Performance evaluations can be a valuable tool in communicating expectations to employees and receiving feedback. 

Evaluations are a necessary and important part of the employment experience; however, often times, student employees are overlooked in this process. It is important for student employees to experience the evaluation process, so that they might learn from it and be able to modify their future performance if necessary. Evaluations are not meant to reprimand a student whose performance is lacking. They serve as an excellent opportunity to recognize outstanding employees for a job well done and to help motivate students that are performing below expectations. The evaluation form may also be used to identify certain areas where student employees excel and areas where they might be able to improve. 

The instructions for the Student Employee Performance Appraisal are designed to guide Reviewing Managers and Student Employees through the Performance Appraisal process.  

The objectives of the appraisal process are: Increased Communication, Improved Performance and Student Employee Development.

Student Employment recommends that performance appraisals are completed once a semester by the end of each semester.

Student Employee Performance Appraisal Instructions (PDF)

Student Employee Performance Appraisal Form (PDF) (Download the form and save it prior to entering information to ensure it will save properly.)

  • 1st STEP: Pre-Performance Review Period

    The Reviewing Manager and the Student Employee should reach an agreement regarding the principal responsibilities of the position using the job description on the first day of employment for the student. It is recommended that the student employee signs off on the job description on their first day of employment.

  • 2nd STEP: Student Employee Self-Appraisal

    The appraisal process begins with the Student Employee evaluating his/her own performance and accomplishments related to the job responsibilities. The Reviewing Manager should send the employee the review form to give the Student Employee sufficient time to fill out the appraisal form during regular work hours. Manager should make sure that the Principal Responsibilities and Projects/Objectives is filled out prior to sending it to the student (this information will come from the job description). Once the Student Employee has provided a rating on each applicable category, he/she should return the form to the Reviewing Manager.

  • 3rd STEP: Manager's Evaluation of Student Employee's Performance

    Once the Reviewing Manager receives the Student Employee’s completed self-appraisal, he/she should consolidate his/her own observations and findings.  It is important for Reviewing Managers to begin this process prior to the scheduled performance appraisal meeting.  They should anticipate possible questions that the Student Employee will ask and they should prepare complete, concise answers. 

  • 4th STEP: Performance Appraisal Discussion

    At this stage, the Student Employee and Reviewing Manager meet to discuss the performance appraisal form and to set goals/objectives for the coming year.  The parties should set aside a minimum of thirty minutes of uninterrupted time for the meeting.  The meeting should be a two-way process where the parties review and discuss the Student Employee’s responsibilities, results and progress toward objectives and core behaviors. Strengths and weaknesses should be identified and discussed.  The parties should acknowledge and discuss disparities in ratings where they exist and conclude with a final rating.  

  • 5th STEP: Signatures

    At the conclusion of the meeting, if there were any corrections and/or adjustments made to the evaluation the manager should make those prior to both parties signing. If there are not any corrections to be made, both parties should sign the form.  The signatures signify discussion of the performance appraisal.  Each party should also receive a copy of the form for his/her records.