CUNY Evaluation Memorandum - HEO Series
HEO Evaluation Form
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Supervisors’ Instructions
Preferably once each semester, but at least once each year, employees in the HEO series are required to have an evaluation
conference with the chairperson or supervisor to be designated by the appropriate dean or President. Please note that no parties
other than the evaluator and the employee are permitted to attend the conference. At the conference, the employee’s total
performance and professional progress shall be reviewed for that year. Following this conference, the evaluator shall prepare a
record of the evaluation discussion in memorandum form for inclusion in the employee’s personal file. The evaluation
memorandum should reflect both the employee’s and the supervisor’s input at the conference. A copy of the memorandum shall
be given to the employee within ten (10) working days following the conference.
While effective evaluation of job performance is an on-going process, this form is to be used only for evaluations conducted
pursuant to Article 18.3(b) of the PSC/CUNY collective bargaining agreement. A performance evaluation is intended to encourage
the improvement of individual professional performance and to provide a basis for future personnel decisions.
Step 1: Core Competencies
A competency is the capability to apply or use a set of related knowledge, skills, and abilities required to successfully perform
critical work functions or tasks in a defined work setting.
Identify and comment upon core competencies that relate to the key responsibilities of the employee’s job. (Attach employee’s job
description, if available.) You may use some or all of the competencies listed on the form. If the listed competency is not
appropriate, either replace it with an appropriate job competency or enter “not applicable.” Comments should reference
examples of the employee’s work on specific assignments.
Step 2: Goals and Objectives
Rate and discuss the employee’s performance on his or her prior year’s goals and set goals for the upcoming year.
Step 3: Professional Development Plan
Indicate actions that will be taken by the employee or supervisor to support the goals indicated in Step 2 above or to address any
weaknesses identified in Step I.
Step 4: Overall performance rating
Place an X in the box or circle the rating that indicates your assessment of the employee’s overall performance during the
applicable period. The following rating definitions have been established to provide an equitable evaluation process, improve
communication, define performance expectations, improve job productivity, and summarize job performance.
Rating Scale/Standards
Level 4 / SE Surpasses Expectations
Work performance is consistently superior to the standards of performance. Employee surpasses expectations
due to exceptionally high quality of work performed in all essential areas of responsibility, resulting in an overall
quality of work that was superior and either 1) completed a major goal or project, or 2) made an exceptional or
unique contribution in support of unit, department, or University objectives.
Level 3 / S Satisfactory
Work performance consistently meets the standards of performance. Employee achieves expectations in all
essential areas of responsibility, and the quality of work overall was commendable.
Level 2 / NI Needs Improvement
Work performance does not consistently meet the standards of performance. Serious effort is needed to
improve performance. A professional development plan to improve performance, including timelines, should be
outlined.
Level 1 / U Unsatisfactory
Work performance is inadequate and inferior to the standards of performance. Performance at this level cannot
be allowed to continue. Significant improvement is needed in one or more important areas. A professional
development plan to correct performance, including timelines, should be outlined.
