Performance assessments should be conducted during an employee’s probationary period and annually thereafter. Performance assessments can also be done on an interim basis in consultation with your Human Resources Partner. Assessments provide the employee with an honest, accurate summary of their strengths and provide an opportunity for continuous improvement. Additionally, in most collective bargaining units, assessments are the basis for determining pay increases for satisfactory performance. It is important to remember that nothing should appear on a performance assessment that has not been addressed by using performance management tools such as feedback, coaching or mentoring.
Below are links to important information about performance assessments as well as resources to assist you in completing the performance assessments for your supervisees.
Performance Assessment Guide
Performance Assessments are intended to annually highlight the ongoing, continuous efforts of managers to effectively communicate performance standards to their employees. University of Maine Human Resources has put together a list of criterion to help guide managers in the annual assessment, and ongoing assessment processes.
In addition to manager feedback, in some situations expanding input for the assessment to include other people (ie project managers, clients, colleagues, customers etc.) can be beneficial. This approach to performance assessment is called 360 degree performance assessment.
- How well does the employee express themselves?
- How well does the employee communicate with direct/indirect reports, peers, students, and other professional contacts?
- How well does the employee keep his/her supervisor informed?
- Job Knowledge:
- Assess the employee’s command of the knowledge base required to perform the job.
- How well does the employee understand job responsibilities?
- How well does the employee understand and adhere to policies and procedures?
- Does the employee consistently attempt to expand job knowledge and keep abreast of developments in the field?
- Organization and Planning:
- Does employee use continuous improvement in their duties?
- Does employee define and arrange activities in a logical manner?
- Does employee effectively use resources including staff, time, money, and materials?
- Leadership and Supervision:
- Does employee set a good example for others?
- Does employee delegate appropriate tasks to direct/indirect reports?
- Does employee develop the capabilities of direct/indirect reports?
- Does employee motivate direct/indirect reports so that they work together toward common objectives?
- Can the employee be relied on to fulfill job responsibilities in both routine and complex job situations?
- Does employee observe and meet deadlines?
- Is employee punctual for meetings?
- What is the employee’s attendance record?
- Does employee act independently when appropriate
- Does employee actively pursue or initiate projects for the benefit of the department and/or the University?
- Problem Solving and Creative Ability:
- Does employee develop logical and creative solutions to problems and make effective decisions?
- Can employee distinguish between significant and minor issues?
- Does the employee’s work reflect creativity?
- Does employee adapt to changing work demands?
- Is employee receptive to new ideas and concepts?
- Professional Attitude:
- Does employee demonstrate interest in the job, the department and the University?
- Does employee emphasize the positive aspects of most situations?
- Does employee work effectively under pressure or in crisis situations?
- Is employee willing to work beyond normal expectations when work load and deadlines require it?
- Does employee produce work at satisfactory levels?
- Is the employee’s work timely, complete and accurate?
- Relationship with Others:
- Does employee have the confidence of others?
- Does employee work effectively with other people?