STAFF ORIENTATION EVALUATION Empl. Name: Date of hire

STAFF ORIENTATION EVALUATION

Empl. Name:

Date of hire/transfer/promotion:

Empl. ID #:

Date orientation ends:

Department:

Job Title:

Supervisor:

Review

Period

1 month 2 months 3 months Extension.

Before completing this form, review the instructions on page 3. Supervisors should also review the Employment

Orientation Period Policy and the Employment Orientation Period Procedure for further details.

Employee Comments

What questions do you have concerning what is expected of you on this job?

How would you assess your overall performance?

What do you feel you need to be successful?

Supervisor Evaluation of Employee Performance

NO = Not Observed NI = Needs Improvement S = Successful

How has the employee accomplished what you would expect during orientation with respect to:

Competencies

Rating

Comments

Knowledge of job

(appropriate understanding of job duties; developing skills

needed to perform job, prioritizing assignments)

Technical skills

(appropriate knowledge of equipment, software, & relevant

programs needed to perform job)

Quality of work

(accuracy; thoroughness; effectiveness of work)

Productivity/quantity of work

(appropriate volume produced; timeliness of work; time

management; follow through with assignments)

Initiative

(problem solving; creativity; suggests/implements

improved methods)

Work attitude & professionalism

(team skills; collaboration with colleagues; positive or

professional demeanor, verbal and nonverbal)

Work ethic

(reliability; honesty; integrity; disciplined & engaged;

consistency; commitment to work objectives)

Attendance & punctuality

(attendance standard is no more than one unscheduled absence

occurrence per month averaged over a six-month period, i.e. 6

or less occurrences over 6 months)

Dates of absences:

Dates of tardies:

Interpersonal behavior & skills

(relationship with colleagues; empathy; communication &

interaction with co-workers, supervisors)

Diversity and inclusiveness

(demonstrates awareness, understanding, and sensitivity in

interactions with people of diverse backgrounds; contributes to

a welcoming work environment for all)

Service orientation

(responsiveness to internal & external requests; anticipate,

recognize, & meet others’ needs; provides satisfaction;

adherence to department standards)

Overall rating

Supervisors should consider the relative importance of each

competency may vary according to position

Describe any additional areas where the employee excels or improvement is necessary:

Goal Setting (use and attach additional pages, if necessary)

Summarize outcome of the review meeting:

Supervisor Determination (at end of orientation period)

1. Do you wish to retain this employee? Yes No* Extend*

2. (If applicable) Was an extension approved by Employee Relations? Yes No*

Extension Number (circle one) #1 #2 #3 * Must receive prior approval from Employee Relations

Supervisor’s Signature Date Employee’s Signature Date

(Signature acknowledges receipt only)

Previous review period goal(s):

Outcomes:

Next review period goal(s):

Purpose

CWRU recognizes that our staff advance our mission through the critical roles they play within the university. The

purpose of the Staff Orientation Evaluation is to engage and develop our staff by setting them up for success during

their first three months.

The three-month orientation period is an opportunity for productive two-way communication between the employee

and the supervisor. The Staff Orientation Evaluation aids in this discussion. It should help guide conversations

between the supervisor and new employee in defining clear expectations, outlining work outcomes, and addressing

any questions or challenges the employee may have. By starting strong, employees will have the necessary

foundation to help lead the university toward our vision of being recognized internationally as an institution that

imagines and influences the future.

Instructions

1. The supervisor should complete all sections of the form three times during the orientation period – at one

month, two months, and three months. This should be completed prior to meeting with the employee each

month, except for Employee's Comments and Employee's Signature, which the employee should complete

during the meeting.

2. The supervisor and employee should meet and discuss the evaluation:

• Begin with a discussion of job description (having a copy to refer to is recommended)

• Ask about concerns or needs from the new employee. The employee should also complete the

Employee Comments, including assessing their overall performance.

• Discuss the supervisor’s evaluation on the competencies and successes

• Make plans for areas in need of improvement as necessary

• Set goals for upcoming review period, including yearly goals at the end of the orientation period

• Summarize the outcome of the review meeting

3. After completing the Staff Orientation Evaluation each month, the supervisor should send the Form to the

supervisor’s management center HR office and provide a copy to the employee.

Orientation Extension

The orientation period may be extended for one month at a time, up to three times (three months total). If

supervisors wish to extend orientation, they must:

• Have completed the one-month and two-month Staff Orientation Evaluations.

o Exceptions can be made due to attendance or other unusual circumstances.

• Have received approval from Employee Relations for the extension two weeks prior to the end of the three

month orientation period. Orientation cannot be extended after the three-month orientation period

ends.

• Inform the employee of the orientation extension after gaining approval from Employee Relations.

• Continue to instruct and support the employee in areas where improvement is desired.

• Complete the Staff Orientation Evaluation at the end of the extension period(s)

• Contact Employee Relations during the extension period if performance remains unsatisfactory to discuss

termination.

One month mark Two month mark

Two weeks before 3

month mark (i.e. day 75)

3 month mark End of Extension(s)

Complete Staff

Orientation

Evaluation

Complete Staff

Orientation

Evaluation

Contact Employee

Relations if an extension

is desired

Complete Staff

Orientation

Evaluation, set goals

Complete Staff

Orientation

Evaluation, set goals

Termination

If a supervisor wishes to terminate employment due to performance issues, conduct, or poor attendance, they must

discuss potential termination with Employee Relations and obtain approval from Employee Relations for the

termination in advance, before discussing it with the employee.