Here is a one page, double spaced comparison of the State of Washington and Orange County appraisal forms/systems: The State of Washington and Orange County utilize different performance appraisal forms and systems to evaluate their employees. The State of Washington form is more structured and quantitative, while the Orange County form allows for more narrative feedback. The Washington form breaks performance down into specific "Core Competencies" that are each rated on a numeric scale from 1 to 4. It then calculates an overall competency rating by averaging the individual scores. Goals are also assigned numeric ratings of 0, 2, or 4 and averaged for a goal rating. The two ratings are then weighted and combined to calculate an overall performance rating. In contrast

1. IDENTIFYING INFORMATION
EMPLOYEE’S NAME
POSITION
FORMDROPDOWN
DEPARTMENT
CHOOSE DEPARTMENT
PERIOD COVERED
to
EVALUATION TYPE
FORMDROPDOWN
SCOPE OF RESPONSIBILITY
NOTE: This entry field has a maximum of 2000 characters.
· PART I: PERFORMANCE IN CORE MANAGEMENT
COMPETENCIES
NOTE: ▪ Write a behaviorally based observation of manager
performance for each competency.
▪ Please do not provide any attachments to the form.
CORE MANAGEMENT COMPETENCIES
PERFORMANCE
NOTE: Each of the entry fields below have a maximum of 1000
characters.
Results

2. Judgment / Decision Making
Effective Communication
Functional Expertise
Planning / Organizing
Collaboration / Team
Building
Supervision and/or
Leadership
For help, click on help icon
IDENTIFYING INFORMATION
EMPLOYEE’S NAME
· PART II: GOAL SETTING AND ACHIEVEMENT
a. Write goal one in the space provided. Describe how goal 1

3. supports the County and/or department’s goals.
b. Write goal two in the space provided. Describe how goal 2
supports the County and/or department’s goals.
c. The goals must be Specific, Measurable, Action-Oriented,
Realistic, Time-bound.
MANAGER GOALS AND RESULTS
GOAL SUPPORTS (for both Goals 1 & 2):
NOTE: Each of the entry fields below have a maximum of 325
characters for Goals and 750 characters for Results.
NOTE: Each of the entry fields below have a maximum of 600
characters.
1. Goal
Results:
Goal Supports:
County Strategic Goal (describe):
Department/Agency Goal (describe):
2. Goal
Results:
Goal Supports:

4. County Strategic Goal (describe):
Department/Agency Goal (describe):
Professional Development Goal (describe):
IDENTIFYING INFORMATION
EMPLOYEE’S NAME
· PART III: OVERALL RATING
CORE MANAGEMENT COMPETENCY RATING CRITERIA
Exceptional Performance (4)
Continuously exhibits the competency behavior. Without
exception, performance far exceeds competency expectation for
the assignment.
Accomplishments make notable contributions to the
organization and represent the County and agency/department in
an exemplary fashion. Serves as an example for how others
should effectively display the competency behavior. Qualified
for position of significant responsibility.
Exceeds Expectations (3)
Consistently displays use of the competency behavior.
Consistently contributes to the accomplishment of business
objectives. Performance usually exceeds job requirements.
Qualified for promotion to a position of additional
responsibility.
Meets Expectations (2)
Frequently displays use of the competency behavior. Normally
meets and sometimes exceeds performance expectations and
competencies required for the job. Performance is what is
expected of a qualified person for this job.

5. Needs Improvement (1)
Sometimes or less frequently, displays use of the competency
behavior. Requires closer supervision than is necessary for the
job. Needs intensive development in the more consistent and
effective use of competency behavior.
Frequently fails to meet performance expectations and core
competencies for the job. Overall performance has a negative
impact on department operations
CALCULATION
Core Competencies
a) For each Competency, record the rating (between 1-4) you
have assigned.
b) Sum the results and divide by the number of Competencies
for a Total Rating score.
c) The Total Rating average should fall between 1 and 4.
CORE MANAGEMENT COMPETENCIES
CORE MANAGEMENT COMPETENCY RATINGS (1-4)
Results
FORMDROPDOWN
Judgment / Decision Making
FORMDROPDOWN
Effective Communication
FORMDROPDOWN
Functional Expertise
FORMDROPDOWN
Planning / Organization
FORMDROPDOWN
Collaboration / Team Building

6. FORMDROPDOWN
Supervision and/or Leadership
FORMDROPDOWN
Competencies weighted at 75% of overall performance rating
Add all Competency ratings ( ÷ 7 = COMPETENCY
RATING TOTAL
For help, click on help icon
MANAGEMENT GOAL RATING PROCESS
Goal Accomplished (4)
Goal 100% met and all criteria fulfilled. All conditions and
expectations in meeting the goal were met and/or exceeded.
Goal Substantially Accomplished (2)
Goal 80% to 99% accomplished. Substantial progress made and
goal within completion.
Goal Minimally or Not Accomplished (0)
Goal LESS THAN 80% accomplished. Goal progress inadequate
without significant additional effort.
CALCULATION
Management Goals
a) If two Goals are completed, sum the results and divide by the
number of Goals for a Total Rating score.
b) If one Goal is completed, place the rating in the Goal Rating
Total field.
MANAGEMENT GOALS

