THE ACADEMY FOR EDUCATIONAL DEVELOPMENT

EMPLOYEE APPRAISAL REPORT

An evaluation of performance and accomplishments for

Year Ending December 2007

Employee Name: Employee ID #:

Position Title Grade:

Annual Appraisal Schedule

TASK COMPLETION SUPERVISOR’S EMPLOYEE’S

DATE INITIALS INITIALS

Creation of & agreement on performance objectives

(completion of “Step 2” of Instructions) by January 31

Mid-year review discussion (completion of “Step 3”of

Instructions) by June 30

End-of-year review discussion (completion of “Step 6”

of Instructions)

IMPORTANT

PLEASE READ ALL INSTRUCTIONS BEFORE BEGINNING EAR

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Employee Appraisal Report
Instructions

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 THE ACADEMY FOR EDUCATIONAL DEVELOPMENT
EMPLOYEE APPRAISAL REPORT

INTRODUCTION

DEVELOPING AN EFFECTIVE EMPLOYEE APPRAISAL REPORT

This Employee Appraisal Report (EAR) is designed to achieve four important objectives relating to each
employee’s professional development and continued employment at AED. These objectives are:

1. To assist each employee and their supervisor establish and agree upon performance objectives for the
employee’s work during the upcoming year;

2. To clarify the supervisor’s expectations and the employee’s understanding of their responsibilities,
leading to maximum performance and high productivity;

3. To open a dialogue between the employee and the supervisor regarding the employee’s expertise in
eleven fundamental job competencies necessary to be successful at AED; and,

4. To obligate both the employee and the supervisor to specific actions which are monitored throughout
the year, and which form the basis for the employee’s final performance review at the end of the year.

The foundation of the EAR is the eleven job competencies (JCs) that are listed below. The majority of these JCs
are relevant to every job at AED. Under each JC, there are definitions describing activities and behaviors that
demonstrate proficiency in the respective JC. Together at the performance objective setting stage, the employee
and the supervisor will determine which JCs apply to the employee’s job. These JCs reflect AED’s values, and
proficiency in these activities is crucial to AED’s mission. At the end of the year, each supervisor will rate the
employee in their ability to satisfactorily perform in the following JCs, which are applicable to their job:

Communication Business Principles

Diversity Corporate Wellness
Job Knowledge Innovation
Productivity Leadership
Professionalism Staff Development
Team Work

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 THE ACADEMY FOR EDUCATIONAL DEVELOPMENT
EMPLOYEE APPRAISAL REPORT

INSTRUCTIONS FOR COMPLETING THE

EMPLOYEE APPRAISAL REPORT (EAR)

BEGINNING OF THE YEAR ACTIVITIES

STEP 1: The employee locates the EAR on the AED portal under “AED Forms, Human Resources.” S/he saves
the form as a Word document on his/her personal drive. The employee completes the performance
objectives and criteria for measurement in preparation for a discussion with the supervisor. These
objectives can be adapted from the employee’s formal job description, work plan, contract, and/or
department goals. The criteria for measurement for each performance objective will indicate which job
competency or competencies it demonstrates, using the phrase [Demonstrating:].
STEP 2: The employee and the supervisor meet to formally agree on performance objectives and criteria for
measurement for the upcoming year. The performance objectives are recorded in SECTION I of the
EAR (please see the example below).

In SECTION II, the first 6 competencies apply to all jobs. During the goal setting meeting, the
supervisor and employee will determine which of the remaining 5 competencies apply to the
employee’s job. This will be indicated by placing an “X” in the box in the column to the left of each
applicable competency.
Further training in this process is presented annually in the Washington, DC headquarters during the
AED workshop entitled “Setting Performance Goals”. Those individuals unable to attend this
workshop will find the workshop outline on the AED portal under “Management Services, Human
Resources, Training.”

Performance Objective Criteria for Measurement

Example: Performance Objective Example: Criteria for Measurement

Provide technical leadership in HIV/AIDS 1. Meeting all contract deliverable deadlines, prepare guidance
activities related to nutritional care and documents, program tools, and written reports on scientific,
support. policy, and program related issues pertaining to nutrition in
the context of high prevalence of HIV/AIDS.[Demonstrating
: Communication, Job Knowledge, Productivity.]
2. Keep other Center technical staff informed about current
nutrition and HIV/AIDS information and state-of-the-art
practices through briefings, document circulation, and as
needed informal trainings. [Demonstrating: Communication,
Innovation, Staff Development, Team Work.]

TIMING FOR THE COMPLETION OF STEP 2:

• By January 31st for existing employees.
• Within 30 days from the date of hire for new employees.
• Within 30 days after a new job assignment for existing employees receiving an in-grade or grade-to-grade
promotion.
When SECTION I of the EAR is completed, the supervisor keeps the original, and the employee keeps a
copy to guide them through their work for the upcoming year.
MID-YEAR ACTIVITY

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MID YEAR ACTIVITY
STEP 3: Supervisors and employees are required to meet at mid-year, (between June 1 and June 30) to
discuss the employee’s performance. The purpose of this meeting is to avoid surprises in
performance dissatisfaction and to reinforce areas where the employee’s performance goals are on
track or exceeding expectations. The supervisor and employee write the date of the meeting on
page 1 and both the supervisor and employee initial to indicate that the meeting took place. This is
a mandatory meeting; however, the supervisor is not required to submit a formal, written
review to the HR department.

Changes in performance objectives may be made at any time during the year, but they must be
recorded in writing on the EAR.

END-OF-YEAR ACTIVITIES

STEP 4: The supervisor completes SECTION II and SECTION III of the EAR.

In SECTION II, the supervisor rates the employee’s performance and capabilities in each of the
mandatory competencies and each of the competencies selected as applicable to the employee’s
job. Definitions for the ratings are at the beginning of SECTION II. If a particular job competency
is not applicable to the employee’s current job, the supervisor selects “Not Applicable”.

In SECTION III, the supervisor writes comments explaining how well the employee did, or did not
meet the performance objectives for the year. This section also allows the supervisor to summarize
and explain areas that need improvement.

When the supervisor has completed SECTION II and SECTION III, the supervisor must decide on
an overall rating of the employee’s performance for that year. In making this decision, the
supervisor should consider several factors, such as:

1. The category which reflects the majority of the job competency ratings. For example,
if the employee is rated as “1- Unsatisfactory” in 9 out of the 11 job competencies the
supervisor should consider an overall rating of “1 – Unsatisfactory”. This particular
rating would require the supervisor to work with the Employee Relations Specialist to
develop a Performance Improvement Plan (PIP) for the employee.

2. The written comments in SECTION III about how well the employee met the
performance objectives for the year.

3. Any unusual circumstances, either business or personal, that may have contributed to
the employee’s performance. For example, if an employee’s performance is
substandard the last two months of the year due to an illness, this should be considered.
Likewise, if an employee has exceeded normal job requirements to assist the center
during a time of high staff turnover, this should be considered as well.

The supervisor completes the box at the top of the EAR signature page, indicating the overall
performance rating for the year.

When completed, the supervisor gives the EAR to the employee and arranges a meeting to discuss
it. At least one hour should be allowed for the EAR discussion, so that the employee has the
opportunity to ask for clarification of the ratings and comments, and the supervisor and employee
can together develop a performance improvement plan for any areas that need improvement.

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STEP 5: The employee reads the EAR and completes SECTION IV and SECTION V.

STEP 6: The employee and the supervisor meet to discuss SECTION II, SECTION III, SECTION IV, and
SECTION V of the EAR. Both the employee and the supervisor sign the EAR form. Copies of the
completed form are made for the supervisor and the employee.

STEP 7: The supervisor completes the Employee Appraisal Report Approval Sheet (also found on the AED
portal under ”AED Forms, Human Resources”). This page is placed at the beginning of the EAR
and is used as a cover sheet. The supervisor signs this page and forwards the entire EAR to the
project/center director for approval. The project/center director reviews the EAR and signs the
Employee Appraisal Report Approval Sheet indicating their approval of the rating and salary
increase recommendation. The project/center director forwards the entire EAR to the group
director who reviews the EAR and signs the Salary Recommendation and Approval Sheet
indicating their approval of the rating and the recommended salary increase. The group director
sends the original EAR form to the Human Resources Office.

