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PERFORMANCE REVIEW FORM

Employee Name: Review Period: From to (MM/DD/YY) Employee Title: Review Type: Annual Performance Review Department: Introductory Period Review GWID: Transfer Period Review

GOALS AND ACCOMPLISHMENTS Comment on the extent to which goals agreed upon for this review period were achieved. Highlight significant accomplishments and include any special recognition received throughout the year. Employees may include self-assessment comments on the key performance factors in this section. See guidance online for assistance.

Reviewer Comments on Goals and Accomplishments (Key Performance Factors reviewed below):

PROFESSIONAL DEVELOPMENT PLAN Identify professional development opportunities pursued last year (e.g., on-the-job learning such as projects and special assignments, certifications obtained/maintained). Describe what is needed for professional development in the upcoming performance period. See guidance online for assistance. Self-Assessment:

Reviewer Guidance:

KEY PERFORMANCE FACTORS Use this section to indicate to what extent the key performance factors were demonstrated in accomplishing goals and job responsibilities. Rating Descriptions: • Strength – Demonstrates and applies knowledge and skills to excel in a consistent and sustained manner. Applies

knowledge by using facts and lessons learned.• Proficient – Demonstrates a sufficient level of knowledge and/or skills to perform effectively. • Needs Improvement – Demonstrates the need to improve to meet job requirements or perform more consistently.

Needs to develop by increasing knowledge or building skills.Communication – Fosters an environment that supports a continual, candid exchange among appropriate members of the University community. Escalates compliance, ethics, and civility related issues to appropriate levels. Encourages expression of new and creative ideas. Listens without interruption. Regularly communicates useful, well organized, and accurate information orally and in writing. Provides regular, timely, and constructive feedback in a straightforward and sensitive manner.

Reviewer Rating Strength

Proficient Needs Improvement

Reviewer Comments:

STAFF: Demonstrate your self-awareness by writing a balanced assessment of your performance highlights.

1. Summarize progress on goal achievement. Clarifywhich goals were attained.

2. Include only your proudest accomplishments andomit routine responsibilities. Less is more.

3. Highlight special recognition you receivedthroughout the year.

5.Identify areas that should be targeted for improvement. Share a few examples of how demonstrating keyperformance factors enabled your performance.

REVIEWER: Provide your evaluation, recognition, and recommendations by commenting on the self-assessment.

1. If you disagree with any self-assessment comments, besure to indicate your concern(s) in this section.

2. Recognize in your comments when expectations wereexceeded.

3. Avoid using vague language (e.g., “bad attitude” or“good performance”) and making assumptions.

4. Be objective by using facts and examples.5. Acknowledge goal achievement. For unattained goals,

include suggestions to improve in the year ahead.6. Clarify your expectations by describing what the

employee needs to continue doing and what needs to change.

STAFF: Your development matters. Take care in this section to highlight progress and ask for what you need to develop.

1. Summarize what you learned last year using brief examples.

2. Highlight areas you want to improve in and strengths you want to build on.

3. Recommend learning opportunities that will provide growth in your current job and/or support your career aspirations.

4. Link learning opportunities to goal completion forthe upcoming year to validate your suggestions.

5. Consider your learning preferences and suggest amix of options (e.g., training, reading, networking,on-the-job learning). Review Learn Now guides forideas and consider taking advantage of GW’s tuitionassistance program.

REVIEWER: Acknowledge development from the previous year and confirm the employee’s professional development plan for the next review cycle. 1. Recognize developmental activities achieved last year.2. Add comments that clarify what development is needed

to help the employee enhance their proficiencies on KeyPerformance Factors.

3. If you agree with the recommendations in their selfassessment, add comments to indicate yourendorsement.

4. Recommend professional development that will help theemployee achieve their goals in the next year.

5. Identify one or two on-the-job learning opportunities(e.g., a new assignment, cross-training). Review Learn Now guides for ideas.

4.

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Customer Service – Commits to pursuing excellence to achieve the highest standards. Understands our responsibility to exceed the expectations of others who depend on our actions. Solves problems at the first point of contact whenever possible; if unable to do so, escalates to an appropriate resource. Responds to all customer requests in a timely manner. Considers customer feedback and explores creative approaches to enhance service and increase efficiency.

Reviewer Rating Strength

Proficient Needs Improvement

Reviewer Comments:

Job Skills/Technical Skills – Demonstrates the knowledge and skills necessary to perform the job effectively. Complies with GW policies, external laws and regulations. Maintains the highest-level of ethics in all actions on behalf of the university. Performs responsibilities in accordance with job procedures and expectations. Remains current on new developments in areas of responsibility. Acts as a resource upon whom others rely on for assistance.

Reviewer Rating Strength

Proficient Needs Improvement

Reviewer Comments:

Productivity (Quantity/Quality of Output) – Gets the job done. Produces the quantity and quality of work required for the position. Demonstrates initiative. Sets priorities and organizes work efficiently and effectively. Completes work assignments in a timely manner. Delivers high quality work products. Uses sustainable practices whenever possible.

