Employee performance review form
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I. Contents of employee performance review form
Annual performance reviews are a key component of employee development. The performance review is intended to be a fair and balanced assessment of an employee’s performance. UT Policy HR0129, Performance Review, specifies that the objective of the annual review is to provide all regular University staff and their supervisors an opportunity to:
- Discuss job performance
- Set goals for professional development
- Establish objectives for contributing to the department’s mission
- Discuss expectations and accomplishments
Several resources are available to help prepare supervisors and employees for the performance evaluation process:
- Online training – Performance Review E-learning Course
- In-person training – Knoxville-area training sessions are scheduled for 2013-2014. Click here to see the schedule and register.
The Performance Review Summary Form is intended to serve for all staff members. A detailed explanation of the summary form’s components and instructions about how to use the form are included in the Performance Review Instruction Form. The Performance Review Summary Form is available in the following formats for your convenience:
If unit- or job-specific review forms are necessary to evaluate performance, alternate review forms may be utilized, but the same overall rating categories (consistently exceeds expectations, fully achieves and occasionally exceeds expectations, fully achieves expectations, sometimes achieves expectations and unsatisfactory/rarely achieves expectations) and numerical evaluation system (5 to 25 points) as the above-referenced summary form must be used.
Submit the completed Performance Review Summary Form (and any requested back-up documentation needed to support the final evaluation) to:
Only one performance review can be submitted per staff member. If an employee is evaluated by more than one supervisor, the supervisors must come to agreement on one overall score.
Overall performance ratings of 9 and below are considered unsatisfactory. These ratings align with the “unsatisfactory/rarely achieves expectations” category.
Ineligibility for Pay Increases
Staff members receiving unsatisfactory overall performance ratings of 9 or lower are ineligible for across-the-board pay increases. Also, staff on current written warning, final written warning or suspension without pay or employees who received a disciplinary demotion in the twelve months immediately preceding the effective date of the across-the-board increase are ineligible until the disciplinary action is resolved. Approval by HR and campus/institute leaders is required to provide or withhold an across-the-board pay increase outside of these guidelines.
Performance reviews require the combined signatures of the employee, the employee’s supervisor and the supervisor’s supervisor to ensure consistency and fairness. Performance review forms are not accepted until all three required signatures are included. The provision does not apply to the President, Vice Presidents and other executive-level supervisors who report directly to the President, Chancellors and Vice Chancellors.
Required Performance Improvement Plan
Staff members who receive unsatisfactory overall perforamnce ratings of 9 or lower are required to participate in a Performance Improvement Plan. A copy of this document should be submitted to HR along with the Summary Form. Performance improvement plans are also highly recommended for staff members who receive overall ratings of 10 to 14. These ratings align with the “sometimes achieves expectations” category.
II. Useful materials for employee performance review form
• 11 performance appraisal methods
• Top 28 performance appraisal forms
• 300+ performance review phrases
If you need more materials for performance review, please leave your comments.