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Performance Evaluations for Staff

Evaluation Schedule

Current evaluation cycle: January 1 - December 31, 2021

Evaluation process will open December 6, 2021

Step Deadline
Employee Completes Self Evaluation January 14, 2022
Supervisor Acknowledges Self Evaluation** January 21, 2022
Supervisor Completes Evaluation** February 4, 2022
Reviewing Officer Approves/Rejects Evaluation** February 11, 2022
Evaluation Review Meeting
(Supervisor and Employee)**
February 18, 2022
Employee Acknowledges Evaluation** February 25, 2022

**Previous step(s) must be completed before this step is available/accessible in PeopleAdmin

 

Weighted Performance Criteria

Performance Criteria Definitions

75% Total / 15% Each 25% Total / 5% Each
Achieves Objectives Communications
Makes Effective Decisions Initiative
Customer Service Interpersonal Skills
Job Knowledge Flexibility
Quality of Work Time Management

 Performance Ratings

Overall Rating Rating Definition Range
Top Performer Performance was superior in terms of completeness, timeliness, and independence; mastery of skills and tasks involved was demonstrated in exceeding goals/targets/criteria. 4.50 to 5.00
Strong Performer Performance that clearly and consistently exceeds goals/targets/criteria 3.50 to 4.49
Solid Performer Commendable and consistent performance that meets goals/targets/criteria 2.50 to 3.49
Marginal Performer Marginal aspects of performance requiring improvements to meet goals/targets/criteria. Immediate improvement is essential, and a performance improvement plan is required. 1.50 to 2.49
Unsatisfactory Performer Fails to meet goals/targets/criteria. Immediate improvement is essential, and a performance improvement plan is required Less than 1.50

Probationary Performance Period

Newly appointed employees are placed on a probationary period of six (6) months. During this period, employment agreements may be terminated without prior notice.  The Office of Human Resources will contact managers/supervisors during the probationary period regarding new employee performance. If the new employee has not successfully met performance standards, the Office of Human Resources will provide additional guidance and information on available options.