ࡱ> Q ҏbjbjYY 1;e;eV 8IW:*0(! ! ! ' )4+F9H9H9H9H9H9H9$<7?l9- &'--l9! ! :222-F! ! F92-F922:7,b8! AbX-8 29':0W:8R?-?b8?b8+>+,2 ,$0,+++l9l9n1l+++W:----?+++++++++ : CALIFORNIA STATE UNIVERSITY, SACRAMENTO HUMAN RESOURCES INFORMATION TECHNOLOGY PERFORMANCE REVIEW FORM* Please select one:  FORMCHECKBOX Annual FORMCHECKBOX By Request FORMCHECKBOX Probationary (1) FORMCHECKBOX Probationary (2) FORMCHECKBOX Probationary (3)  FORMTEXT       FORMTEXT       FORMTEXT   FORMTEXT       FORMTEXT      Last NameFirst NameInit. Use Date Format:From: M/D/YYYYTo: M/D/YYYY FORMTEXT       FORMTEXT       FORMTEXT      Classification/Skill Level (E/C/FD)DepartmentDate Probation Ends FORMTEXT       FORMTEXT      HEERA Designated Mgr.Date: LowHighPerformance Ratings Scale:12345677Excellent(Achievement above expected level)5-6Very Good(Achievement above expected level)4Meets Expectations(Achievement at expected level)1-3Needs Improvement(Achievement below expected level) I. PERFORMANCE GOALS AND STANDARDS  Drawing upon agreed upon goals and standards for this employee, evaluate progress and performance toward meeting these goals since the last evaluation or goal setting discussion. Using the above scale, assign a numerical performance rating. List goals in order of importance to the organization:1. FORMTEXT    Goal: FORMTEXT      RatingNarrative: FORMTEXT      2. FORMTEXT    Goal:  FORMTEXT      RatingNarrative: FORMTEXT      3. FORMTEXT    Goal: FORMTEXT      RatingNarrative: FORMTEXT      4. FORMTEXT    Goal: FORMTEXT      RatingNarrative: FORMTEXT       II. PERFORMANCE FACTORS: Review the employee s performance and accomplishments against the applicable performance factors. For sub-criteria being evaluated assign a weight which indicates the degree of importance (1. Important to success of Job/Goal - 2. Very Important to success; a major factor in job success - 3. Critical to successful performance). Add additional sub-criteria as appropriate. Finally, using the performance rating scale, assign a numerical performance rating.PERFORMANCE FACTORS AND SUB-CRITERIAwt. 1-3COMMENTS/EXAMPLESPERFORMANCE RATING SCALE (Low=17=High)1. Quality of Work:- Thoroughness and accuracy of work Meeting of specifications and standards  Other  FORMTEXT   FORMTEXT       FORMTEXT      2. Problem Solving: - Ability to identify and solve problems  Ability to use judgment  Ability to anticipate outcomes; be innovative  Other  FORMTEXT   FORMTEXT       FORMTEXT      3. Communication: - Clarity and accuracy of written and verbal communications  Ability to organize information effectively  Ability to listen, understand, interpret  Other  FORMTEXT   FORMTEXT       FORMTEXT      4. Customer/User