a committee you serve on or another person that you work closely with on a regular basis.
3. Your supervisor is responsible to assign an overall rating for your performance.
4. Save the evaluation form as a PDF document and forward to your supervisor.   
5. Meet with your supervisor to discuss your performance and to establish goals for the coming year.
6. Review your job description with your supervisor and update as needed.
7. Ensure that you receive a copy of your review from your supervisor. 

Description of Overall Performance Ratings

Exceptional Performance  

• Successful accomplishment of goals beyond expectations.
• High levels of proficiency in all core and job specific competencies.
• Initiative to accept more responsibility to advance the department, division, and college goals.
• Anticipating needs of the department, responding proactively, and being intentional providing support to others. 
• Consistent significant contributions resulting in positive changes and improvements for the department, division, and college.   

Strong Performance

• Successful accomplishment of all goals in a quality manner.
• Successful level of proficiency in all core and job specific competencies.
• Visible contributions to the department, division, and college.
• Consistent achievement of all requirements of the position. 
• Responsiveness to feedback and willingness to incorporate the feedback for successful outcomes.

Performance Needs Improvement  

• Minimal accomplishment of goals and minimal level of proficiency related to core and job specific competencies as a result of factors within the employee’s control.
• Key areas of responsibility require improvement.
• Minimal consistent contributions to the department, division, or college in spite of efforts or corrective feedback.   
• Likelihood that performance can improve with focused effort and a structured plan.

** This rating is an indicator to implement a performance improvement plan.

Unacceptable Performance

• Failure to meet the majority of goals and duties of the position in spite of corrective feedback and/or best efforts.
• Lack of successful accomplishments in most areas of core and job specific competencies.
• Lack of consistent contributions to the mission of the department, division, and college. 
• Resistance to corrective feedback to improve performance.

** This rating suggests ending employment.