The Department of Human Resources

AFSCME/OPEIU/SPFPA Employee Evaluation Rating Scale

The overall rating scale described below applies to the following employee groups: AFSCME/OPEIU/SPFPA

  • Outstanding
    • Employee consistently and significantly exceeds job expectations and standards and demonstrates a high degree of initiative, customer service, and quality of work.
  • Commendable
    • Employee meets and frequently exceeds job expectations and standards and demonstrates a high degree of initiative, customer service, and quality of work.
  • Satisfactory
    • Employee meets the expectations and standards of the employee's job in a fully adequate way.
  • Needs Improvement
    • Employee meets many of the expectations of the job in a satisfactory manner but often fails to adequately meet some of the expectations or standards. Improvement is required.
  • Unsatisfactory
    • Employee fails to meet many job expectations and standards. Performance deficiencies must be corrected.

Job factors impacting employee performance rating

There are two components of the Employee Performance Rating:

  • Measurable results
    • Job knowledge/skills
    • Work results
  • Behavioral qualities
    • Communications
    • Initiative/problem solving
    • Interpersonal relations/equal employment opportunity
    • Work habits
    • Supervision/management

General Instructions

  • Review with the employee the employee's job description, job standards (expectations/objectives/duties) for the rating cycle to ensure the appraisal relates to the specific responsibilities, job assignments, and standards that were conveyed to the employee for the rating cycle.
  • Base the appraisal on the employee's performance during the entire review period, not isolated incidents or performance prior to the current review period. Obtain/review necessary input and supporting data.
  • Rate each factor in relation to the standards established and the guidelines listed on the form for each rating.
  • Provide an overall rating based on the rating of the individual factors, adherence to significant performance standards, and accomplishment of essential functions. Each factor need not be of equal weight but comments should justify significant differences impacting on the overall rating.
  • Assess employee strengths and identify opportunities where the employee could improve or requires additional knowledge or skill. Include projected development needs to meet anticipated assignments during the next rating period. Obtain employee input regarding their training needs. When rating employees, consider their participation and willingness to participate in employee development opportunities.
  • The comments sections should be used to: support performance ratings, indicate problem areas and provide guidance to employees on how to improve performance. Comments MUST be provided for outstanding, needs improvement, and unsatisfactory ratings, and are highly recommended for all other ratings. Supervisor, reviewing officer, and employee comments are to be relevant and job related.
  • Discuss evaluation with reviewing officer before sending evaluation for review/discussion with employee.