Service:- Responsiveness to customers/users  Quality of user relationships  Other FORMTEXT   FORMTEXT       FORMTEXT      5. Initiative & Self Development:- Level of self-motivation in completing own work  Awareness of performance strengths and weaknesses  Ability to assess own development needs  Other FORMTEXT   FORMTEXT       FORMTEXT      6. Teamwork:- Accountability for own contribution to team efforts  Recognition and support of other team members  Openness to ideas of others  Other FORMTEXT   FORMTEXT       FORMTEXT      7. Work Habits: Organization of work Attendance & Punctuality Safety Meets Deadlines Other  FORMTEXT   FORMTEXT       (Oi|}     ( ) ҲҢҒ҂~vkv]vjhACUmHnHujhACUjhACUh5=jhn&h5=CJUj\hn&h5=CJUjhn&h5=CJUjthn&h5=CJUjhn&h5=CJUhn&h5=CJjhn&h5=CJUh5=h5=56>*CJ hAC5\hAC$(8Ohi|     Ffm $If^gdn& $If^gdn&$If $If^gdn& $$Ifa$gdn& x^gd5=$a$   $ & ( 2 4 6 8 L N P R T V X l n p z | ~   & 6 ĹȱĦȘtgtgh<h<B* CJphh~vh<6B* CJphh~vh<6B* CJph h<CJjh<UmHnHujh<Ujh*Uj h<Uh<jh<UjhACUjhACUmHnHujhACUjhACUhAC% 6 V ~ bVV $$Ifa$gd<kd$$IfTlrE"& B<<k'64 layt<T $$Ifa$$If  & 8 : b kkd$$IfTlr"&^<<k'64 layt<T$If6 8 : < P R T ^ ` b d x z | : < > R T V ` b d f z | ~ hAC5CJ\j hACCJUj hACCJUhACj hACCJUj hACCJUjhACCJUmHnHuj* hACCJU hACCJjhACCJUh<h~vh<CJ2  : $Ifkkd $$IfTl4F$&c xk'6    4 laf4yt<T: < d 9Ukdp $$IfTl0J& k'64 layt<T$Ifkkd $$IfTl4OF$&c xk'6    4 laf4yt<T & Ff $If$If$IfUkd $$IfTl0J& k'64 layt<T $ & D F R T JK,.0:<>@hj~ԽʭԠʭԓʭjhhACCJUjthACCJUjhACCJUmHnHujhACCJUjhACCJU hACCJ hACCJhAC56CJ\]hAC5CJ\hAC5>*CJ\:& * . 2 6 : > B D F H J L N P R $IfFf $$Ifa$R T V Z n <66666$Ifkd$$Ifl4ֈht"D%( 04 laf4 6kd$$Ifl4ֈht"D%( 04 laf4$If(6kd$$Ifl4ֈht"D%( 04 laf4$If(HIJKLP6kdY$$Ifl4ֈht"D%( 04 laf4$IfPb6kd0$$Ifl4ֈht"D%( 04 laf4$IfpNkdO$$Ifl0hX *'64 la8kd$$Iflh *(64 la$If  > $$Ifa$$IfKkd$$IflJ0hX *'64 la>@BDRhzttttt$Ifkd$$IflhrhX *}H64 laztttt$Ifkd$$IflhrhXL *}H/64 la$Ifqkd\$$Iflh\hX *}H"64 la~ $$Ifa$$Ifqkd$$Iflh\hX *}H"64 la 24HJLVXZ\dfnpxz "$,.6ҿҲҿҿҿҥҘҿҋҿҿjhACCJUjhACCJUjhACCJUjhACCJU hACCJjhACCJU hACCJjhACCJUmHnHujhACCJUj@hACCJU6  2Zzttttt$Ifkd($$IflhrhX *}H64 laZ\^`bdztttt$Ifkd$$IflhrhXL *}H/64 ladfhjln$Ifqkd$$Iflh\hX *}H"64 lanprx~ $$Ifa$$Ifqkd$$Iflh\hX *}H"64 la"zttttt$Ifkdh$$IflhrhX *}H64 la"$&(*,ztttt$Ifkd^ $$IflhrhXR *}H564 la,.0246$Ifqkd $$Iflh\hX *}H"64 la68:@dp~ $$Ifa$$IfqkdP!$$Iflh\hX *}H"64 la68@BVXZ`bprR[y]^_}yo}hAC5CJ\]hAChAC5CJ\hAC5CJ\]hAC56>*CJ hAC6CJhAC56CJhAC5CJ]j.