consistently does outstanding work, regularly going far beyond what is expected of employees in this job. Performance that exceeds expectations is due to the employee's own knowledge, skill, or effort. Any performance not consistently exceeding expectations is minor or due to events not under the control of the employee.
The employee's performance MEETS the defined job expectations and may exceed job expectations in several areas. The employee generally is doing a very good job. Performance that meets expectations is due to the employee's own knowledge, skill, or effort. The employee's performance meets the defined job expectations. The employee's performance is at the level expected for employees doing this job.
The employee's performance MEETS SOME of the job expectations, but does not fully meet the remainder. Improvement is needed to fully meet expectations. The employee generally is doing the job at a minimal level or is performing less than a good job. Lapses in performance may be due to the employee's own lack of knowledge, skill, or effort.
The employee's performance generally FAILS to meet the expectations as defined. The employee frequently requires close supervision; the employee's work frequently must be redone; or the employee is not doing the job at the level expected for employees in this position. Unsuccessful job performance may be due to the employee's own lack of knowledge, skill, or effort.
The Performance Evaluation Form must be dated and signed by the employee, his or her supervisor, and the next-level supervisor. No changes can be made or comments added to the Performance Evaluation Form without the employee's knowledge. If additional information must be added after the original work plan is written, it must be initialed and dated by the employee, the supervisor, and the next-level supervisor.
If an employee chooses not to sign the Performance Evaluation Form, the supervisor or manager must determine an alternate method of documenting that the evaluation has been completely discussed with the employee.
The completed and signed Performance Evaluation must be forwarded to OHR. A copy of the evaluation should also remain in the supervisor's files.
The Performance Evaluation Form, whether an original or a copy and wherever located, is a confidential personnel file document with restricted access. Supervisors considering an employee for transfer, promotion, demotion, or termination are permitted access to the current or past performance evaluation documents of that employee.