Princeton University Library Human Resources

Use the following definitions to most closely describe the staff member’s performance for each of the required performance factors. If a performance factor does not apply, please leave blank.

EXCEPTIONAL
Contributions and excellent work are widely recognized. Performance consistently exceeds all defined expectations, producing important and impactful results through superior planning, executing and creativity.

HIGHLY EFFECTIVE
Most performance objectives exceed expectations. Projects and bjectives are completed in a manner that expands the scope and impact of the assignment and increases the impact on the business. The employee is viewed as having made notable contributions to the department.

EFFECTIVE
Performance is competent and effective along established expectations, initiative, resourcefulness and good judgment are consistently exercised. Employee makes a solid, reliable and meaningful contribution to the department.

IMPROVEMENT REQUIRED
Performance falls below expectations on one or two job requirements and responsibilities. A performance improvement plan should be created.

UNSATISFACTORY
Performance falls below expectations on several critical job requirements and responsibilities. Without significant improvement reassignment or separation are indicated. A performance improvement plan must be in place.