Note:    The recurring due date for evaluations is the last working day of June.

General Instructions

Consult the appropriate Collective Bargaining Agreement and the CSUDH Employee Planning and Performance Appraisal Manual prior to completing the performance evaluation. If you still have questions after reviewing the collective bargaining agreement or the performance appraisal manual, please contact Rod Foster in Human Resources Management Department, ERC B518, (310) 243-3771.

When you complete the planning and performance appraisal, forward it to the appropriate manager for review and approval. After receiving the approval of the manager, schedule a performance review appointment with the employee. After the performance review, a copy of the completed form should be provided to the employee. Upon completion of the performance appraisal, the original signed evaluation form is forwarded to the appropriate manager for final signature and distribution. 

Part I - Identification Section 

This section asks for identifying information such as the employee's name, classification, and department. Name - Enter the name of the employee who will be evaluated. Date of Present Appraisal - Enter the current date.

Classification - Enter the employee's current classification.

Department - Enter the name of the department in which the employee is assigned.

Type of Appraisal - Check the box indicating the type of appraisal.

Part II - Performance Factors

The factors listed in this section apply to most positions on campus. Evaluation of the employee's performance is based on how well the employee accomplishes or meets performance expectations.

Performance Factor Rating - Each factor is defined in terms of four descriptions. For each factor, read all descriptions and check the box that best describes the employee's performance.

If none of the descriptions adequately describe the employee's performance, then check the box "Categories above are not adequate & descriptors" and write your own description in the "Examples/Overall Comments" section.

Examples/Comments - For each factor, provide statements explaining the rating given. Make all statements specific to the work performed.

Examples of Explanatory Statements:

Monthly budget reports contain no typed errors, no calculation errors and are completed on time.

Has been absent 20 days during the last six months, (1/4/98, 2/6/98, 2/9-12/98, etc.)

When providing instructions to students, employee speaks slowly and enunciates words. 

Part III - Overall Rating

Check the box that best describes the employee's overall performance.

Additional Comments - Provide summary statements describing the employee's overall performance. Statements in this section should be consistent with comments and ratings in Part II.

Strengths: Provide statements describing the employee's performance strengths. Make all statements specific to the work performed.

Need for Improvement: Provide, if applicable, statements describing the performance deficiencies. Make all statements specific to the work performed.

Areas for Development: Provide statements describing skill areas and training that the employee will need to focus on during the next review period. Make all statements specific to the work performed.

Goals/Development Plan: Jointly with the employee, develop a plan outlining the employee's development goals and/or areas for performance improvement. The plan should include a timeline and the methods or
resources the employee will use to accomplish the plan. 

Part IV - Recommendation

If this is the final evaluation for a probationary employee, indicate whether permanent status should be granted. 

Part V - Employee Comments/Signature 

After a review and discussion of the evaluation, the employee is asked to sign the evaluation. If the employee wants to comment on the performance review, this may be done in the comments section. The employee
has the right to disagree with the evaluation and to express his/her opinion in the employee comment section or to submit a separate written response for placement in the employee's personnel file. The employee also has the right to refuse to sign the evaluation. If the employee refuses to sign, note that information on the performance appraisal and send the original form to Human Resources Management.  

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