[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-178065-105":53,"doc-detail-178065-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","research-foundation-performance-evaluation-form-performance-ratings-and-development-sections","Research Foundation Performance Evaluation Form - Performance Ratings and Development Sections","","Research Foundation performance evaluation form template covering performance ratings, structured scoring guidance, and narrative supervisor comments using observable and measurable descriptions. It includes sections for performance factors with rating placement, an overall rating derived from averaging, and a performance summary capturing contributions, exceptional accomplishments, and progress toward prior improvement areas. It also supports a joint professional development planning dialogue through supervisor and employee inputs, and concludes with signatures and optional employee comments.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/research-foundation-performance-evaluation-form-performance-ratings-and-development-sections/178065/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/research-foundation-performance-evaluation-form-performance-ratings-and-development-sections/178065.png","ImageObject",442,249,{"name":88,"@type":89},"Mason","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/octet-stream","2026-10-22","2026-09-02",true,{"@type":98,"interactionType":99,"userInteractionCount":15},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"How should performance ratings be applied in the form?","Question",{"text":108,"@type":109},"Select the numerical rating that best matches the employee’s performance for each assessment item. When a rating of 1 (“Needs Improvement”) is selected, add specific details about the areas needing improvement.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What information is required in the supervisor’s comments fields?",{"text":113,"@type":109},"Provide background information supporting the rating using observable and measurable descriptions of performance. The evaluator may adjust the performance factors for the position as appropriate, while keeping consistency across the department.",{"name":115,"@type":106,"acceptedAnswer":116},"How is the overall rating determined and what should the performance summary include?",{"text":117,"@type":109},"Use the average rating from the performance factors to reflect overall performance. In the summary, comment on contributions during the prior performance period, note exceptional projects or accomplishments, describe progress toward prior improvement areas, and include feedback from secondary sources when available.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},178065,1788330288,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":15,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":79,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":125,"read_time":73},5909887256941,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","Research Foundation Performance Evaluation Form\nPERFORMANCE RATINGS\nThe performance ratings below will be used throughout this performance evaluation where a rating is requested. Please use the numerical rating that matches most closely to the employee’s performance.  If you select 1 (“Needs Improvement”) for any of the assessments, include specifics about what areas need improvement.\nSection I:  PERFORMANCE FACTORS\nReview the performance factors below and for each one, place the performance numerical rating in the box next to the performance factor.  Use the “Supervisor’s Comments” field under each factor to provide additional background information supporting the rating using observable, measurable descriptions of performance as much as possible. The evaluator can modify the Performance Factors as appropriate for the position being evaluated, however, it should be consistent across everyone in the department.\nSection II: PERFORMANCE SUMMARY:\nBased on the Performance Factors above, use the average rating to reflect the employee’s overall performance.  Use the summary statement section to comment on the employee’s performance and contributions during the previous performance period, note exceptional projects or accomplishments, and describe employee’s progress in terms of previously identified areas of improvement or development activities.  If feedback was received from secondary sources, include pertinent information.\nOVERALL RATING:\nSection III: PROFESSIONAL DEVELOPMENT OPPORTUNITIES: This section should be completed in conjunction with your employee. A supervisor can identify opportunities for professional growth and development for the upcoming year, including special training, classes, conferences, or skill development that may enhance their employees job performance and/or success in future assignments.  However, this section should also be used by the employee to outline their aspirations for growth and development.  Employees can use this space to detail new responsibilities they would like to take on, outline special projects they are interested in, or highlight their career aspirations. This interactive dialogue will allow the supervisor and employee to partner on the development plan going forward.\nSection IV: SIGNATURES\nSupervisor’s Signature \t\t\t\t\t\tDate\nEmployee’s Signature \t\t\t\t\t\tDate\nNote: Signature by employee does not necessarily indicate an agreement with the evaluation, but rather that the employee has read the evaluation.\n(Optional) Employee Comments (or attach separate page if needed):","cbCaiiCH4kVAslwZ","https://ap.wps.com/l/cbCaiiCH4kVAslwZ","doc",743424,"English","# PERFORMANCE RATINGS\n## Section I: PERFORMANCE FACTORS\n## Section II: PERFORMANCE SUMMARY\n## Section III: PROFESSIONAL DEVELOPMENT OPPORTUNITIES\n## Section IV: SIGNATURES","[{\"question\":\"How should performance ratings be applied in the form?\",\"answer\":\"Select the numerical rating that best matches the employee’s performance for each assessment item. When a rating of 1 (“Needs Improvement”) is selected, add specific details about the areas needing improvement.\"},{\"question\":\"What information is required in the supervisor’s comments fields?\",\"answer\":\"Provide background information supporting the rating using observable and measurable descriptions of performance. The evaluator may adjust the performance factors for the position as appropriate, while keeping consistency across the department.\"},{\"question\":\"How is the overall rating determined and what should the performance summary include?\",\"answer\":\"Use the average rating from the performance factors to reflect overall performance. In the summary, comment on contributions during the prior performance period, note exceptional projects or accomplishments, describe progress toward prior improvement areas, and include feedback from secondary sources when available.\"}]","Research Foundation Performance Evaluation Form - Performance Ratings and Development Sections | DOC"]