NOTE: A supervisor’s performance review is considered a formal recommendation for salary

action, but salary decisions are not final until the Officer-in-Charge, the VP of HR, and the
President have reviewed all performance reviews for equity and fairness. Therefore, no salary
recommendation should be discussed with the employee until the approved amount is given
to the supervisor in December.

If the supervisor is recommending a promotion, they must complete and submit a new job
description, along with a copy of the Promotion and Equity Review Request Form to the
Vice President & Director of Human Resources prior to the review conversation. The specific date
these documents are required will be announced each fall.

TIMING FOR THE COMPLETION OF THE ANNUAL REVIEW PROCESS:

Please see the Human Resources page in the AED Portal.

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 THE ACADEMY FOR EDUCATIONAL DEVELOPMENT
EMPLOYEE APPRAISAL REPORT
SECTION I
PERFORMANCE OBJECTIVES

To perform this job successfully, an individual must be able to meet the following performance objectives
satisfactorily. The objectives listed below are representative of the essential functions of this job. Reasonable
accommodations may be made to enable individuals with disabilities to perform the essential functions.

Performance Objective Criteria for Measurement

A.

A.

A.

A.

A.

A.

A.

A.

A.

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 THE ACADEMY FOR EDUCATIONAL DEVELOPMENT
EMPLOYEE APPRAISAL REPORT
SECTION II
COMPETENCY EVALUATION

Expertise in all or most of the following competencies is essential for success at AED. In this section, the
supervisor must rate the employee in each competency that applies to the current job. (Specific details about the
degree to which the competencies were or were not met should be included in SECTION III.)

DESCRIPTION OF RATINGS

1 = Unsatisfactory Employee has not reached an acceptable level of competency in this area. Skills
and behaviors that require this competency are seriously deficient and require
significant correction.

2 = Needs Improvement Employee needs only some improvement to reach an acceptable level of
competency in this area. Skills and behaviors that require this competency are
sporadic and inconsistent.

3 = Successful Employee successfully demonstrates a satisfactory level of competency in this

area. Skills and behaviors that require this competency are very good and
consistent.

4 = Excellent Employee excels in this competency. Skills and behaviors that require this
competency are exceptional and consistent. Employee’s skills and behaviors in
this area exceed normal expectations.

Competencies that apply to all jobs

Competency - Communication Rating
1 = Unsatisfactory
- Effectively expresses ideas & thoughts verbally and/or in written form 2 = Needs Improvement
- Exhibits good listening & comprehension skills 3 = Successful
- Uses necessary & appropriate communication methods to keep others informed 4 = Excellent

Competency - Diversity Rating

1 = Unsatisfactory
- Demonstrates behaviors that contribute to AED’s diversity initiatives 2 = Needs Improvement
- Demonstrates a commitment to continuous improvement of diversity 3 = Successful
competencies 4 = Excellent

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Competency - Job Knowledge Rating
1 = Unsatisfactory
- Demonstrates the required core administrative, technical & program 2 = Needs Improvement
competencies 3 = Successful
- Keeps abreast of trends in his/her field of expertise 4 = Excellent
- Knowledgeable about the goals & objectives of the project, center, department
or group

Competency- Productivity Rating

1 = Unsatisfactory
- Effectively plans, organizes & delegates work to achieve desired results 2 = Needs Improvement
- Manages competing demands with appropriate flexibility & judgment 3 = Successful
- Effectively applies knowledge & skills to work situations 4 = Excellent

Competency - Professionalism Rating

1 = Unsatisfactory
- Honest, reliable, dependable & conscientious 2 = Needs Improvement
- Successfully builds positive relationship with clients & colleagues 3 = Successful
- Upholds a high standard of ethical and personal conduct 4 = Excellent

Competency - Team Work Rating

1 = Unsatisfactory
- Works cooperatively & effectively with supervisors, colleagues, & other staff at 2 = Needs Improvement
all levels to accomplish tasks & goals 3 = Successful
- Accepts (& offers) constructive criticism & feedback from (to) supervisors, 4 = Excellent
colleagues, & to other staff at all levels
- Exercises responsibility, courtesy, dependability & respect in work teams

Applicable Competencies that apply to most but not all jobs.

