End-Of-Year Evaluation (MS Word)

End-Of-Year Evaluation (MS Word)

State University of New York at Fredonia
Professional Employees
Performance Evaluation /
Instructions for Supervisors:
  1. Request from employee an optional 1-page summary of performance accomplishments achieved during the current evaluation cycle. Supervisors are encouraged to contact the secondary sources identified in the Performance Program, as well as their immediate supervisor, to secure their perspective regarding the employee’s performance.
  2. Prepare draft Performance Evaluation (PE) and schedule a mutually convenient time to meet with the employee to discuss draft PE.
  3. Meet with the employee to review and discuss draft PE. As necessitated by information exchanged in the meeting, modify the draft PE into final PE document.
  4. Ensure that the Evaluation includes a summary characterization of the employee’s performance as either “Satisfactory” or “Unsatisfactory” and check the appropriate recommendation for renewal, non-renewal or permanent appointment.
  • The supervisor may also utilize the optional evaluation rating (e.g.: “Highly Effective,” “Effective,” etc.) provided on the form.
  • If considering an overall evaluation of Unsatisfactory, contact Human Resources prior to assigning the rating.
  1. Secure the employee’s signatureon the finalized PE.
  2. Provide the employee with a final dated and signed copy. Forward the original dated and signed Evaluationform to Human Resources.
  3. Prepare a Performance Program for the next cycle (begin with the end date of the previous Performance Program and extend for a one-year period).

I. Identifying Information

Employee:
Review Cycle: / From: / To:
Budget Title: / Salary Level:
Campus Title:
Department:
Supervisor: / Title:
II. Secondary Sources(if any) consulted as part of the Evaluation process
List secondary
sources (if any): / 


III. Performance rating on goals contained in the Performance Program
Individual Goal & Measure:
Status: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted/modified
Rating: highly effective effective some improvement needed unsatisfactory
Comments:
Individual Goal & Measure:
Status: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted/modified
Rating: highly effective effective some improvement needed unsatisfactory
Comments:
Individual Goal & Measure:
Status: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted/modified
Rating: highly effective effective some improvement needed unsatisfactory
Comments:
Individual Goal & Measure:
Status: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted/modified
Rating: highly effective effective some improvement needed unsatisfactory
Comments:
Individual Goal & Measure:
Status: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted/modified
Rating: highly effective effective some improvement needed unsatisfactory
Comments:
Individual Goal & Measure:
Status: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted/modified
Rating: highly effective effective some improvement needed unsatisfactory
Comments:
Check here if additional Individual Goals & their Measures are attached.
IV. Summative Rating (check either Satisfactory or Unsatisfactory)
Optional Satisfactory Rating:
Satisfactory / Highly Effective – The employee meets and frequently exceeds the performance expectations for all tasks. The employee is recognized as a particular asset to the
department and college community. The employee is performing better than expected
for many of the tasks.
Effective – Theemployee meets many performance expectations and performs in a competent manner. This is the expected and usual level of performance for most employees.
Some Improvement Needed – The employee meets many performance expectations, but needs improvement in others. Some tasks may require extra direction by the supervisor.
Unsatisfactory The employee’s performance needs significant improvement and is below a minimally acceptable level. Such employee lacks a basic understanding of position duties and responsibilities. Many tasks require extra direction by the supervisor, or the supervisor may find it necessary to avoid assigning tasks to the employee.
V. Recommendation from Immediate Supervisor (check one)
Renewal
Non-Renewal
Permanent Appointment
Annual Professional Evaluation
VI. Signatures
Supervisor: / Date:
Employee: / Date:

I have reviewed this Evaluation with my immediate supervisor. My signature means that I have been advised of the Performance Evaluation. I understand that I have a right to a review of this Evaluation by the College Committee on Professional Evaluation if my performance has been characterized as unsatisfactory and, if I request such a review, that I must inform, in writing, my immediate supervisor, the Chair of the College Committee on Professional Evaluation, and the College President or designee within 10 working days of receipt of this Evaluation report. (This statement is from the Memorandum of Understanding between the State of New York and United University Professions Relating to a System of Evaluation for Professional Employees.)

Irrespective of the aforementioned right to appeal to the College Committee on Professional Evaluation, the employee has a right to attach comments to this evaluation, and the employee’s comments shall become part of the employee’s Official Personnel File. If the employee wishes to comment, the employee’s comments must be sent to the employee’s immediate supervisor and the College’s Director of Human Resources.

Copies:Employee

Immediate Supervisor (Dean/Director)

Divisional Vice President

Human Resources (Original)

Rev.05/10/12

Reformatted 03/24/2014

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