7. MANAGEMENT GOAL RATINGS (0, 2 or 4)
1. Goal
FORMDROPDOWN
2. Goal
FORMDROPDOWN
Goals weighted at 25% of overall performance rating
Add all Goal ratings ( ÷ 2 = GOAL RATING TOTAL
OVERALL RATING
PARTS A & B
RATING
WEIGHT
WEIGHTED RATING
A. Core Management Competencies Overall Rating
x
{ .75 }
A.
B. Management Goals Overall Rating
x
{ .25 }
B.
TOTAL OVERALL RATING (A + B)
OVERALL PERFORMANCE CATEGORY (check one):

8. Exceptional (3.5 – 4.0) Exceeds Expectations (3.0 – 3.49)
Meets Expectations (2.0 – 2.99)
Needs Improvement (below 2.0)
_________________________________________________
Supervisor’s Signature Date
_________________________________________________
Reviewer’s Signature Date
_________________________________________________
Employee’s Signature Date
IDENTIFYING INFORMATION
EMPLOYEE’S NAME
ADDITIONAL COMMENTS (Optional)
* Please provide brief and concise information when completed.
EMPLOYEE COMMENTS (Optional)
* Fill in as much information as needed and the section will
expand.
Rev. (11-03-2010) MANAGEMENT
PAY-FOR-PERFORMANCE FORM (Annual Evaluation Form)
1
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OFM 12-073 (9/16/19) Performance & Development Plan

10. Evaluation - Alternate Version Page 1
Performance and Development Plan (PDP) Evaluation
Alternate Version
Type of Evaluation
Interim Review Final Evaluation
Performance Period
From To
Purpose of Plan and Review
Annual Trial Service Probationary Transitional Other
(specify)
Employee Last Name Employee First Name Employee Middle
Initial
Personnel Number Class Title Working Title
Position Number Agency/Division/Unit Evaluator’s Name
Part 1: Results & Competencies
Key Results
Assignment Title & Status: Complete Ongoing
In Progress Deleted
Not Started Modified
Success Measure(s):
Assessment of Performance:
Assignment Title & Status: Complete Ongoing
In Progress Deleted
Not Started Modified

11. Success Measure(s):
Assessment of Performance:
Assignment Title & Status: Complete Ongoing
In Progress Deleted
Not Started Modified
Success Measure(s):
Assessment of Performance:
OFM 12-073 (9/16/19) Performance & Development Plan
Evaluation - Alternate Version Page 2
Assignment Title & Status: Complete Ongoing
In Progress Deleted
Not Started Modified
Success Measure(s):
Assessment of Performance:
Assignment Title & Status: Complete Ongoing
In Progress Deleted
Not Started Modified
Success Measure(s):
Assessment of Performance:
Key Competencies

12. Short Title Description of Progress
Other Relevant Information (optional)
OFM 12-073 (9/16/19) Performance & Development Plan
Evaluation - Alternate Version Page 3
Part 2: Training & Development
Title Status
Complete Ongoing
In Progress Deleted
Not Started Modified
Description of Key Learning Observed
Complete Ongoing
In Progress Deleted
Not Started Modified
Complete Ongoing
In Progress Deleted
Not Started Modified
Part 3: Employee Comments (Optional)
The employee may use this section to comment on the
evaluation, share observations, and/or evaluate how well the
organization has met the expectations stated in Part 3
(Organizational Support) of the PDP Expectations form.
Part 4: (Interim Use Only) New Expectations for the Remainder
of the Performance Period
Assignment Title:
Assignment Description:

13. Assessment by:
• Supervisor Observation:
Describe the assessment method(s) that apply:
• Feedback:
• Other:
Success is (measure):
OFM 12-073 (9/16/19) Performance & Development Plan
Evaluation - Alternate Version Page 4
Competency Short Title Description of Knowledge, Skill, or
Behavior
Training/Development Title Key Learning Expected
Acknowledgement Of Performance Evaluation
The signatures below indicate that the supervisor and employee
have discussed the contents of this evaluation.
This report is based on my best judgment.
Date Evaluator’s Signature
This report has been discussed with me.
Date Employee’s Signature
I have reviewed this report and in my judgment, the process has
been properly followed. In addition, the following
comments are offered concerning the employee’s performance.
Comments: Date Reviewer’s Signature

14. NOTE: Typically, once the performance evaluation is completed
and signed by all parties, the supervisor provides the employee
a copy
and the original is forwarded to Human Resources to be placed
in the employee’s personnel file. Supervisors should check with
their
Human Resources office for organization specific instructions.
OFM 12-012 (9/16/2019) Performance & Development Plan
Evaluation Page 1
Performance and Development Plan (PDP)
Evaluation
Type of Evaluation
Interim Review Final Evaluation
Performance Period
From To
Purpose of Plan and Review
Annual Trial Service Probationary Transitional Other
(specify)
Employee Last Name Employee First Name Employee Middle
Initial
Personnel Number Class Title Working Title
Position Number Agency/Division/Unit Evaluator’s Name
Part 4: Interim Reviews (Optional)
Part 4 is an optional section that may be used during the course
of the performance period to adjust performance

