Staff Performance Appraisal Policies, Procedures, & Forms
A variety of templates are available for use for the Staff Performance Appraisal process, an annual process required by Policy E27.0 – Staff Performance Appraisal. Supervisors may edit the templates to create a customized set or sets of appraisal forms to evaluate performance and communicate in styles and formats that best fit the types of positions held by the individuals in their respective department(s).
Regardless of the template/format chosen, each performance appraisal must include the following:
- An assessment of the employee’s commitment to diversity & inclusion (Examples of inclusive behaviors)
- A final overall performance rating for the year (using the standard rating scale and definitions). The final rating is an important element of this process as this information will be used to differentiate merit increases in the salary review process and to ensure equity within the two processes.
- Signatures from the employee, the supervisor who wrote the appraisal and the manager of that supervisor (Sample signature page)
General Instructions and Guiding Principles
Self Appraisal – Structured Response
Staff Appraisal – Structured Response
Staff Appraisal – Combined Goal Setting/PA Template
Staff Appraisal – Signature Page
This standard signature page must be attached to each PA if none of the above templates are utilized by a department.
Employee Development Plan
Development planning is an important part of employee’s overall performance. Employee development plans are working documents used actively by both the employee and supervisor to ensure the employee is growing personally, developing their ability to achieve more in the workplace, and meet RIT’s goals.
The employee development plan is a tool for employees to set goals for themselves for their current position or for prospective roles. This resource outlines a multi-step process that is driven by the employee and supported by the manager. You will explore your interests, set SMART goals, create and complete a development plan, and evaluate and review your progress. Through this process and focus, you will develop skills and abilities for your current position or for future roles. The employee development planning process may even spark a new passion or direction for your career!
As a best practice, RIT strongly encourages supervisors, department heads, directors, and vice presidents to use upward appraisals to facilitate two-way performance communication with their staff.
Three templates are provided to obtain feedback; open-ended, structured response, and checklist, similar to the formats of the staff appraisal templates. However, the nature of the feedback solicited is related to an individual’s performance in the areas of supervision, management, and leadership.
Upward Appraisal – Structured Response
Policy E 27.0 – Performance Appraisal
Career Competencies for Staff Assistant, Sr. Staff Assistant and Sr. Staff Specialist