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Hr-f104ClassifiedEvaluationRevBb 2026
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- Click ‘Get Form’ to open it in the editor.
- Begin by entering the employee's name, title, school/department, and employee ID at the top of the form. This information is crucial for identifying the evaluation.
- In Section A, check (X) each performance factor that applies to the employee in the appropriate column. Refer to the definitions provided in the Classified Procedure Manual for clarity.
- Move to Section B to record job strengths and superior performance. Highlight any exceptional qualities that stand out during the evaluation period.
- In Section C, document progress achieved towards previously set goals. This helps track improvements over time.
- Section D is where you will outline specific goals or improvement programs for the next evaluation period. Collaborate with the employee during this step.
- Finally, ensure both evaluator and employee sign in Sections H and I after discussing the evaluation. This confirms that both parties have reviewed and understood the contents.
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When you need to make administrative corrections on your performance evaluation, you should take which of the following steps?
To make administrative corrections on your performance evaluation, the appropriate step is to submit an individual input form to your supervisor. This action allows you to communicate your concerns directly and ensures that your supervisor is aware of any issues that may need addressing.
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