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Staff Instructions for Preparing the Annual Evaluation

Instructions to Staff – You will use the evaluation form located on the HR website for your self review. This is the same form that your supervisor will use for his/her review of your performance.

Complete all assessment areas prior to meeting with your supervisor. Only staff who directly supervise other staff and/or student workers need to complete the Supervisor section.

  1. You may list 1-2 colleagues who can provide substantive and specific job related input on your performance.  These individuals 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.  
  2. Your supervisor is responsible to assign an overall rating for your performance.
  3. Save the evaluation form as a PDF document and forward to your supervisor.  Your supervisor will complete his/her sections on the evaluation.  Supervisors must have approval from respective cabinet members to conduct the performance meetings with staff members.
  4. Your supervisor will schedule a time to meet with you to discuss your performance and to establish goals for the coming year.
  5. Review your job description with your supervisor and update as needed.
  6. Ensure that you receive a copy of your review from your supervisor. 

Overall Ratings

Exceptional Performance   - Clearly and consistently exceeds performance expectations.
This level of performance is characterized by:

  • Successful accomplishment of goals beyond expectations.
  • High levels of proficiency in all core and job specific competencies.
  • Demonstrates exceptional depth and breadth of knowledge regarding departmental operations.
  • 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 - Meets performance expectations.
This level of performance is characterized by:

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

Performance Needs Improvement – Key areas of performance do not meet expectations.
This level of performance is characterized by:

  • 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 – Efforts to improve performance have not been successful.
This level of performance is characterized by:

  • 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 contribution to the mission of the department, division, and College. 
  • Resistance to corrective feedback to improve performance.

 This rating suggests ending employment.