160 · Representative Documents: Performance Assessment
SOUTHERN ILLINOIS UNIVERSITY
Administrative/Professional Employee Performance Evaluation (Director-level positions and above)
hro3017
10/13
Administrative/Professional Employee Performance Evaluation
Southern Illinois University
To be used for Director-level positions and above
Employee Name: Employee ID: Position ID:
Job Title: Organization: Fiscal Officer:
Rating Period: Date: Evaluator Name:
Reason for Evaluation: Annual Evaluation Mid Cycle
INSTRUCTIONS
1. The supervisor should notify the employee when it is time to do his/her evaluation and ask them to submit their self-
evaluation in a timely manner.
2. In the meantime, the supervisor should complete an evaluation on the employee's performance.
3. The supervisor takes the two evaluations and discusses them with his/her immediate supervisor to discuss and make
any appropriate changes.
4. The supervisor and employee meet to discuss the evaluation, review the position description, and discuss
expectations and focus factors for the next rating period.
5. Employees must be rated on all 8 core factors and, in addition, 2 agreed upon focus factors.
6. The supervisor should provide specific comments and examples for all ratings.
7. Prior to signing the form, the employee may make written comments. If more space is needed, please provide
additional pages.
8. The original form must be submitted to Human Resources by the return due date with all necessary signatures.
(Annual performance evaluation due date is April 1.)
9. The employing department is required to provide each employee with a copy of his/her evaluation.
Rating Scale and Definition of Ratings
Scale Definition
O Outstanding: Performance is exceptional and recognized as superior accomplishments outside of the normal
scope of the defined job standards and skills. Contributions have significant and positive impact on the unit or
organization.
HE Highly Effective: Performance consistently exhibits desired competencies effectively and independently while
frequently exceeding expectations, standards, requirements, and objectives.
E Effective: Performance clearly demonstrates a consistent, quality effort. Employee reliably exhibits proficiency
of the defined job standards and skills. These employees meet all expectations, standards, requirements, and
objectives and, on occasion, may exceed them.
M Marginal: Performance does not consistently meet established expectations. Performance requires monitoring
to achieve consistent completion of work and requires more constant, close supervision.
U Unsatisfactory: Performance results do not meet acceptable standards for the position. Improvement is
required.
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