15. expectations if circumstances change, and/or to document
interim feedback sessions.
Part 5: Performance Assessment
Provide a narrative assessment of the employee’s performance
in relation to the Key Results and Competencies Expected
that were outlined in Part 1. The assessment must be based on
performance observed or verified.
Key Results
To what degree did the employee accomplish the expected
results and how well were they done?
OFM 12-012 (9/16/2019) Performance & Development Plan
Evaluation Page 2
Key Competencies
How well (or how frequently) did the employee demonstrate the
knowledge, skills, abilities, and behaviors expected?
Other Relevant Information (Optional)
Acknowledgement Of Performance Evaluation
The signatures below indicate that the supervisor and employee
have discussed the contents of this evaluation.
This report is based on my best judgment.
Date Evaluator’s Signature
This report has been discussed with me.
Date Employee’s Signature
I have reviewed this report and in my judgment, the process has
been properly followed. In addition, the following
comments are offered concerning the employee’s performance.

16. Comments Date Reviewer’s Signature
NOTE: Typically, once the performance evaluation is completed
and signed by all parties, the supervisor provides the employee
a copy
and the original is forwarded to Human Resources to be placed
in the employee’s personnel file. Supervisors should check with
their
Human Resources office for organization specific instructions.
Performance and Development Plan (PDP)EvaluationPart 4:
Interim Reviews (Optional)Part 5: Performance
AssessmentAcknowledgement Of Performance Evaluation
Annual: OffTrial Service: OffProbationary: OffTransitional:
OffOther specify: OffEmployee Last Name: Employee First
Name: Employee Middle Initial: Personnel Number: Class Title:
Working Title: Position Number: AgencyDivisionUnit:
Evaluators Name: In Progress_2: OffNot Started_2:
OffOngoing_2: OffDeleted_2: OffModified_2: OffIn
Progress_3: OffNot Started_3: OffOngoing_3: OffDeleted_3:
OffModified_3: OffComplete_4: OffIn Progress_4: OffNot
Started_4: OffOngoing_4: OffDeleted_4: OffModified_4: OffIn
Progress_5: OffNot Started_5: OffOngoing_5: OffDeleted_5:
OffModified_5: OffOther Relevant Information optional:
Complete_6: OffIn Progress_6: OffNot Started_6:
OffOngoing_6: OffDeleted_6: OffModified_6: OffTitleRow1:
Complete_7: OffIn Progress_7: OffNot Started_7:
OffOngoing_7: OffDeleted_7: OffModified_7: OffComplete_8:
OffIn Progress_8: OffNot Started_8: OffOngoing_8:
OffDeleted_8: OffModified_8: OffEvaluators Signature:
Employees Signature: Comments: Date_3: Reviewers Signature:
TitleRow2: TitleRow3: Description of Key Learning Row 1:
Description of Key Learning Row 2: Description of Key
Learning Row 3: Employee Comments Text Box: Evaluators
Date: Employees Date: Performance Period From: Performance
Period To: Complete: OffIn Progress: OffNot Started:
OffOngoing: OffDeleted: OffModified: OffSuccess Measure 1:

17. Assessment of Performance 1: Assignment Title and Status 1:
Assessment of Performance 2: Success Measure 2: Assignment
Title and Status 2: Success Measure 3: Assessment of
Performance 3: Assignment Title and Status 3: Assignment Title
and Status 4: Assignment Title and Status 5: Success Measure 4:
Assessment of Performance 4: Success Measure 5: Assessment
of Performance 5: Key Competencies Short Title 2: Key
Competencies Short Title 3: Key Competencies Short Title 4:
Key Competencies Short Title 5: Key Competencies Short Title
1: Key Competencies Description of Progress 1: Key
Competencies Description of Progress 2: Key Competencies
Description of Progress 3: Key Competencies Description of
Progress 4: Key Competencies Description of Progress 5: New
Expectations Assignment Title: New Expectations Assignment
Description: New Expectations Supervisor Obervation: New
Expectations Feedback: New Expectations Other: New
Expectations Success Measure: Competency Short Title 2:
Description of Knowledge, Skill or Behavior 2: Description of
Knowledge, Skill or Behavior 3: Competency Short Title 3:
Competency Short Title 1: Description of Knowledge, Skill or
Behavior 1: Training Development Title 1: Key Learning
Expected 1: Training Development Title 2: Key Learning
Expected 2: Training Development Title 3: Key Learning
Expected 3: Interim Review: OffFinal Evaluation:
OffComplete_2: OffComplete_3: OffComplete_5:
OffAgencyDivision/Unit: Part 4 Interim Reviews Text Box: Key
Results Text Box: Key Competencies Text Box: Other Relevant
Information Text Box: Evaluator's Date: Employee's Date:
Reviewer's Date:
Question Description(One page, double space):
Compare and contrast the State of Washington and Orange
County appraisal forms/systems.