Performance Evaluation and Planning (PEP) Form

Diocese of Marquette Performance Evaluation and Planning (PEP) Form

Employee’s Name: Job Title: Department:

Manager/Supervisor Name and Title: Review Period: From To 90-New Hire Evaluation Dat Review Type and Date: Review e Annual Review

Purpose: The purpose of PEP is to provide summary feedback to staff members on their performance for the year, and to provide clear goals and development plans for the coming year. PEP evaluations will be used to make pay and other personnel decisions. Instructions Please complete each section of the form below. For additional information, please see the Form Instructions. Section 1: Evaluation of Past Year Section 2: Plan for Coming Year Section 1A: Job Responsibilities Section 2A: Goals for Coming Year Section 1B: Individual Goals Section 2B: Development Plan Section 1C: Behaviors Section 1D: Supervisor’s Overall Evaluation

Evaluation Levels and Sample Criteria Needs Improvement (NI) Successful (S) Exceptional (E)  Individuals who are new  Individuals  Individuals who in the learning curve and are still who regularly meet and significantly and consistently learning key job responsibilities sometimes exceed exceed expectations and role  Inconsistently expectations and role requirements demonstrates or may be learning the requirements  Exceeds goals set required role knowledge and does not  Meets goals for the year yet fully perform all requirements and set for the year  Demonstrates duties  Possesses exceptional depth and breadth  Work is regularly full depth and breadth of of role knowledge, highly incomplete and/or does not meet the role knowledge recognized by others within minimal standards for quantity or  Perceived the Diocesan community quality; often misses deadlines by peers, managers,  Demonstrates  Takes little to no staff and other role model behavior for other initiative, even with prompting customers as supervisors/staff members to  Requires more than the collaborative, skilled and emulate expected level of supervision due to reliable lower quality work or level of learning  Consistentl required to complete role successfully y interacts effectively  Inconsistent interactions with peers and/or with peers and/or management management Section 1A: Evaluation of Job Responsibilities Evaluation of Comments on performance of job responsibilities performance of

job responsibilities E S NI Section 1B: Evaluation of Individual Goals

Evaluation of Comments on performance on individual goals (measurable actions and results) individual goals E S NI

Section 1C: Evaluation of Behaviors Evaluation of Comments on behaviors demonstrated demonstrated

behaviors E S NI

Section 1D: Manager’s Overall Evaluation (required section) Summary Summarize the employee’s performance, discussing areas of strength and areas for evaluation improvement. Provide Overall Evaluation. E S NI Employee comments on any aspect of the performance evaluation.

Section 2A: Goals for Coming Year

Goal Description and Measures 1. 2. 3. 4.

Section 2B: Development Plan

Area for Development Describe Development Activities 1. 2. Signatures (Required section)

Supervisor Employee Director

Date Date Date