Skip to main content area Skip to institutional navigation Skip to sub-navigation

Supervisor Instructions for Preparing the Annual Staff Evaluations

Instructions to Supervisors – You must have approval from your respective cabinet member before meeting with staff for their performance review. 

Complete all assessment areas. The Supervisor section need only be completed for those staff who directly supervisor other staff and/or student workers.  

  1. You must seek feedback from colleagues that the staff person has listed on his/her self-review. You can do this by phone or via email. You are expected to consider this feedback in your overall assessment of performance.
  2. Determine the overall performance rating for the staff person using the ratings described below.
  3. You must provide a detailed and specific rationale that supports the overall rating.
  4. Save the evaluation form as a PDF document.  
  5. Meet with the staff person to discuss his/her performance and to establish goals for the coming year. Following this meeting and based on the conversation you have with your staff, you may make adjustments to the evaluation.
  6. Review the staff person’s job description. If changes are made, send an updated job description to HR along with what changes were made and rationale for those changes.  
  7. Sign and date the evaluation form and ensure that the staff person receives a copy. Retain a copy for your files. Obtain signatures from your department director and division head. Forward the signed form to Human Resources.   

Overall Performance 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.