THE UNIVERSITY OF ALABAMA ANNUAL EMPLOYEE PERFORMANCE EVALUATION
Comprehensive Form
E MPLOYEE N AME (
F IRST,MI, LAST):
CWID#:J OB T ITLE:
D EPARTMENT: D IVISION:
P ERIOD OF E VALUATION: From: T O:
_____________________________________________________________________________ PART I - INSTRUCTIONS TO RATER
Listed below are five performance factors, ven behavioral traits, and five supervisory factors that are important in the performance of the employee’s job. Performan ce factors and behavioral traits must be utilized for all employees. The supervisor factors should be utilized only for employees with supervisory responsibilities. NOTE: A rating of Unacceptable (1), Needs Improvement (2) or Superior (5) requires comments.The “overall performance” evaluation should reflect the employee’s total performance, including the performance factors as related to the employee’s responsibilities and duties as t forth in the job description, behavioral traits and supervisory factors, if applicable.
D ISTRIBUTION I NSTRUCTIONS 1. Return the original form to Human Resources
303 Ro Administration Building/Box 870126.
2. Maintain one copy for your departmental records.
3. Distribute one copy to the employee.
M ARKING I NSTRUCTIONS 1. The superv isor should indicate the employee’s performance by
using check box next to the appropriate level of
performance.
The following rating scale guide is being provided to assist the evaluator in assigning the most appropriate measurement of the employees’ pe rformance factors, behavioral traits and supervisory factors.
1 = U NACCEPTABLE - Consistently fails to meet job requirements; performance clearly below minimum
requirements. Immediate improvement required to maintain employment.
2 = N EEDS I MPROVEMENT–Occasionally fails to meet job requirements; performance must improve
to meet expectations of position.
3 = M EETS E XPECTATIONS–Able to perform 100% of job duties satisfactorily. Normal guidance and
supervision are required.
4 = E XCEEDS E XPECTATIONS – Frequently exceeds job requirements; all planned objectives were
achieved above the established standards and accomplishments were made in unexpected areas as well.
5 = S UPERIOR –Consistently exceeds job requirements; this is the highest level of performance that
can be attained.
PART II - PERFORMANCE FACTORS
Knowledge, Skills, Abilities – Consider the degree to which the employee exhibits the required level of job knowledge and/or skills to perform the job and this employee’s u of established techn iques, materials and equipment as they relate to performance.
Unacceptable ........................................................................... Superior
1 2 3 4 5
Comments:
1. Quality of Work – Does the employee complete assignments meeting quality standards? Consider
accuracy, neatness, thoroughness and adherence to standards and safety rules.绿色闪光
Unacceptable ........................................................................... Superior
1 2 3 4 5
Comments:
2. Quantity of Work –Consider the results of this employee’s efforts. Does the employee demonstrate the
ability to manage veral responsibilities simultaneously; perform work in a productive and timely
manner; meet work schedules?
Unacceptable ........................................................................... Superior
1 2 3 4 5
Comments:
3. Work Habits –To what extent does the employee display a positive, cooperative attitude
toward work assignments and requirements? Consider compliance with established work rules and organizational policies.
Unacceptable ................................................................. S uperior
1 2 3 4 5
接力跑Comments:
4. Communication – Consider job related effectiveness in dealing with others. Does the employee express
ideas clearly both orally and in writing, listen well and respond appropriately?
Unacceptable ........................................................................... Superior
1 2 3 4 5
Comments:
PART III - BEHAVIORAL TRAITS
1. Dependability – Consider the amount of time spent directing this employee. Does the employee monitor
projects and exerci follow-through; adhere to time frames; is on time for meetings and appointments;
and responds appropriately to instructions and procedures?
Unacceptable ........................................................................... Superior
1 2 3 4 5
Comments:
2. Cooperation – How well does the employee work with co-workers and supervisors as a contributing team
member? Does the employee demonstrate consideration of others; maintain rapport with others; help others willingly?
Unacceptable ........................................................................... Superior
1 2 3 4 5
Comments:
3. Initiative – Consider how well the employee eks and assumes greater responsibility, monitors projects
independently, and follows through appropriately.
骄傲与偏见Unacceptable ........................................................................... Superior
1 2 3 4 5
Comments:
4. Adaptability – Consider the ea with which the employee adjusts to any change in duties, proced
ures,
supervisors or work environment. How well does the employee accept new ideas and approaches to
work, respond appropriately to constructive criticism and to suggestions for work improvement?
Unacceptable ........................................................................... Superior
1 2 3 4 5
Comments:
5. Judgment – Consider how well the employee effectively analyzes problems, determines appropriate
action for solutions, and exhibits timely and decisive action; thinks logically.
Unacceptable ........................................................................... Superior
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Comments:
6. Attendance – Consider number of abnces, u of annual and sick leave in accordance with University
policy.
Unacceptable Acceptable
Comments:
7. Punctuality – Consider work arrival and departure in accordance with departmental and University policy.
Unacceptable Acceptable
Comments:
PART IV - SUPERVISORY FACTORS (IF APPLICABLE)
1. Leadership – Consider how well the employee demonstrates effective supervisory abilities; gains r
espect
and cooperation; inspires and motivates subordinates; directs work group toward common goal.
Unacceptable ........................................................................ S uperior N/A
1 2 3 4 5
Comments:
2. Delegation – How well does the employee demonstrate the ability to direct others in accomplishing work;
ISAPIeffectively lect and motivate staff; define assignments; overe the work of subordinates?
Unacceptable ........................................................................ S uperior N/A
1 2 3 4 5
Comments:
3. Planning and Organizing – Consider how well the employee plans and organizes work; coordinates with
others, and establishes appropriate priorities; anticipates future needs; carries out assignments
effectively.
Unacceptable ........................................................................ S uperior N/A
1 2 3 4 5
Comments:
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4. Administration – How well does the employee perform day-to-day administrative tasks; manage time;
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administer policies and implement procedures; maintain appropriate contact with supervisor and utilize funds, staff or equipment?
Unacceptable ........................................................................ S uperior N/A
1 2 3 4 5
Comments:
5. Personnel Management – Consider how well the employee rves as a role model; provides guidance and
南汇嘴观海公园opportunities to their staff for their development and advancement; resolves work-related employee
problems; assists subordinates in accomplishing their work-related objectives. Does the employee
communicate well with subordinates in a clear, conci, accurate, and timely manner and make uful suggestions?
Unacceptable ........................................................................ S uperior N/A
1 2 3 4 5
Comments:
