Perforamnce Appraisal5

COLUMBIA UNIVERSITY HUMAN RESOURCES
Officer Performance Appraisal—Format 5

Fiscal year: to
Officer Information
Name:
Program/Division:
Position/Unit:
Hire Date (mm/dd/yyyy): / / Employment Date (mm/dd/yyyy): / /
Date Appointed to Title: / / Period Covered by Evaluation: / / to / /
Evaluator’s Name: Evaluator’s Title:
Reason for Evaluation: Probation Annual Other:
Introduction
One of the most important supervisory responsibilities is to appraise employee performance. This appraisal is a key
component of employee development and the delivery of quality services. Using the rating scale that follows, select the
rating for each “indicator” that best reflects the employee’s performance or skill level. Add comments to support the ratings
selected.
In completing the appraisal, please observe the following guidelines:
• The basis for the evaluation is ongoing performance, not an isolated incident.
• Avoid allowing one factor of the employee’s performance that might be strong to influence your evaluation of another
factor that needs improvement, and likewise avoid allowing one that is weak to influence your evaluation of another that
is outstanding.
• Be as fair as you can be; do not let personal feelings influence the evaluation.
• Supporting comments are key elements of appraisal.
• Mark “NA” next to any categories that are not applicable; explain why the category is not applicable in the comments
section.
Please write legibly—or complete this form on your computer, print it out, and sign it.
Rating Scale
1 = Consistently performs at a high level; truly outstanding
2 = Generally performs at a high level
3 = Generally performs satisfactorily
4 = Has difficulty in meeting performance requirements; needs improvement
5 = Does not meet performance requirements
NA = Not Applicable (needs explanation)
Note: Some indicators are more “performance” based; other are more “skills” based. Though these ratings are worded to
reflect performance, they should be applied appropriately to skills-based indicators as well.
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Responsibilities
Please list the employee’s responsibilities.

Description of Additional Assignments

Please list additional assignments, including projects, committees, task forces, etc.

Description of Training Received During Evaluation Period

Please provide a description of training received during the evaluation period.

Professionalism and Work Attributes

1. Reliably and consistently carries out job responsibilities.
Rating: 1 2 3 4 5 NA Comments:

2. Responds constructively to the demands of work challenges when confronted with change, ambiguity, or scarcity of
resources.

3. Embraces supervisory role and function.


4. Demonstrates awareness of and consideration for the ideas, opinions and feelings of others.

5. Generates ideas; makes contributions that improve methods and add to knowledge and understanding.

6. Works collaboratively and cooperatively with staff members of own unit and other units and departments to assure
coordinated and effective operations.

7. Complies with Columbia policies and procedures.


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8. Demonstrates awareness of and sensitivity to issues of difference, such as culture, race, gender, sexual orientation,
religion, age, disability, etc.

9. Incorporates strategies in working with others that honor and utilize issues of difference, such as culture, race, gender,
sexual orientation, religion, age, disability, etc.

Planning/Organizing Analysis
1. Establishes standards of operation and maintains adherence to them; establishes effective controls.

2. Manages time and organizes tasks to effectively meet deadlines and work objectives.

3. Anticipates obstacles and defines alternative strategies.


4. Assumes leadership in contributing to practice, policy, and procedure.


5. Identifies short and long-term issues and institutes plans to address them in a timely manner.

Decision Making
1. Makes timely, sound decisions by careful study of available facts and options.

2. Exercises good judgment under conditions of risk, uncertainty and limited information.

3. Deals appropriately with crises.


4. Exhibits appropriate levels of autonomy in judgment and decision-making.


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Communication
1. Establishes standards of operation and maintains adherence to them; establishes effective controls.

2. Advises people of decisions, changes and other relevant information on a timely basis.

3. Demonstrates attention to and understanding of the comments or questions of others.


4. Communicates clearly, concisely and effectively in written form.


5. Communicates clearly, concisely and effectively in oral form.


6. Represents the university in an effective, professional manner.


7. Communicates respect for and recognition of the contributions of individuals at all levels of the
organization.

Self Development
1. Seeks new/challenging assignments.

2. Demonstrates an ability to learn on the job.


3. Displays change resulting from evaluation, formal and informal feedback, and training.

4. Seeks and demonstrates appropriate use of supervision and training opportunities.


5. Continually evaluates himself/herself in light of effectiveness, competency and contribution; sees

learning needs and problems and shares them freely with supervisor.

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6. Demonstrates awareness of potential impact of own emotional responses on supervisory process.


Staff Supervision and Development

1. Ensures compliance with Columbia policies and procedures.

2. Effectively recruits, selects and trains staff.


3. Motivates staff to grow in their capacity to handle increasingly difficult work and assure greater
responsibility.

4. Defines and clearly articulates expectations to staff and provides realistic and timely constructive
feedback.

5. Effectively uses the performance appraisal process and ongoing supervision to provide objective,
constructive feedback and set appropriate objectives to meet performance goals.

6. Advocates on behalf of staff to ensure that they have the appropriate resources and authority to meet
their goals.

7. Assures that high standards of performance are consistently met; fosters environment in which staff
and others are recognized for accomplishment of group and individual goals.

8. Promotes a positive, supportive work environment; promotes teamwork.


9. Accepts and motivates people of varied abilities, skills and style.


10. Treats individuals with dignity, openness, honesty and fairness.


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11. Holds regularly scheduled meetings with staff to ensure thorough and timely communication of issues,
goals, opportunities; works quickly and effectively to respond to issues raised.

12. Brings conflict or dissent into the open and uses it productively to enhance the quality of decisions;
arrives at constructive solutions while maintaining positive working relationships.

13. Advocates that training needs of staff are met in a timely and effective manner.

14. Accurately evaluates individual staff learning needs and learning styles and incorporates them into
supervisory practices.

15. Fosters a safe, accepting atmosphere conducive to staff learning.


16. Actively involves staff in learning process, emphasizing increased self-awareness.


17. Recognizes and effectively addresses staff resistance in the learning/teaching process.

18. Assists staff in assessing stress and burn-out and identifying and implementing appropriate actions.

Attendance and Punctuality

1. Is employee excessively absent? Yes No
If yes, indicate the number of times absent in rating period: Comment on action that has been taken:

2. Is employee excessively late? Yes No

If yes, indicate the number of times absent in rating period: Comment on action that has been taken:

Performance Summary
Be sure to comment on the employee’s strenghts and primary areas for growth.

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Officer Development Plan

This is to be completed jointly by supervisor and staff member.
Development Task Date to be Completed

Task #1: / /
Task #2: / /
Task #3: / /
Task #4: / /
Other Tasks: / /
Officer Comments
The officer should add any relevant comments of their own.

Sign-Off
Your signature on this evaluation merely indicates that you have read it and have received a complete copy. It does not
mean that you agree with the statements made. By signing, you acknowledge that you have been adivsed that you may add
any comments you wish in the space reserved for employee comments.
Officer’s Signature: Date (mm/dd/yyyy):
Manager’s Signature: Date (mm/dd/yyyy):
Dean/Dept. Head’s Sig.: Date (mm/dd/yyyy):
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Perforamnce Appraisal5

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COLUMBIA UNIVERSITY HUMAN RESOURCES

Officer Performance Appraisal—Format 5

Hire Date (mm/dd/yyyy): / / Employment Date (mm/dd/yyyy): / /

Date Appointed to Title: / / Period Covered by Evaluation: / / to / /

Evaluator’s Name: Evaluator’s Title:

Reason for Evaluation: Probation Annual Other:

• Supporting comments are key elements of appraisal.

Description of Additional Assignments

Description of Training Received During Evaluation Period

Professionalism and Work Attributes

3. Embraces supervisory role and function.

7. Complies with Columbia policies and procedures.

3. Anticipates obstacles and defines alternative strategies.

4. Assumes leadership in contributing to practice, policy, and procedure.

3. Deals appropriately with crises.

4. Exhibits appropriate levels of autonomy in judgment and decision-making.

3. Demonstrates attention to and understanding of the comments or questions of others.

4. Communicates clearly, concisely and effectively in written form.

5. Communicates clearly, concisely and effectively in oral form.

6. Represents the university in an effective, professional manner.

2. Demonstrates an ability to learn on the job.

4. Seeks and demonstrates appropriate use of supervision and training opportunities.

5. Continually evaluates himself/herself in light of effectiveness, competency and contribution; sees

6. Demonstrates awareness of potential impact of own emotional responses on supervisory process.

Staff Supervision and Development

2. Effectively recruits, selects and trains staff.

8. Promotes a positive, supportive work environment; promotes teamwork.

9. Accepts and motivates people of varied abilities, skills and style.

10. Treats individuals with dignity, openness, honesty and fairness.

15. Fosters a safe, accepting atmosphere conducive to staff learning.

16. Actively involves staff in learning process, emphasizing increased self-awareness.

Attendance and Punctuality

2. Is employee excessively late? Yes No

Officer Development Plan

Development Task Date to be Completed

Task #2: / /

Task #3: / /

Task #4: / /

Other Tasks: / /

Officer’s Signature: Date (mm/dd/yyyy):

Manager’s Signature: Date (mm/dd/yyyy):

Dean/Dept. Head’s Sig.: Date (mm/dd/yyyy):

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