Competency - Business Principles Rating
1 = Unsatisfactory
- Adheres to AED financial & accounting procedures & solves 2 = Needs Improvement
financial problems within approved guidelines 3 = Successful
- Consistently provides client-oriented service 4 = Excellent
- Demonstrates organizational commitment by participating in
organizational activities, such as task forces, committees, staff
meetings

Competency - Corporate Wellness Rating

1 = Unsatisfactory
- Consistently applies AED’s values, policies, & procedures 2 = Needs Improvement
- Contributes to business development 3 = Successful
- Effectively manages resources to achieve program goals 4 = Excellent

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 Competency- Innovation Rating
1 = Unsatisfactory
- Effectively suggests, develops and/or implements creative solutions 2 = Needs Improvement
to problems & issues 3 = Successful
- Proactively enhances AED products & services 4 = Excellent

Competency - Leadership Rating

1 = Unsatisfactory
- Demonstrates good judgment, critically evaluates information, 2 = Needs Improvement
weighs alternative courses of action & anticipates the impact of 3 = Successful
decisions 4 = Excellent
- Enables & empowers staff to succeed
- Successfully builds & leverages positive relationships within &
outside the organization for development, planning &
implementation processes (as appropriate)

Competency- Staff Development Rating

1 = Unsatisfactory
- Effectively engages staff & colleagues in problem solving 2 = Needs Improvement
- Effectively mentors, coaches, counsels, & provides development of 3 = Successful
staff; encourages career development, as appropriate 4 = Excellent
- Pursues opportunities to engage in professional development

SECTION III
PERFORMANCE OBJECTIVES EVALUATION

Please explain how the employee met the performance objectives established for this year.

Please indicate what areas of improvement are still needed to successfully meet performance objectives.

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Using the definitions below, please select an overall performance rating for this year.
1 = Unsatisfactory
(This rating necessitates developing a Performance Improvement Plan. An employee receiving this rating
must be placed on performance probation. This must be done with the approval of HR. Please contact
Employee Relations Officer, Shanna Hines at ext. 8739)
2 = Needs Improvement
3 = Successful
4 = Excellent

1 = Unsatisfactory Performance was often seriously deficient and required significant correction.
Performance objectives were clearly not attained. Employee did not demonstrate
proficiency in the majority of the job competencies. Employee regularly failed to
meet required standards of performance.

2 = Needs Improvement Performance was deficient and needs improvement. Only some of the performance
objectives were attained. Employee’s efforts often required rework or other
corrective measures. Employee needs improvement in many of the job
competencies to meet required standards of performance.

3 = Successful Performance and work quality meets all expectations. Majority of the performance
objectives were attained. Employee demonstrated proficiency in the job
competencies most relevant to their job. Output was typical of a capable,
productive performer. Employee fully meets required standards of performance.

4 = Excellent Performance was commendable and often viewed as a model for other employees.
All of the performance objectives were attained. Employee demonstrated
proficiency in all the job competencies. Outputs exceeded normal expectations.
Employee reached this level of excellence by demonstrating exceptional
knowledge, skill and/or ability.

SIGNATURES

This review and its subsequent rating have been discussed with me. Employee’s signature does not necessarily
imply agreement with the rating or the contents of the review.

Supervisor’s Signature Date

Employee’s Signature Date

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 THE ACADEMY FOR EDUCATIONAL DEVELOPMENT
EMPLOYEE APPRAISAL REPORT

SECTION IV – EMPLOYEE FEEDBACK

Employee Name: Job Title:

Grade:

Please give us your comments on the above evaluation.

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 THE ACADEMY FOR EDUCATIONAL DEVELOPMENT
EMPLOYEE APPRAISAL REPORT

SECTION V – PROFESSIONAL DEVELOPMENT PLAN

Employee Name: Job Title:

Grade:

What areas do you feel you would like to improve?

How can your supervisor provide assistance to you in your job?

What internal and external professional development activities will you participate in during the upcoming year?

INTERNAL EXTERNAL

CareerPower Workshop Job Related Seminars

Mentoring Program Continuing College Education
Executive Coaching Professional Certification
In-House Seminars Other:

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