Human Resources - Reed College

Annual Staff Evaluations

Overview

The Annual Staff Evaluation is a collaborative process between an employee and their supervisor. It provides an important opportunity to review goals from the prior year, discuss successes and challenges, and establish goals for the coming year that align with the strategic objectives of the department and the college.

Annual evaluations are based on ongoing conversations about performance and expectations throughout the year. Both the employee and supervisor are responsible for completing the evaluation on time.

Completion of the designated Annual Staff Evaluation Review form is required for an employee to be eligible for a merit increase.

FAQs for the staff evaluation process are available here [link coming soon].

Process and Timeline

Completed and signed evaluations must be submitted to Human Resources between March 1 and April 1 of each year.
Supervisors are required to complete this

Annual Evaluation Form
Employees may complete this optional

Employee Evaluation Form
Review the Components of the Annual Staff Evaluation section below for guidance on completing each section.
Employees should not complete the supervisor evaluation form. Instead, they should be directed to the optional Employee Evaluation Form.
Once the evaluation is completed and signed by both the supervisor and the employee, upload all documents using the link below.

Submit completed evaluations here

Annual Evaluations and staff pay increases

Merit increases, when approved by the Board of Trustees, are informed by multiple factors, including completion of the annual evaluation. Merit increases will be informed by several criteria. For more information, please visit the Annual Pay Increases page.

Components of the Annual Staff Evalution

Job Performance, Accomplishments, Goal Review, and Professional Development

Prior Year Goal Review: The employee will enter the goals agreed upon in the previous review along with their outcomes.

Job Performance: The supervisor will evaluate the employee's performance in relation to their daily job responsibilities. This evaluation should cover both productivity and the quality of work.

Recognition of Accomplishment: The supervisor will focus on what specific and/or significant accomplishments the employee achieved.

Opportunities for Growth: The supervisor should outline areas of job performance to focus on and identify potential professional development opportunities that could benefit the employee.

Overall Assessment

In this section, your supervisor will provide feedback on your overall job performance during the review period. Comments may include both recognition of achievements and reinforcement of expectations. These remarks should reference specific aspects of your job performance.

Future Year Goals Discussion

In this section, you and your supervisor will collaboratively create new goals that align to performance for the upcoming review period. These goals should outline how they contribute to both your professional development and the strategic goals of the college.

To ensure that your goals are specific, measurable, and attainable within a set timeframe, you will need to establish clear parameters. This approach removes ambiguities, sets a definitive timeline, and makes it easier to track your progress, identify milestones, and seize opportunities.

Use the SMART method for the creation of goals

S: Specific

In order for a goal to be effective, it needs to be specific. A specific goal answers questions like: What needs to be accomplished? Who's responsible for it? What steps need to be taken to achieve it?

M: Measurable

Specificity is a solid start, but quantifying your goals (that is, making sure they're measurable) makes it easier to track progress and know when you've reached the finish line.

A: Achievable

This is the point in the process when you give yourself a serious reality check. Goals should be realistic. Ask yourself: is your objective something you can reasonably accomplish?

R: Relevant

Here's where you need to think about the big picture. Why are you setting the goal that you're setting? How does it align with your department's priorities and the college's values?

T: Time-bound

To properly measure success, you and your supervisor need to be on the same page about when a goal has been reached. What's your time frame? When will your goal be considered finished?