Reed College
Reed College

Human Resources

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. Completion of the required Annual Staff Evaluation form is a condition of eligibility for a merit increase.

Annual evaluations must be completed and submitted between March 1 and April 1 of each year. Both the employee and supervisor are responsible for completing the evaluation on time.

Process and Timeline

Step 1: Prepare for the evaluation

  • Review the goals and action items established during the last review meeting.
  • Take time to assess progress, performance, and any relevant documentation.
  • Review the Components of the Annual Staff Evaluation section below for guidance on completing each section of the evaluation form.

Step 2: Complete the evaluation forms

  • Required: Supervisors must complete the Annual Staff Evaluation Form
  • Optional: Employees may complete an Employee Evaluation Form and provide it to their supervisor to help inform the evaluation discussion. If completed, the supervisor should submit the Employee Evaluation Form with the Annual Staff Evaluation Form.
  • Please reference FAQs below for instructions on downloading the form.

Step 3: Prepare for and schedule review

Step 4: Submit completed forms

  • After the evaluation meeting, ensure all required forms are completed and signed by both the supervisor and the employee.
  • Upload all completed forms between March 1 and April 1 using the submission link below. 

     Submit completed evaluations here

Annual Evaluations and Merit Increases

Merit increases, when approved by the Board of Trustees, are awarded based on multiple criteria, including completion of the annual evaluation. For more information, please visit the Annual Pay Increase page.

Components of the Annual Staff Evalution

Job Performance, Accomplishments, Goal Review, and Professional Development

Prior Year Goal Review: The supervisor 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? 

Annual Staff Evaluation FAQ’s

Frequently Asked Questions

Why does the college require the use of a standardized form?

Utilizing a baseline standard form applicable to all staff improves process equity. Supervisors may choose to supplement this form with additional forms. 


Will I receive a merit increase every year?

Merit increases, as voted on by the board, are not guaranteed. It is not uncommon to receive a merit increase one year, but no increase or a smaller one the following year.


How does the annual evaluation process impact merit increases?

The primary purpose of merit increases is to reward exceptional performance during the past year. Merit increases will be informed by several criteria listed here.


Will I get an opportunity to evaluate my supervisor? 

While a well-designed and thoughtful 360 degree process may add value to overall assessment of performance, this is not a part of our current process but could be considered in the future.


If I don’t meet my goals, does that make me ineligible or less competitive for merit?

Goals are only one of the elements taken into consideration for merit increases. The supervisor, in conjunction with the VP/Dean, will recommend and award merit. Not meeting a goal does not disqualify an employee from a merit increase.


If I don’t agree with my supervisor’s assessment of my performance, do I have to sign or acknowledge it?

Your signature on the evaluation form does not imply agreement and only confirms that you have had the discussion with your supervisor. 


How do I access and utilize the evaluation forms? 

The evaluation forms are currently Google based forms that must be copied and saved in your own Google drive. 

Steps to access and save the form:

  1. Access the Annual Staff Evaluation and/or the Self Evaluation forms
  2. From the File menu choose “Make a copy”
  3. Rename the document and choose a folder in your Google drive
  4. Save form as PDF before uploading the form

How do I turn in completed evaluation forms?

Completed forms, signed and dated by both the supervisor and the staff member, should be uploaded via this link no later than April 1.