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Overall Rating Guidance

This rubric will be used by managers to assign overall ratings during the annual performance process. The definitions and application guidance are intended to describe the outcomes and behaviors that might be associated with each rating.

Rating  Definition  Application Guidance 
Exceptional Achievement Contributions have tremendous and consistently positive impact and value to the department and or the organization. May be unique, often one-time achievements that measurably improve progress towards organizational goals. Easily recognized as a top performer compared to peers. Viewed as an excellent resource for providing training, guidance, and support to others. Demonstrates high-level capabilities and proactively takes on higher levels of responsibility. Reserved for work that is truly extraordinary across the board. It could involve unique, one-time initiatives that required the mastery of different skills and a significant time commitment to skill building and completion of a project or event. This rating also indicates work that had a far-reaching impact in moving the department ahead on a significant goal.
Achieved More Than Expected Results Consistently demonstrates high level of performance. Consistently works toward overall objectives of the department and or organization. Viewed as a role model in position. Demonstrates high levels of effort, effectiveness, and judgment with limited or no supervision. Applies to an employee who consistently demonstrates a high level of performance. Throughout the entire performance year, the employee worked “above and beyond” to successfully achieve goals and they often worked with very limited or no supervision.
Achieved Expected Results (good, solid performance) Consistently demonstrates effective performance. Performance is reflective of a fully qualified and experienced individual in this position. Viewed as someone who gets the job done and effectively prioritizes work. Contributes to the overall objectives of the department and or the organization. Achieves valuable achievements in several critical areas of the job. Describes employees who consistently demonstrate effective performance, who get the job done and effectively prioritize work. Typically, the majority of employees will receive an overall rating of achieved expected results.
Partially Achieved Expected Results Working toward gaining proficiency. Demonstrates satisfactory performance inconsistently. Achieves some but not all goals and is acquiring necessary knowledge and skills Demonstrates uneven or inconsistent performance. The employee might perform some goals well, but other goals require additional training, coaching, and feedback.
Did Not Achieve Expected Results The quality of performance is inadequate and shows little or no improvement. Knowledge, skills, and abilities have not been demonstrated at appropriate levels. Should not come as a surprise to an employee — regular performance discussions should have been in place consistently before assigning this overall rating. An employee receiving this rating should already be on a Performance Improvement Plan.