UNSATISFACTORY: This employee clearly does not meet performance expectations for one or more tasks,
not even at a minimally acceptable level The employee requires significant extra direction, or the supervisor finds it
necessary to avoid assigning normal tasks to the employee. The employee cannot be relied upon to carry out critical
assignments in a timely and effective fashion. There is a need for immediate and significant improvement in
performance. Appeal Rights: Only ratings of UNSATISFACTORY are appealable. Disputes concerning issues such
as an employee’s performance program, and the rating and appeals process are not subject to appeal. Employees must
file an appeal within 15 calendar days of the receipt of an UNSATISFACTORY rating. Appeals forms are procedural
information are available from your personnel office. Employees have the right to a personal appearance and to
CSEA-designated representation before the Appeals Board.
SECTION 6 – REVIEW AND APPROVAL
The employee’s rating is not final until it is reviewed and approved.
Note: Because this rating covers a wide range of performance, supervisors may want to consider the length
of time the employee has been in the job as appropriate (i.e., employees in the same job title may be
performing satisfactorily but at different levels due to length of time and/or experience on the job).
SATISFACTORY: This is a broad category that covers a wide range of employees, all of whom are performing
acceptably. It is the expected and usually level of performance. The employee generally meets performance
expectations as specified in the performance program for all tasks and performs in good, competent manner. This
the level that can minimally be expected from an employee in order for the work unit to function effectively. The
employee’s performance may also be characterized as meeting minimal performance expectations for the job yet there
may be areas of performance that should be improved. The employee may meet performance expectations for certain
tasks or assignments, but some assignments may require extra follow-up and direction by the supervisor. It is only
when the employee’s performance clearly shows that it is below the expected performance level that a rating other
than “Satisfactory” should be considered.
SECTION 5 – PERFORMANCE RATING
Check the rating that best summarizes the employee’s performance. A rating of “unsatisfactory” must be supported by
specific explanation and justification.
Approved by: ______________________________________