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Professional Staff Performance Evaluation Structured Approach Employee Name (Last) (First) (M.I.) Position Title
 

Summary: Professional Staff Performance Evaluation Structured Approach
Employee Name (Last) (First) (M.I.) Position Title
Performance Period Discussion Date Name and Title of Supervisor Department
INSTRUCTIONS
PERFORMANCE FACTORS
Under each performance factor, clarify the expectations provided by referring to the specific job. Provide samples where indicated. You may
develop other expectations related to the position in the spaces provided under each factor and include reference to specific duties when
completing the Documentation/Comments section. Attach additional sheets if necessary.
Rate applicable Expectations under each Performance Factor and calculate an average rating for the Factor. For ratings other than "Fully
Meets Requirements" (2), include explanations in the Documentation/Comments section, of how the performance varies from the
Expectation.
OPTIONAL FACTORS / OBJECTIVES
In addition to tailoring Performance Factors 1 through 10 to the job being evaluated, Item 11 may be used for other Factors or Objectives
related to specific duties and responsibilities. (Factors usually relate to ongoing job functions, while Objectives address key results or special
projects to be accomplished during a specific performance period.)
Action plans may be listed under the Factor or Objective and rated individually. An overall rating of the Objective should be based on the
results achieved. For ratings other than "Fully Meets," use the Documentation/Comments section to explain how the result varied from the
Objective.
PERFORMANCE FACTOR RATING SCALE
0

  

Source: Anderson, Richard - Department of Computer Science and Engineering, University of Washington at Seattle

 

Collections: Computer Technologies and Information Sciences