Utilize the rating scale descriptions below to inform your selections during the performance evaluation process.

Rating Criteria

To be considered for an "exceeding" rating, the employee must consistently exceed personal and strategic performance requirements (i.e., go above and beyond their normal job responsibilities).

• Includes individuals who significantly and consistently exceed expectations and role requirements.
• Exceeds goals set for the year.
• Demonstrates exceptional depth and breadth of role knowledge.
• Demonstrates exemplary conduct for other supervisors/staff members to emulate; highly regarded by others within the university community.
• Exceeds customer’s expectations on a consistent basis.

Considerations

Questions for the supervisor to answer include:

• How has the employee fundamentally changed the university?
• Has the employee created and designed services or re-engineered/changed processes or procedures that saved on cost, exceeded written financial targets/goals or enhanced the overall functioning of their department, or the University?
• Has the employee created and designed services or re-engineered processes or procedures, which significantly changed how work was done?

Rating Criteria

All GVSU employees should strive for a "succeeding" rating. This demonstrates the employee has skillfully mastered their role, performs essential required duties, and consistently meets expectations.

• Includes individuals who consistently meet and occasionally exceed expectations and role requirements.
• Meets goals set for the year.
• Possesses sufficient depth and breadth of role knowledge.
• Exhibits professional interactions with peers, customers, managers, and/or students. 
• Provides accurate and timely assistance to peers, customers, managers, and/or students on a consistent basis.

Considerations

Questions for the supervisor to answer include:

• Is there documentation that the employee skillfully mastered the requirements of their job?
• Is there documentation that the employee fulfilled job performance objectives and played a role in executing the employee’s department or strategic targets/goals?

Rating Criteria

To be considered for this rating, the employee is learning new duties or processes and is beginning to build the necessary skills required to meet expectations of their job responsibilities:

• Needs to gain proficiency in certain skills, knowledge, processes, speed, and/or job standards due to new process.
• Makes a visible effort to improve. Requires support/direction, however, performance demonstrates the ability to meet expectations.
• Makes a conscious effort to demonstrate professional interactions with peers, customers, managers, and/or students.
• Demonstrates a willingness to learn from mistakes in order to adapt conduct effectively.
• Includes new employees who are still learning specific skills or key job responsibilities. Not a reflection on the employee’s skills, but simply a product of time in the position.

Considerations

Questions for the supervisor to answer include:

• Is this a new job responsibility or duty assigned within the last 6 months? 
• Is there documentation that ongoing progress or steady improvement is occurring since starting the new responsibility? 
• Does the employee proactively ask questions and seek clarification/input from others when questions arise?

To be considered for a "needs improvement" rating, the employee must not meet expectations or minimum requirements in their role/area.

• Includes individuals who demonstrate inconsistent required role knowledge and do not fully perform all requirements and duties.
• Meets the minimal standards for quantity or quality; often misses deadlines, work is regularly incomplete.
• Takes little to no initiative, even with prompting.
• Requires more than the expected level of supervision due to lower quality work than is required to complete role successfully.
• Demonstrates inconsistent and/or unprofessional interactions with peers customers, managers, and/or students.

Considerations

Questions for the supervisor to answer include:

• Is there documentation that the employee routinely falls below expectations in their area?
• Does the employee demonstrate one or more performance deficiencies that prevent success at achieving the strategic targets/goals or job performance at GVSU?