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The form includes an overall performance rating section with special handling for “Unsatisfactory” or “Outstanding,” requiring attached written justification. It also provides an employee development plan area for identifying training and professional development resources, plus signature fields for employee and supervisor. 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To access this form electronically, go to: \u0013 HYPERLINK \"http://www.hr.wayne.edu/appraisals/\" \u0014http://www.hr.wayne.edu/appraisals/\u0015.\nACCOMPLISHMENTS OF POSITION DUTIES, TASKS, AND RESPONSIBILITIES\nLIST DUTIES AND RESPONSIBILITIES IN ORDER OF PRIORITY.  DOCUMENT EVALUATIONS BY PROVIDING COMMENTS ON PERFORMANCE WHICH BRIEFLY DESCRIBE THE ACCOMPLISHMENTS AND JUSTIFY THE LEVEL OF EVALUATION.\n\u000fSome of the following factors may not apply to all positions.  When that is the case, check N/A.  If N/A is not provided, the factor MUST be evaluated.  For each defined element of job performance, place a mark within the appropriate appraisal rating box.  The appraisal of each element of job performance should be followed by comments explaining the rating and recommending specific areas of improvement or development if necessary.\n\u000f\nOVERALL PERFORMANCE RATING\nEvaluate the employee’s overall level of performance in the accomplishment of major duties and responsibilities, other contributions, quality of service, and other job related performance factors.  An overall performance rating of Unsatisfactory or Outstanding MUST be supported with a written attached justification.\n\u000fEmployee Development Plan Form\nEmployee Development Plan: Identify and schedule appropriate classes and/or professional associations, conferences, on the job training, work experience and other developmental resources.\nEmployee Signature: ___________________________________           ________________\t                \tDate: _____________________\n(Copy given to employee)\nSupervisor Signature: ________ _____________________________\t__________\t\tDate: ______________________\n(Copy given to supervisor)\n\u000fSIGNATURES:\n\u0013 FORMCHECKBOX \u0014\u0015       I WISH TO REVIEW MY OVERALL RATING FURTHER\nCheck box if employee significantly disagrees (feels there is a one level or greater rating discrepancy) with the overall rating.  If box is checked, employee must complete comments section and include additional supporting documentation.  The review materials will be forwarded to the 1st Level Reviewer for rating consideration.  1st Level Reviewer may take actions to arrange to resolve rating discrepancy and respond back to employee.\n1st Level Reviewer should check the appropriate box and sign to acknowledge that the performance appraisal document was received for further rating consideration.  Reviewed document is to be returned to employee and immediate supervisor.\n\u0013 FORMCHECKBOX \u0014\u0015     Reviewed and Re-affirmed\n\u0013 FORMCHECKBOX \u0014\u0015     Further Action Necessary","cbCain35TIqY4nor","https://ap.wps.com/l/cbCain35TIqY4nor","doc",220672,7,"English","# Overall Performance Rating\n## Employee Development Plan Form\n## Signatures and Review Workflow","[{\"question\":\"How should performance accomplishments and ratings be documented?\",\"answer\":\"List duties and responsibilities in order of priority, then provide comments that briefly describe accomplishments and justify the rating level for each job performance element.\"},{\"question\":\"What is required when the overall performance rating is Unsatisfactory or Outstanding?\",\"answer\":\"A written attached justification must support the overall rating.\"},{\"question\":\"How does an employee request further review of the overall rating?\",\"answer\":\"The employee checks the review box for significant disagreement, completes the comments section, and includes additional supporting documentation, which is forwarded for 1st-level reviewer consideration.\"}]","ACCOMPLISHMENTS OF POSITION DUTIES, TASKS, AND RESPONSIBILITIES - Employee Development Plan Form - Overall Performance Rating & Review Signatures | DOC",{"code":4,"msg":82,"data":98},[99,104,108,113,118,123,126,131,136],{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},11,"Presentations",90,"presentations",{"id":55,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},"Resumes",80,"resumes",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},14,"Invoices",70,"invoices",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":115,"show_sort_weight":116,"slug":117},15,"Posters",60,"posters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},16,"Social Media",50,"social-media",{"id":86,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":124,"slug":125},40,"forms",{"id":127,"doc_module":22,"doc_module_name":25,"category_name":128,"show_sort_weight":129,"slug":130},18,"Letters",30,"letters",{"id":132,"doc_module":22,"doc_module_name":25,"category_name":133,"show_sort_weight":134,"slug":135},21,"Paper Templates",5,"papers-templates",{"id":137,"doc_module":22,"doc_module_name":25,"category_name":138,"show_sort_weight":4,"slug":139},158,"General","general-158"]