Performance evaluations aren’t just about assigning ratings or checking boxes. They’re about meaningful conversations – recognizing strengths, identifying areas for growth, and aligning individual efforts with larger departmental goals. When done right, evaluations build trust, boost morale, and drive performance. And as a supervisor, you play a vital role in making that happen.

In this video, we’ll walk you through the essentials – from setting clear expectations to giving constructive feedback – so you can lead with confidence and clarity.

At JMU, annual performance evaluations for full-time non-probationary employees may be submitted anytime between July 1st and September 30th.  

Let’s go through a checklist that you can reference later when you complete the performance evaluations. 

Start by reviewing the employee’s position description. Make sure it accurately reflects their current job duties and responsibilities. This sets the foundation for a fair and relevant evaluation.

Invite your employee to complete a self-evaluation. This encourages reflection and gives you valuable insight into their perspective on their performance

Using the position description, self-evaluation, and your own observations, begin drafting the evaluation. Be specific, balanced, and objective. If the employee is receiving an overall rating of Unsuccessful, pause here. Reach out to your HR Consultant before proceeding with the evaluation. They’ll guide you through the next steps.

Once your draft is complete, send it to the reviewer (the supervisor’s supervisor) for feedback and to obtain their signature.

Schedule a one-on-one meeting to discuss the evaluation with the employee. This is your opportunity to provide feedback, recognize achievements, and set goals for the future.

After the discussion, ask the employee to sign the evaluation. This confirms that the conversation took place – even if they don’t agree with every point.

Give the employee a signed copy of the evaluation for their records.

Finally, send the signed evaluation to HR to complete the process and ensure proper documentation.

Make sure every section includes thoughtful, specific feedback. This helps employees understand their performance and how they can grow.

Confirm that a rating has been assigned for each essential job function, and don’t forget the overall performance rating. Missing ratings can delay the process.

Check that all required signatures are present — starting with the supervisor, then the reviewer, and finally the employee. 

The HR Consulting Services Team has created additional resources for you to reference when completing your performance evaluations. Visit the HR website for links to applicable policies, forms, tips, and more.