Annual Staff Evaluations

Overview

The Annual Staff Evaluation process is a collaborative effort between the employee and their supervisor. The employee and their supervisor will each have an opportunity to discuss prior year goals, including what successes and setbacks may have occurred as well as an opportunity to look ahead and create future year goals that align with the overall strategic goals of the department and the college. The FAQs for new staff evauation process and forms are available here.

Forms Types for the Annual Staff Evaluation

Annual Staff Evaluation form: This form is completed by the supervisor and is required.
- All staff should have at least 3 goals.
Employee Self Evaluation form: This form is to be completed by the employee and is optional.

Process and Timeline

Supervisors are required to complete their staff’s evaluations annually, though they may opt to meet and discuss them semi-annually or more frequently. Regular discussions about performance are important.

The annual evaluation should capture ongoing discussions about employee performance and expectations. Supervisors or managers may choose to supplement this form with additional elements. However, for consistency, all Reed staff must have at least this completed evaluation and review annually.

2024- 2025 Goal Development Timeline

September 15, 2024: Supervisor and employee are to have established goals and discussed expectations for the 2024-2025 fiscal year.
January 31, 2025: (Optional) First meeting between the supervisor and employee to review established goals, assess progress on the staff evaluation and annual review, and discuss current performance.
April 1st - 15th, 2025 All staff evaluation and annual reviews are due and have been submitted via Etrieve for filing.
- This is also when the goals for 2025-2026 are discussed and established.

Human Resources will send email reminders 30 and 60 days before deadlines. It is the supervisor's and employee's responsibility to collaborate and ensure the review process is completed on time. The designated supervisor staff evaluation and annual review form must be completed for the employee to be eligible for a merit increase.

Merit increases will be informed by several criteria within the process, one factor is the evaluation form. Other elements are under consideration by the supervisor, but may include positive contribution to culture, and employee’s experience compared to internal peers. Please visit Annual Pay Increases for additional information.

Components of the Annual Staff Evalution

Job Performance, Accomplishments, Goal Review, and Professional Development

Prior Year Goal Review: The employee will enter the goals agreed upon in the previous review along with their outcomes.

Job Performance: The supervisor will evaluate the employee's performance in relation to their daily job responsibilities. This evaluation should cover both productivity and the quality of work.

Recognition of Accomplishment: This supervisor will outline how the employee has performed with respect to their daily job requirements. Supervisors will focus on what specific and/or significant accomplishments the employee achieved.

Opportunities for Growth: The supervisor should outline areas of job performance to focus on and identify potential professional development opportunities that could benefit the employee.

Overall Assessment

In this section, your supervisor will provide feedback on your overall job performance during the review period. Comments may include both recognition of achievements and reinforcement of expectations. These remarks should reference specific aspects of your job performance.

Future Year Goals Discussion

In this section, you and your supervisor will collaboratively create new goals that align to performance for the upcoming review period. These goals should outline how they contribute to both your professional development and the strategic goals of the college.

To ensure that your goals are specific, measurable, and attainable within a set timeframe, you will need to establish clear parameters. This approach removes ambiguities, sets a definitive timeline, and makes it easier to track your progress, identify milestones, and seize opportunities.

Use the SMART method for the creation of goals

S: Specific

In order for a goal to be effective, it needs to be specific. A specific goal answers questions like: What needs to be accomplished? Who's responsible for it? What steps need to be taken to achieve it?

M: Measurable

Specificity is a solid start, but quantifying your goals (that is, making sure they're measurable) makes it easier to track progress and know when you've reached the finish line.

A: Achievable

This is the point in the process when you give yourself a serious reality check. Goals should be realistic. Ask yourself: is your objective something you can reasonably accomplish?

R: Relevant

Here's where you need to think about the big picture. Why are you setting the goal that you're setting? How does it align with your department's priorities and the college's values?

T: Time-bound

To properly measure success, you and your supervisor need to be on the same page about when a goal has been reached. What's your time frame? When will your goal be considered finished?

Submitting Evaluations

Submit all completed Annual Staff Evaluation forms here.