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

Staff Appraisal

Employee Development Plan

Upward Appraisals

Other Resources


Self Appraisal

Self Appraisal – Open Ended

Self Appraisal – Structured Response

Self Appraisal – Checklist


Staff Appraisal

Staff Appraisal – Open Ended

Staff Appraisal – Structured Response

Staff Appraisal – Checklist

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

Employee development is a key area of focus for the university. The employee development plan is designed to identify areas of growth for employees, either in their current position or in preparation for future roles. Areas of focus typically relate to knowledge or skills. Like the performance management cycle, the employee development cycle should be a process that begins with identifying the areas where the employee would like to develop; followed by regular feedback throughout the year; with an update on progress at the end of the year. Development goals may have a one year completion timeline or they could cross over several years, depending on the goal.

Employee Development Plan Guidelines

Employee Development Plan Template

Experience Inventory

Inventory of Employee Strengths Development Areas


Upward Appraisals

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 – Guidelines

Upward Appraisal – Open Ended

Upward Appraisal – Structured Response

Upward Appraisal – Checklist


Other Resources

Policy E 27.0 – Performance Appraisal

Career Competencies for Staff Assistant, Sr. Staff Assistant and Sr. Staff Specialist

Competency List for Staff Appraisals