Objectives Setting and Performance Evaluation Process - STAFF

1. Download the form titled, "OBJECTIVE SETTING AND PERFORMANCE EVALUATION PROCESS - Staff", to your desktop or Laptop.
2. Read the first page and complete the required information in the blue boxes at the bottom of the first page. ( Employee Name, Date, Title, Department, Evaluator)
3. Go to the next page.
4. On the page labeled, "Review Employee Objectives", in the blue spaces, briefly summarize the employee’s objectives established at the last performance evaluation. The objectives should be listed in priority sequence. You should have 3 objectives. After each objective, click on the rating box and select the appropriate rating, 1, 2, 3, or 4. The average rating will be calculated automatically. If there are less than 3 objectives, select ‘3’ for the rating in the blank (empty) objective rating box.
5. When completing the performance evaluation with the employee, you should briefly summarize and enter any employee comments in the boxes after the ratings.
6. Under the "Review Essential Functions of the Position" paragraph, summarize the employee’s overall performance on completing the essential functions of the position in the box provided. Note the areas where the employee exceeded or needs to improve.
7. Select a rating from the drop down box to evaluate the employee’s overall performance of the essential functions of the position.
8. Go to the next page.
9. On the "Personal Competencies Assessment" page, comment in the blue boxes about each competency, where applicable.
10. Select a rating from the drop down box for each competency. The average rating will be calculated automatically. If a competency doesn’t apply, enter a ‘3’ for the rating in the blank (empty) competency rating box.
11. In the next blue box, please comment on the overall performance giving behavior- related examples of how the employee achieved the results.
12. The overall Performance rating will be calculated automatically in the "Overall Evaluation Rating Box."
13. Go to the next page.
14. During the scheduled performance evaluation, together you and the employee should enter the three (3) "Key Objectives" for the next annual review period on the, "Key Objectives Development," page. The "Key Objectives" should address any deficiencies noted within the evaluation or development activities designed to help the employee perform the functions of the position more efficiently.
15. Print the completed performance evaluation form; you and the employee should sign and date the evaluation.
16. Forward the evaluation to the reviewing manager for signature.
17. When all signatures are obtained, a copy should be given to the employee and all the pages should be scanned and sent by email or faxed to the Human Resources Department. The hard copy may be sent but the supervisor should retain a copy for his / her records, particularly the "Key Objectives" developed for the coming year.

Objectives Setting and Performance Evaluation Process - ADMINISTRATION

1. Download the form titled, "OBJECTIVE SETTING AND PERFORMANCE EVALUATION PROCESS – Administration" to your desktop or Laptop.
2. Send to the employee to be evaluated a copy of the "Employee Self Evaluation – Goals and Objectives Assessment" in advance of the performance evaluation meeting. The employee should complete this document, print it, and bring it to the meeting for discussion. This page should be reviewed as you discuss the employee’s performance and included in the forms to be sent to the reviewing manager for signature.
3. You (the supervisor) continue with preparing the performance evaluation form.
4. Read the first page and complete the required information in the blue boxes at the bottom of the first page. ( Employee Name, Date, Title, Department, Evaluator)
5. Go to the next page.
6. On the page labeled "Supervisor’s Evaluation", the employee’s name should already be entered; complete the Supervisor’s Name.
7. In the blue spaces, briefly summarize the employee’s objectives established at the last performance evaluation. The objectives should be listed in priority sequence. You should have 5 objectives.
8. After each objective, click on the drop down rating box and select the appropriate rating, 1, 2, 3 or 4. If you have less than 5 objectives, enter a ‘3’ in the blank (empty) objective rating box.
9. At the bottom of the objectives section, the form will automatically average the ratings for the "Objectives Assessment - Overall Rating" after you click on each box or move to the next section.
10. Go to the next page, "Personal / Leadership Competencies Assessment."
11. Comment, where applicable, on each of the Competencies on this page.
12. After each competency, click on the drop down rating box and select the appropriate rating for each competency. If one of the competencies does not apply to this employee, enter a ‘3’ in that competency’s rating box. The form will automatically average the ratings in the "Personal / Leadership Competencies – Overall Rating" box after you click on each box or move to the next section.
13. Go to the next page.
14. On the "Review Essential Functions of the Position" page, summarize the employee’s overall performance on completing the essential functions of the position in the box provided. Note the areas where the employee exceeded or needs improvement.
15. After completing your comments on the essential functions, click on "Review Essential Functions of the Position – Overall Rating" and select a rating from the drop down box.
16. In the next blue box, comment on the "Overall Performance" of the employee, giving specific examples of quantitative or qualitative results.
17. The overall performance rating will be calculated automatically from all the earlier entries in the "Overall Performance Rating Box."
18. You should then print the first 4 pages of the performance evaluation to review with the employee at the time of the performance evaluation (during the performance evaluation meeting); you and the employee should sign and date this form.
19. Together you should complete the new objectives for the coming year on the "Employee Goals and Objectives Development" page. Any comments concerning the new objectives should be made in the comments box at the end of the page. These objectives will be the basis for next year’s performance evaluation.
20. Print out the "Employee Goals and Objectives Development" page; you and the employee should sign and date this page.
21. Forward all of the forms to the reviewing manager for signature.
22. When all signatures are obtained, a copy of all the documents should be given to the employee and the pages, including the, "Employee Self Evaluation" page, should then be scanned and sent by email or faxed to the Human Resources Department. The hard copy may be sent but the supervisor should retain a copy for his / her records, particularly the "Employee Objectives Development" page for the coming year.