College of Southern Idaho Human Resources Department Website

Non-Exempt Employee Performance Evaluation Form
Professional and Management Performance Evaluation Form For Exempt, Non-Instructional Employees

Performance Evaluations are the responsibility of the supervisor. They identify the expectations of the supervisor for the employee.

All employees within the department should receive a similar evaluation format. Supervisors can chose whatever format is most appropriate for their employees. Job descriptions provide the basis by which performance is evaluated.

Purposes of performance evaluations include: encouraging communication between employees and supervisors; providing an opportunity to set goals for the employee to accomplish; documenting performance strengths and weaknesses; motivating improvement in performance; and facilitating employee productivity and professional growth. The evaluation process is an interactive process with both the employee and the supervisor.

Performance evaluations should be performed at least once a year, with more frequent evaluations for new employees or for employees on a performance improvement plan. However, feedback needs to be consistently performed for all the employees in the department.

Performance evaluations are a permanent part of employees' personnel files.

Supervisor Procedure:
1. Review the job description.
2. Prepare a draft evaluation prior to the discussion with the employee. Based on the job description, list major job duties and the employee's performance of those duties, including acceptable workplace behavior requirements.
3. Attach a copy of an up-to-date job description to the completed evaluation form.
4. You may wish to have the employee complete a blank evaluation form as their preparation for the performance evaluation discussion.
5. Schedule and conduct a meeting with the employee to discuss the evaluation. Reviews must be honest and candid to let employees know what is expected of them, where they excel, where they need improvement and how they can improve. If an employee has a specific problem, it should be identified and discussed.
6. Sign the evaluation after you have had the discussion.
7. Have the employee sign the evaluation. The signature of the employee signifies that the supervisor has discussed the evaluation with the employee.
8. Tell the employee that he/she has the opportunity to enter his or her written comments.
9. Have the evaluation reviewed by your superior.

The Human Resource Department is available to assist with the performance appraisal techniques or in designing performance evaluations specific to your department.

Rev: 7/05