PEPDS: Sample End-of-Year Evaluation

Sample End-of-Year Evaluation

I. Identifying Information

Check one:	Supervisor Evaluation Self-Evaluation
Employee:		Ima Sample
Review Cycle: From:		1/2/2002	To:		1/1/2003
Budget Title:		Associate for Technical Services	Salary Level:		SL-3
Local Title:		Associate for Technical Services
Date in Budget Title:		1/2/2002
Department:		Human Resource Management
Supervisor:		Sierra A. Nevada	Title:	Associate Vice President for HRM
Secondary Source:		Joe Smith	Relationship:	Peer

II. Rate and Comment on each Goal

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A.	Individual Goal: By October 31, 2002 develop an on-line lending library that allows users to search for materials using a variety of categories, includes the ability to reserve materials on-line, and allows users to provide feedback to HRM regarding the usefulness of the library to their professional development.
	Rating: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted
	Comments: The library is fully functional and has been well received by employees. The quality of the graphics is excellent and the web page is easy to navigate. A goal for next year will be to compile feedback from users and to respond appropriately.
	Individual Goal: By January 31, 2003 develop a job posting subscription service to notify registered job seekers by e-mail of new vacancies at Buffalo State. The system will include demographic and career goal information to assist in evaluating and making enhancements to the system.
	Rating: completed satisfactory progress unsatisfactory/insufficient progressgoal was deleted>
	Comments: Ima completed this goal ahead of schedule and we have been able to track the results. We have found an increase in applicant pools of 20%, the majority citing the e-mail notification. Staff phone calls have been reduced by 75%. As a result of her efforts we have established some additional links and information for job applicants.
	Individual Goal:Train the Staff Assistant in Payroll to use the worker's compensation system, providing technical support and guidance so that he can work independently by August 30, 2002.
	Rating: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted
	Comments: Ima has not completed the training and it appears that some professional development is necessary for her to complete this goal. She may not have been prepared to take on this role with a peer but I am confident that with additional support she will successfully complete this goal.
	Individual Goal:By December 15, 2002 review all forms to be placed on the website and draft documents for review by HRM staff. Enter final documents by February 1, 2003.
	Rating: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted
	Comments:While this has not been completed according to schedule, Ima has made some progress and there are valid reasons for the delays. She will continue to work on this project and new, more realistic timetables will be set in her new performance program.
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B.	Professional Development Goal: Improve skills in web-based programming to simplify form processing and page content on the HRM website. Take workshop - March 18-22, 2002.
	Rating: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted
	Comments: Ima has clearly enhanced her skills. This is evident in the latest website designs.
	Professional Development Goal: Networking: Build network of 10 contacts with similar technical positions in Western NY by June 30, 2002. Join Acme organization. Attend 3 meetings. Volunteer for committee.
	Rating: completed satisfactory progress unsatisfactory/insufficient progress goal was deleted
	Comments: Ima has joined Acme and reports meeting some people. She volunteers sporadically. This will be an ongoing goal in her next performance program.
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C.	College Community Service Activity: Serve on search committee for Technical Staff Associate position in Finance and Management
	Rating: completed not completed
	Comments: Reports from the committee chair indicate that Ima was a valued member of the committee.

	College Community Service Activity: Participate for 8 hours as a volunteer at the Corporate Challenge, June 7 and 8, 2002.
	Rating: completed not completed
	Comments:

III. Job Description Evaluation (Include summary comments from secondary source, if noted.)

Ima is very strong technically and has made a number of excellent improvements in the systems and processes in HRM. She works well independently, setting high expectations for herself and the quality of her work.

She has been very creative in her web page design and continually makes suggestions for how to improve the look and content of the website. She continues to be efficient in the processing of classified appointment transactions, verifying employee information from the human resources systems, and preparing necessary reports.

Ima was particularly helpful to me when I was working through a complex data project. Her information was accurate, timely, and she caught discrepancies in the data.

I receive very positive feedback from her peers regarding her role in assisting them with technology needs.

IV. Overall Rating (check either Satisfactory or Unsatisfactory)

		Optional Satisfactory Rating:
Satisfactory			Outstanding The employee is exemplary in performance of all tasks. Is a role model to others and is recognized as a particular asset to the work unit and college community. Can be relied upon to perform difficult tasks.
			Highly Effective The employee meets and frequently exceeds the performance expectations for all tasks. The employee is performing better than expected for many of the tasks.
			Effective The employee 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. However, needs improvement in others. Some tasks may require extra direction by the supervisor.

	Unsatisfactory (Consult your supervisor and Human Resource Management prior to assigning an unsatisfactory rating.) 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* Management Confidential evaluation Annual Professional evaluation (no recommendation required)
	* If a Renewal, Non-Renewal, or Permanent Appointment recommendation is checked, please complete a Current Employee Change Form for route for signatures.

VI. Signatures

I have reviewed this evaluation with my immediate supervisor. My signature means that I have been advised of this performance evaluation. If I wish to comment, I have done so in the employee comments box. I understand that I have a right to a review of this evaluation by the committee on professional evaluation if my performance has been characterized as "unsatisfactory" and that I must inform, in writing, my immediate supervisor, the chair of the committee on professional evaluation, and the college president or designee within ten (10) working days of receipt of this report. (This statement is from the Memorandum of Understanding between the State of New York and United University Professions.)

Employee:		Date:
Comments:
Supervisor:		Date:
Comments:
Director:		Date:
Comments:
Dean/Associate Vice President:		Date:
Comments:
Vice President/Provost/CIO:		Date:
Comments:

Copies:	Employee Supervisor Original filed in Vice President/Provost/CIO’s Office

Human Resource Management: _____________________

Checklist for Supervisor:

Evaluated the performance of job description responsibilities.

Checked an overall rating of satisfactory or unsatisfactory (optional satisfactory ratings may also be checked).

Attached a Current Employee Change Form if recommending renewal, non-renewal, or permanent appointment.

Attached a Performance Program for the next cycle (should begin with the end date of the previous performance program and be for a one-year period).