Reviewer Rating Strength

Proficient Needs Improvement

Reviewer Comments:

Teamwork – Demonstrates the GW Values in all interactions. Treats others with courtesy, respect, and dignity. Encourages collaboration to meet common goals and produce a sense of shared responsibility. Encourages the expression of different points of view, resolves disagreements in a collegial manner, and supports decisions once they are made. Contributes to the success of the team by working effectively, helping solve problems, and meeting deadlines. Develops the capacity of others through information sharing, mentoring, and/or coaching.

Reviewer Rating Strength

Proficient Needs Improvement

Reviewer Comments:

Management/Supervisory Skills (if applicable) – Models and reinforces the GW Values. Documents and communicates compliance, ethics, and civility escalation procedures. Takes ownership and accountability for area of responsibility. Acts as a coach to motivate staff and support their professional development. Sets goals and clarifies expectations of staff. Invests time to manage and facilitate the work of others. Responds to the ideas, concerns and needs of direct reports. Demonstrates skill in hiring, developing, and retaining staff. Engages in regular discussions to address performance issues and/or provide recognition when appropriate. Completes annual performance reviews in a timely manner.

Reviewer Rating Strength

Proficient Needs Improvement

Reviewer Comments:

Optional: [Enter Optional Factor here] – If applicable, record any additional factor that was identified during the previous review period in the space above. Note that an individual cannot be evaluated for an optional factor unless it was documented in the last performance review.

Reviewer Rating Strength

Proficient Needs Improvement

Reviewer Comments:

REVIEWER: Be clear, balanced, and objective by providing facts and examples.

1. Review comments the employee may have included in the first section of the form regarding the key performance factors for input.

2. Choose words that focus on performance, not personality. Focus on the employee’s ability to carry out their on-the-job duties.

3. Employees grow from constructive feedback. Include recommendations that will help them improve.

4. To ensure a balanced and objective review, follow the One-Two-Three Format for your comments on each Key Performance Factor:

1. Provide an overall statement summarizing performance.2. Provide a concrete example to support the assessment.3. Provide guidance for the year ahead (e.g., reinforce a

strength, recommend improvement).

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REVIEWER SUMMARY ASSESSMENT Assess the individual’s overall performance based on BOTH goal achievement and demonstrated competence for all performance factors. Please select one of the following:

Role Model Performance

Exceptional Performance

Valued Performance

Fair Performance

Unacceptable Performance

Consistently far exceeds expectations; outstanding performance achieving all goals. An individual whom others look to as a standard of performance excellence.

Meets and often exceeds expectations; performance that generally exceeds goals and job requirements and who consistently delivers. An individual who often outperforms others in the same job.

Consistently meets expectations; performance that satisfies all job requirements and meets all goals. An individual who is consistently reliable to get the job done.

Sometimes meets expectations; performance that is to the standard required in most aspects of the job with opportunity for development. An individual with the potential to be a valued performer.

Does not meet expectations; performance where significant improvement is required to satisfy job requirements. An individual who is not performing at acceptable levels.

Reviewer Comments:

SIGNATURES

(1) Supervisor

Supervisor Name: Supervisor Title:

Supervisor Signature: Date:

(2) Next Level Approver

Next Level Approver Name: Next Level Approver Title:

Next Level Approver Signature: Date:

(3) Employee

Employee Signature: By signing above, you acknowledge that you received this review and it was discussed with you. Signature does not indicate agreement or disagreement with the content of this review. Employees may attach comments.

This review was discussed with me on the following date:

Ethical Principle Statement and GW Values I have read and understand the George Washington University Statement of Ethical Principles and the GW Values.

INITIAL BELOW

Submit completed performance reviews to your Human Resources Client Partner. If you have any questions, please contact University Human Resources at 202-994-8500.

REVIEWER: This rating is determined by measuring both goal achievement and the Key Performance Factor ratings.

1. To determine the overall rating, take into account:a. The complexity and difficulty of the employee’s goals.

Relatively easy goals that were exceeded should be gauged differently than very challenging goals that were difficult to attain.

b. The importance of and relative performance demonstrated for each factor. Identify the essential functions of each job by looking at the job description. Use this information when determining how important each factor is to the job, and factor this into the overall rating you choose.

2. Having trouble deciding between two possible overall ratings? Meet with your Next Level Approver to for guidance and to test your thinking. This will also help avoid rating inflation.

3. Avoid common review errors such as:a. Halo Effect – tendency to rate on the basis of a perceived

positive quality, feature or trait. b. Horn Effect - tendency to rate on the basis of a negative

quality or feature perceived.c. Recency Effect- tendency to rate based on the most recent

behavior ignoring the commonly demonstrated behaviors during the entire review period.

d. Cookie Cutter Effect - tendency to rate all employees the same.