Goal Setting and Performance Appraisal Form

At the beginning of the year, managers should meet with their direct reports to set
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Employee:
Date:
goals. Each individual should have no more than five goals that are aligned with the
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unit/division and overall University goals. Throughout the year, managers should meet
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Manager:
Evaluation Period:
with their direct reports to check in on progress against goals, and modify as needed. At
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the end of the year, managers should meet with their direct reports to discuss annual
performance against goals and performance behaviors. Please use this form to document goals (beginning of year) and performance ratings and comments (end of year).

Performance Evaluation by Goal (End of Year)

Goal Setting (Beginning of Year)
Employee Comments

Manager Comments

Rating

Goal 1

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EE AE ME NI BE

Goal 2

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EE AE ME NI BE

Goal 3

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EE AE ME NI BE

Goal 4

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EE AE ME NI BE

Goal 5

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EE AE ME NI BE

Goal Setting and Performance Appraisal Form

Performance Evaluation by Performance Behavior (End of Year)
Performance Behaviors
Rating
All Staff

Performance Behaviors
Staff with Direct Reports

Rating

Collaborates and Partners with Others

EE AE ME NI BE

Builds and Leads Teams

EE AE ME NI BE

Communicates Effectively

EE AE ME NI BE

Ensures Teams are Collaborating Across the

University

EE AE ME NI BE

Is Accountable for Actions and

Performance

EE AE ME NI BE

Instills Program/Operational Excellence

EE AE ME NI BE

Solves Problems Effectively

EE AE ME NI BE

Leads Change

EE AE ME NI BE

Takes an Institutional Perspective

EE AE ME NI BE

Manages Performance

EE AE ME NI BE

Thinks and Plans Strategically

EE AE ME NI BE

Performance Evaluation Overall (End of Year)

Employee Comments
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Manager Comments
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Rating
EE AE ME NI BE

Signatures
Employee Signature:

Date:

(Signature indicates Performance Appraisal meeting was held)

Manager Signature:

Date:

The following section includes definitions of the performance behaviors and the performance rating scale.

Goal Setting and Performance Appraisal Form

Performance Behavior Definitions All Staff
Collaborates and
Actively builds positive and productive relationships with members of
Partners with Others
department/unit and individuals outside of unit
Works collaboratively with others and contributes to a positive work
environment
Works effectively with and treats people of varying backgrounds and
perspectives fairly and works to understand viewpoints different from their own
Communicates
Communicates ideas and information in an effective manner (in speaking
Effectively
and in writing)
Readily shares information and keeps appropriate parties up to date
Listens attentively and demonstrates an understanding of others
Is Accountable for
Accepts responsibility for performance and results gets the job done
Actions and
Takes initiative to understand and produce results aligned to department
Performance
priorities
Can be counted on to be where needed and when needed and willingly
adjusts to shifting priorities and changes in work
Solves Problems
Uses an efficient process to solve problems
Effectively
Makes effective, timely decisions based on sound judgment
Identifies causes of problems and develops solutions to effectively resolve
issues

Performance Behavior Definitions Staff with Direct Reports

Builds and Leads Recruits and selects the right people with the right skills at the right time for
Teams
the team
Develops and manages the team; coaches and develops others to build skills
and capabilities
Manages conflict within the team, between individuals and groups outside of
the department
Ensures Teams are Builds an environment of collaboration, partnership and trust
Collaborating Across Holds others accountable for collaborating
the University
Sets the team up for success by matching skills and needs

Takes an Institutional Perspective

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Manages
Performance

Instills Program/
Operational
Excellence

Leads Change

Considers the needs of the department/unit and broader University when

making decisions
Understands how individual decisions and actions impact the broader unit
Projects a positive image of the University and demonstrates a commitment
to the University's vision and mission

Thinks and Plans

Strategically

Creates the structure, processes and environment that enable University and
department/unit success
Acquires and allocates resources to support achievement of objectives
Implements best practices to improve efficiency and outcomes
Identifies and champions new initiatives; leads change by example
Generates unique, innovative ideas and solutions to improve processes and
results
Uses effective methods to implement change and overcome resistance to
change
Sets clear goals and identifies specific measures for expected results
Provides support and resources to achieve objectives and provides candid
and constructive feedback
Monitors work progress and accurately evaluates performance; addresses
performance issues
Communicates a clear purpose for the department/unit and aligns staff roles to
accomplish department priorities
Develops plans that balance long-term goals and immediate priorities and
anticipates and plans for future conditions and circumstances
Keeps the department/unit and University perspective in mind when
implementing initiatives

Performance Ratings

Performance Rating Definitions

Exceeds Expectations (EE)

Consistently exceeds goals and expectations. Demonstrates superior performance and routinely performs at a level above current
responsibilities. Results have a substantial impact on the department, unit and/or University. Performance at this level occurs throughout the
year.

Above Expectations (AE)

Consistently meets and frequently exceeds goals and expectations. Delivers results that are beyond the scope of the current role and
responsibilities. Produces results that involve extra, unique or innovative contributions and solutions.

Meets Expectations (ME)

Consistently meets goals and expectations and may exceed one or more expectations. Goals and objectives were achieved or were offset by
successful performance in other areas. Delivers important and valuable results throughout the year.

Needs Improvement (NI)

Meets expectations for most goals but is below expectations for other goals. Acceptable performance in some areas but needs improvement in
other areas. Performance is inconsistent across all expectations. Improvement is required in specific areas.

Below Expectations (BE)

Does not meet most goals or expectations. Did not achieve expected overall results during the past year. Performance frequently fails to meet
minimum requirements and expectations. Significant improvement required.