This document is a 2003 performance appraisal form for an employee. It includes sections for setting goals using SMART criteria, commenting on progress mid-year and achievement at year-end, and assigning weights to individual goals. There are also sections for an individual training plan and an overall summary rating from the manager.

1. 2003 Performance Appraisal – Part I
Goal Setting and Achievement
Colleague: Keep a copy of completed form and give manager original version for mid-year and year-end feedback sessions. Page 1 of 2
Colleague Information
Name: AWID:
Job Title: Date:
Department: Manager:
Definitions of Business Results Ratings
Far Exceeded Goals Consistently performs in an extraordinary manner. All goals and expectations are exceeded in a substantial way with
minimal supervision and direction. Performance is so consistently far above established expectations that it would be
difficult to indicate how performance could be improved.
Exceeded Goals Performance goes beyond the specified goals and expectations. All goals and expectations are met and often exceeded
with little supervision and direction. Accomplishments and contributions are higher than those required by the job.
Met Goals Overall performance fully satisfies the requirements of the job. All goals and expectations are met and occasionally
exceeded with supervision and direction. Accomplishments and contributions match those required by the job.
Partially Met Goals Overall performance partially satisfies the requirements of the job. Not all goals and expectations are met, or objectives
are met only with a great deal of supervision and direction. Accomplishments and contributions are lower than those
required by the job.
Far Below Goals Overall performance does not satisfy requirements of the job. Few goals and expectations are met.
Instructions
Colleague: Please write goals using Specific, Measurable, Achievable, Results-oriented, and Time-bound (S.M.A.R.T) criteria. If business priorities
change during the year, use a second form to add goals; be sure to keep a record of your accomplishments on the first set of goals. For examples of
S.M.A.R.T. goals see http://people.attws.com/Career/PPR/docs/SettingSMARTGoals.doc. Discuss with your manager whether weighting is appropriate
for you. For more on goal weighting, see http://people.attws.com/Career/PPR/docs/GoalWeighting.doc.
Individual Goals
Goal 1 Mid-year comments:
Achievement at year-end: Weight: ____%
Goal 2 Mid-year comments:
Achievement at year-end: Weight: ____%
Goal 3 Mid-year comments:
Achievement at year-end: Weight: ____%
Goal 4 Mid-year comments:
Achievement at year-end: Weight: ____%

2. 2003 Performance Appraisal – Part I
Goal Setting and Achievement
Colleague: Keep a copy of completed form and give manager original version for mid-year and year-end feedback sessions. Page 2 of 2
Individual Goals
Goal 5 Mid-year comments:
Achievement at year-end: Weight: ____%
Goal 6 Mid-year comments:
Achievement at year-end: Weight: ____%
Goal 7 Mid-year comments:
Achievement at year-end: Weight: ____%
Goal 8 Mid-year comments:
Achievement at year-end: Weight: ____%
Individual Training and Development Plan
Enter the training/development opportunities (e.g., classroom training, coaching, etc.) you would like to pursue to support goal achievement this year.
Discuss and confirm them with your manager at your initial performance planning meeting; discuss your progress during feedback sessions.
Individual Contributors/Managers: Refer to The Learning Connection at http://people.entp.attws.com/Training/TLC/index.htm
Advanced Managers: Refer to Advanced Management Development at http://people.entp.attws.com/Training/AMD/index.htm
Development Need Action Plan
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Business Results – Summary Rating
Manager: Enter a summary rating for overall goal achievement. Consider this rating, along with the colleague’s summary rating from Performance
Appraisal – Part II: Multi-Rater Assessment, when completing the Performance Appraisal – Part III: Submittal Form.
Overall goal achievement: