Performance Appraisal Instructions

Drexel University College of Medicine

Instructions for Completing the Performance Appraisal Document 2007-2008

Demographic Information

• Employee’s name, position title, department name/organization number
• Evaluator’s name, position title, department name/organization number
• Review period-dates that represent the performance period being reviewed
• Type of review:
• End Introductory (Probationary) Period: performance evaluation after 90 days.
• Annual: the annual performance evaluation for each employee, generally completed during the second quarter of the fiscal year
• Other-evaluation of performance outside of the normal review cycle (e.g. promotion, transfer, etc)

Section 1: Assessment of Essential Job Responsibilities/Performance Goals

• Essential Job Responsibilities/Goals for the Past Year

List the employee’s major goals from the past year. If goals were not developed, include the Essential Functions (not necessarily all job responsibilities) of the job.

• Highlights of Accomplishments

Note observations about the employee’s performance during the current review period. Be as specific as possible. The information in this section must correlate to the goals for the past year.

• Rating

Rate each Essential Job Responsibilities/Goals for the Past Year using the scale:

• Exceeds Expectations
• Meets Expectations
• Needs Improvement
• Unacceptable

Section 2: Assessment of Job-Related Competencies

• For each applicable competency, assess the employee’s grasp/display of the competency.
• When completing the comments area, be specific and fair. Site examples of the employee’s behavior and/or skill level; justify the rating; do not leave the Comments area blank.
• At least one Management/Supervisory competency must be selected for employees that are managers or supervisors.
• Ratings: rate each Job-Related Competency using the scale:

• Exceeds Expectations-contributions were clearly outstanding and identifiable as exceeding expectations, which are strongly contributed to goals. Exhibited strong personal initiative and insight.
• Meets Expectation-carried full work load and meets expectations in all/most areas, has competence derived from experience and training. Contributes to goals and outcomes.
• Needs Improvement-carried adequate work load and met minimal expectations. Needs performance improvement in some areas.
• Unacceptable-failed to carry adequate work load or failed to meet minimal expectations of position.

Section 3: Overall Summary of Performance

• The performance summary describes the staff member’s overall performance and competency assessment.
• Ratings

Summarize Overall Performance using the scale:

• E-performance is clearly and consistently outstanding in most aspects of current responsibilities. Performance consistently far exceeds the established goals and position competencies.
• M-performance is reliable and consistently meets established goals and position competencies.
• N-performance does not consistently meet all established goals and position competencies. Performance requires improvement in the areas noted.
• U-performance did not meet established goals and competencies. Performance requires improvement in the areas noted.

Section 4: Goal Setting and Development Planning for the Upcoming Evaluation Period and Signatures

• This section addresses goals, objectives and developmental activities for the next review period
• Goals – overall statement of end results expected within a specific period of time. Each goal should fit into and support the overall strategy of the department
• Objective – the specific results an employee is expected to achieve
• Development Goal and Objective – specifies behavior improvement goal and development actions
• How Goal Will Be Measured – specify how often the objective will be measured, through what format, acceptable margin of error, etc.
• Employee and Evaluator’s Goal Setting and Development Planning Signatures