#hACCJUj8"hACCJUjhACCJUmHnHuj!hACCJUjhACCJU hACCJ hACCJ+zttttt$Ifkd"$$IflhrhX *}H64 la^zxr$Ifkd#$$IflhrhXR *}H564 la^_ $$Ifa$$If$Ifekd$$$$Ifs4Ta)G(064 saf4bd^U^^ $$Ifa$$Ifkd$$$Ifs \a,!)064 sabdxz|~ ,.0:<>@TVXqjV)hACCJU]j(hACCJU]jj(hACCJU] hACCJj&hACCJU]jZ&hACCJU]!jhACCJU]mHnHuj%hACCJU]jhACCJU] hACCJ]hAC5CJ\],>f_YPYY $$Ifa$$IfkdF'$$Ifs \a,!)062+4 saXbdfh &(*468:l "$&:<>HJLNbۼۭ۞ۏۀj-hACCJU]jv-hACCJU]j+hACCJU]jf+hACCJU]j*hACCJU]hAC5CJ\] hACCJ hACCJ]jhACCJU]!jhACCJU]mHnHu.fh8_YPYY $$Ifa$$Ifkd)$$Ifs \a,!)062+4 sa8:$Lt_YPYY $$Ifa$$IfkdR,$$Ifs \a,!)062+4 sabdfprtv  ",.02FHJTVXZrǽͮ͐͟ǽ́rj2hACCJU]j2hACCJU]j0hACCJU]jr0hACCJU]j/hACCJU]hAC5CJ\] hACCJ hACCJ]!jhACCJU]mHnHujhACCJU]jb.hACCJU],tv0X_YPYY $$Ifa$$Ifkd.$$Ifs \a,!)062+4 saXZ_YPYY $$Ifa$$Ifkd^1$$Ifs \a,!)062+4 sa ~~~~ ~"~$~&~8~:~<~>~R~T~V~ǽǽ}nj7hACCJU]!jhACCJU]mHnHuj5hACCJU]Uj~5hACCJU]j5hACCJU]hAC5CJ\] hACCJ!jhACCJU]mHnHujn3hACCJU] hACCJ]jhACCJU]+Fx_YOOOOOY & F$If$Ifkd3$$Ifs \a,!)062+4 sa$~&~:~d~~~PG $Ifgdkdj6$$Ifs \a,!)062+4 sa$If $$Ifa$FORMTEXT      8. Other:  FORMTEXT       FORMTEXT   FORMTEXT       FORMTEXT      (These might include leadership, project management, or other position relevant factors such as creativity.) III. JOB KNOWLEDGE ASSESSMENT:APPLIED KNOWLEDGE & SKILLS: Describe the employee s applied knowledge and skills comparing the employee s skill currency to the position requirements. If a skill/knowledge gap exists, describe the growth needed.  FORMTEXT       FORMTEXT       FORMTEXT       IV. GOAL SETTING: In order of importance to your organization, establish up to 4 goals or objectives for the employee.  FORMTEXT       V. Performance Summary:Based upon your review of employee having achieved pre-established goals, the performance factor ratings, and applied knowledge and skills assessment, summarize overall performance. Finally, assign an overall performance rating using the rating scale on page 1. FORMTEXT      OVERALL RATING Date Draft Given to Employee for Review:   FORMTEXT       FORMTEXT       Date Returned by Employee:  FORMTEXT       *Review must be completed within ten (10) work days. THIS AREA INTENTIONALLY BLANK  SEE NEXT PAGE EMPLOYEE COMMENTS: I would like to discuss this report with the reviewing officer.  VI. SIGNATURES:I have reviewed this document and discussed it with my supervisor. My signature means I have been advised of my performance status and does not necessarily imply I agree with all the contents of the review. Signature of EmployeeDateSignature of Rater (If applicable)DateSignature of HEERA designated Manager (If concur with ratings given by Rater)DateADDITIONAL COMMENTS by HEERA designated Manager: FORMTEXT           January 2025 Acrobat Sign Version  CSUEU Unit 9 IT Only  PAGE 4 *This form is for use in evaluating the performance of employees in the following classifications: Analyst/Programmer, Operating Systems Analyst, Network Analyst, Equipment/Systems Specialist, Operation Specialist and Information Technology Consultant.  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