• Hi, {supervisorName}! 👋🏼 Welcome to your evaluation for {yourName}.

  • Image field 883

  • Staff Information

  • SECTION 1: SMART Goals

  • Earlier this fiscal year, your supervisee set six goals across different focus areas. For each goal, select the rating that best reflects their level of achievement. After rating all six goals, provide a brief reflection on what factors most influenced their outcomes this year. Use this RUBRIC to guide your scoring.

    RATING DEFINITIONS:

    • Exceeded (4): The goal was fully met and meaningfully surpassed - in result, reach, or ripple effect. The work went beyond what was scoped and created value others can use.
    • Achieved (3): The goal was accomplished as written - the stated target, timeline, and quality expectations were all met. This is the standard of strong, dependable performance.
    • Partially Achieved (2): Meaningful, documented progress was made, but the goal was not completed as written. Some components were met, or the target was approached but not reached.
    • Not Achieved (1): The goal was not met, and little to no measurable progress can be documented against it.

  • SUPERVISEE Scoring

  • SUPERVISOR Scoring

  • GOAL #1 Scoring*
  • GOAL #1 Supervisor Scoring*

  • SUPERVISEE Scoring

  • SUPERVISOR Scoring

  • GOAL #2 Scoring*
  • GOAL #2 Supervisor Scoring*

  • SUPERVISEE Scoring

  • SUPERVISOR Scoring

  • GOAL #3 Scoring*
  • GOAL #3 Supervisor Scoring*

  • SUPERVISEE Scoring

  • SUPERVISOR Scoring

  • GOAL #4 Scoring*
  • GOAL #4 Supervisor Scoring*

  • SUPERVISEE Scoring

  • SUPERVISOR Scoring

  • GOAL #5 Scoring*
  • GOAL #5 Supervisor Scoring*

  • SUPERVISEE Scoring

  • SUPERVISOR Scoring

  • GOAL #6 Scoring*
  • GOAL #6 Supervisor Scoring*

  • SUPERVISEE Reflection

  • 0/350

  • SUPERVISOR Reflection

  • ORGANIZATIONAL SUCCESS INDICATORS

  • The following five criteria assess how your supervisee demonstrated key behaviors and competencies that drive organizational effectiveness. These indicators apply to all staff and reflect our shared expectations for professional performance. Rate your supervisee on each criterion using the 1-4 scale.

    INSTRUCTIONS
    1. Read each criterion carefully and select the rating (1-4) that best reflects your supervisee's performance this year
    2. When rating your supervisee, consider their performance across the entire evaluation period. Reflect on patterns over time rather than isolated successes or challenges, and use the descriptions below as guidance for what each indicator is intended to measure.

    Need help? Review the complete RUBRIC for detailed descriptions and examples of what each rating looks like in practice. Remember: Most staff receive mostly 3s. Exceptional Impact (4) is reserved for rare, sustained excellence beyond normal role expectations.

  • SUPERVISEE Scoring

  • EXECUTION & ACCOUNTABILITY - This indicator looks at how effectively you steward organizational performance. It considers whether you ensure systems, resources, fiscal oversight, compliance structures, and operational infrastructure position the organization for long-term success; proactively identify and address enterprise-level risks; and provide executive leadership and the Board, where appropriate, with an accurate understanding of organizational performance to support sound decision-making.*
  • 0/150
  • 0/150
  • 0/150

  • SUPERVISOR Scoring

  • EXECUTION & ACCOUNTABILITY*
  • 0/250

  • SUPERVISEE Scoring

  • COLLABORATION & COMMUNICATION - This indicator looks at how effectively you build alignment across the organization. It considers whether you align senior leaders around shared priorities, strengthen collaboration across divisions, cultivate productive relationships with external stakeholders, including the Board where appropriate to your role, and create a culture where open dialogue, constructive challenge, healthy debate, and informed decision-making are encouraged at every level.*
  • 0/150
  • 0/150
  • 0/150
  • 0/150

  • SUPERVISOR Scoring

  • COLLABORATION & COMMUNICATION*
  • 0/250

  • SUPERVISEE Scoring

  • EQUITY & INCLUSION - This indicator looks at how effectively you embed equity into organizational strategy and decision-making. It considers whether you integrate equity into policies, budgets, resource allocation, partnerships, and external positioning; establish accountability for equitable outcomes across the organization; and use data, evidence, and continuous improvement to ensure equity is measured and advanced rather than simply intended.*
  • 0/150
  • 0/150
  • 0/150
  • 0/150

  • SUPERVISOR Scoring

  • EQUITY & INCLUSION*

  • SUPERVISEE SCORING

  • ADAPTABILITY & PROBLEM SOLVING -This indicator looks at how effectively you lead the organization through complexity and change. It considers whether you anticipate external pressures and internal challenges, make thoughtful strategic decisions amid uncertainty, communicate difficult trade-offs transparently, adapt organizational strategy as conditions evolve, and position the organization for long-term resilience, sustainability, and mission success.*
  • 0/150
  • 0/150
  • 0/150
  • 0/150

  • SUPERVISOR Scoring

  • ADAPTABILITY & PROBLEM SOLVING*
  • 0/250

  • SUPERVISEE Scoring

  • PROFESSIONAL GROWTH & SUPERVISION ENGAGEMENT - This indicator looks at how effectively you strengthen executive leadership across the organization. It considers whether you develop senior leaders through coaching, mentorship, succession planning, and targeted development; build long-term leadership capacity; seek diverse perspectives to strengthen executive decision-making; and demonstrate a continued commitment to your own growth as an executive leader.*
  • 0/150
  • 0/150
  • 0/150
  • 0/150

  • SUPERVISOR Scoring

  • PROFESSIONAL GROWTH & SUPERVISION ENGAGEMENT*
  • 0/250

  • ROLE PROFICIENCY & DEVELOPMENT PLANNING

  • Instructions: Review your employee's responses to the questions below and provide your perspective. Acknowledge key accomplishments, offer additional observations, and identify priorities for the employee's growth and development in the coming year. Your comments should build on the employee's self-assessment and serve as discussion starters for your year-end conversation. Aim for clarity over length.

  • SUPERVISEE Reflection

  • 0/200

  • SUPERVISOR Reflection

  • 0/500

  • SUPERVISEE Reflection

  • 0/200

  • SUPERVISOR Reflection

  • 0/500

  • SUPERVISEE Reflection

  • 0/150

  • SUPERVISOR Reflection

  • 0/500
  • Should be Empty: