【正文】 voice of the student is heard and recognized by Cal Poly and the Community.EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position. Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position. Contributes in a superior manner to innovations both technical and functional.MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position.INCONSISTENT (2): Performance sometimes meets position requirements. Seldom exceeds and often falls short of desired results.INEFFECTIVE (1): Consistently falls short of performance standards. Situation requires immediate review and action.N/A: Not applicable or no opportunity to observeCheck One N/A 1 2 3 4 5 Please support your rating in the narrative section below using specific examples:Initiative/Innovation tackling problems。 generating new ideas。 etc.EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position. Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position. Contributes in a superior manner to innovations both technical and functional.MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position.INCONSISTENT (2): Performance sometimes meets position requirements. Seldom exceeds and often falls short of desired results.INEFFECTIVE (1): Consistently falls short of performance standards. Situation requires immediate review and action.N/A: Not applicable or no opportunity to observeCheck One N/A 1 2 3 4 5 Please support your rating in the narrative section below using specific examples:Communication verbal and written munication。 listening skills。 handling change。 etc.EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position. Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position. Contributes in a superior manner to innovations both technical and functional.MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position.INCONSISTENT (2): Performance sometimes meets position requirements. Seldom exceeds and often falls short of desired results.INEFFECTIVE (1): Consistently falls short of performance standards. Situation requires immediate review and action.N/A: Not applicable or no opportunity to observeCheck One N/A 1 2 3 4 5 Please support your rating in the narrative section below using specific examples:Management establishing a focus and direction。 resolving performance problems。 collaborative management。 etc.EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position. Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position. Contributes in a superior manner to innovations both technical and functional.MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position.INCONSISTENT (2): Performance sometimes meets position requirements. Seldom exceeds and often falls short of desired results.INEFFECTIVE (1): Consistently falls short of performance standards. Situation requires immediate review and action.N/A: Not applicable or no opportunity to observeCheck One N/A 1 2 3 4 5 Please support your rating in the narrative section below using specific examples:GoalsUse the space below to list goals from previous review and describe how employee has/has not met these goals (attach additional sheets if needed).Completed 1.2.3.4.5.6.In Progress1.2.3.4.5.6.Inplete1.2.3.4.5.6.Performance goals for next year will be established during the Long Term Planning process and forwarded to Human Resources when pleted.Overall PerformanceBased on the above ratings and their importance to the position, please rate the employee’s overall performance.EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position. Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position. Contributes in a superior manner to innovations both technical and functional.MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position.INCONSISTENT (2): Performance sometimes meets position requirements. Seldom exceeds and often falls short of desired results.INEFFECTIVE (1): Consistently falls short of performance standards. Situation requires immediate review and action.Check One 1 2 3 4 5 Areas of strength: Areas for improvement:_____________________________