[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-244815-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-244815-en":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","staff-performance-review-form-instructions-staff-performance-review","Staff Performance Review Form - Instructions - Staff Performance Review","","Staff Performance Review Form provides an open, two-way framework for reflecting on and evaluating the overall work of church staff within the Episcopal Diocese of Texas. The process emphasizes prayerful, supportive, and enlightening communication in a spiritual context. Evaluation is conducted by the Rector, the reporting Staff Member, or the Senior Warden, with input from selected knowledgeable individuals. It guides preparation, form completion, a structured review meeting with opportunities to discuss perspectives, and follow-up actions after about three months.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/forms/","Forms",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/staff-performance-review-form-instructions-staff-performance-review/244815/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/staff-performance-review-form-instructions-staff-performance-review/244815.png","ImageObject",442,249,{"name":42,"@type":43},"Tawan","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-17","2026-09-12",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",6,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"Who performs the staff performance review and who provides input?","Question",{"text":63,"@type":64},"The review is carried out by the Rector, the Staff Member to whom the person reports, or the Senior Warden, with input from other people selected by the person being reviewed. Feedback can come from coworkers, those served, volunteers, or congregation leaders, but only those with extensive knowledge should be asked.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What steps are required before completing the form?",{"text":68,"@type":64},"Set the review time and agree on the review period, describe key focus areas and any goals on page 2, review Sections 1 and 2 and adjust the list as needed, and select 3 to 5 people to provide performance input. The reviewer then solicits input in an appropriate manner (in person, by phone, or by e-mail).",{"name":70,"@type":61,"acceptedAnswer":71},"What happens after the review meeting and how are disagreements handled?",{"text":72,"@type":64},"A copy of the review is kept by both parties and a third copy is filed confidentially in the church office. If significant disagreement occurs, additional input may be sought, a memorandum may be attached, the review may be escalated to a mutually agreed third party, and re-review may be requested in 3 to 6 months. A follow-up meeting should be held about three months after the review to discuss progress on agreements and development opportunities.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},244815,1790834881,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,113,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":111,"slug":112},17,40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":115,"show_sort_weight":116,"slug":117},18,"Letters",30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":110,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":136,"language":137,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":12,"update_tm":141,"read_time":33},2336475104042,"https://ap-avatar.wpscdn.com/avatar/22000c4c32af1715be0?x-image-process=image/resize,m_fixed,w_180,h_180&k=1786537525561427321","STAFF PERFORMANCE REVIEW FORM  \nINSTRUCTIONS  \nThe purpose of the Staff Performance Review is to provide an opportunity for reflection, valuation, and discussion of the overall work of church staff in the Episcopal Diocese of Texas. This performance review is designed to be used in an open, two-way communication format, highlighting achievements and strengths, as well as underutilized capabilities and opportunities for development. The spirit of the review is intended to be prayerful, supportive, and enlightening. The review should be carried out in awareness of its spiritual context.  \nThe evaluation is to be carried out by the Rector, Staff Member to whom the person reports, or Senior Warden with input from other people selected by the staff member being reviewed and by the reviewer.  \nThe review process includes the following:  \n1. Preparation.  \n•  Set a time for the review, and agree on the period under review.  \n•  Describe the key focus of work for the review period on page 2 of the form, including any specific goals or objectives for the period of time under review.  \n•  Review Sections 1 and 2 of the form and agreed upon those factors appropriate to the job under review, or modify the list prior to the completion of the form.  \n•  Together, select 3 to 5 people who will provide input on performance of the staff member being reviewed. Those providing feedback may include co-workers, those served by the staff person, volunteers working with him or her, or leaders in the congregation. However, only those who have extensive knowledge of the person’s work and capabilities should be asked to provide input.  \n•  The Reviewer (Rector, Vicar, Manager, or Senior Warden) solicits input as designed. This maybe in person, by phone, or by e-mail.  \n•  Other materials related to the congregation’s values, mission, and vision may be reviewed as part of the context of the evaluation, to discuss ways in which the staff person’s focus and work have supported these.  \n2. Form Completion  \n•  The person being reviewed completes the assessment of their work carried out in the period under review and transmits their comments to the reviewer. Comments should be descriptive and include specific examples. Electronic completion and transmittal is recommended so that all comments will appear on the same form at the conclusion of the process.  \n•  The Reviewer solicits input from the agreed upon individuals, requesting that input should be given prayerfully, honestly, and in a supportive tone.  \n•  The Reviewer then provides his or her comments on the performance, and includes comments from others giving feedback. Again, comments should be descriptive and include examples.  \n•  The form is then returned to the person being reviewed prior to a face to face meeting.  \n3. Review Meeting  \n•  The Reviewer (clergy or other) and staff member being reviewed meet in a location conducive to open dialogue for a period of about one hour.  \n• All elements of the review are discussed to ensure that both individuals have an opportunity to express their perspectives on the work being reviewed. It is not necessary for the two people to agree, but both should seek to understand the other’s perspective on the performance as well as development opportunities.  \n• Open the meeting with a reflection, prayer, a Psalm or some other reading that sets the discussion in a spiritual context.  \n• Either party may wish to modify comments or ratings as a result of the discussion. In that case, the document is re-sent and the final copy is signed.  \n• Both the Reviewer and the staff person being reviewed sign in the boxes on the final page, indicating that the review has been conducted. If there is not agreement, the person being reviewed should check the box indicating disagreement.  \n• If there is significant disagreement, further input may be sought from a wider range of congregants or staff, a memorandum citing reasons for disagreement may be attached, thereview may be esc","cbCaie9I3FQdyy0w","https://ap.wps.com/l/cbCaie9I3FQdyy0w","pdf",287448,10,"English","# Instructions\n## Preparation\n## Form Completion\n## Review Meeting\n## Follow up","[{\"question\":\"Who performs the staff performance review and who provides input?\",\"answer\":\"The review is carried out by the Rector, the Staff Member to whom the person reports, or the Senior Warden, with input from other people selected by the person being reviewed. Feedback can come from coworkers, those served, volunteers, or congregation leaders, but only those with extensive knowledge should be asked.\"},{\"question\":\"What steps are required before completing the form?\",\"answer\":\"Set the review time and agree on the review period, describe key focus areas and any goals on page 2, review Sections 1 and 2 and adjust the list as needed, and select 3 to 5 people to provide performance input. The reviewer then solicits input in an appropriate manner (in person, by phone, or by e-mail).\"},{\"question\":\"What happens after the review meeting and how are disagreements handled?\",\"answer\":\"A copy of the review is kept by both parties and a third copy is filed confidentially in the church office. If significant disagreement occurs, additional input may be sought, a memorandum may be attached, the review may be escalated to a mutually agreed third party, and re-review may be requested in 3 to 6 months. A follow-up meeting should be held about three months after the review to discuss progress on agreements and development opportunities.\"}]","Staff Performance Review Form - Instructions - Staff Performance Review | PDF",1789222083]