Form HRD526 "Employee Performance Appraisal" - Hawaii

What Is Form HRD526?

This is a legal form that was released by the Hawaii Department of Human Resources Development - a government authority operating within Hawaii. As of today, no separate filing guidelines for the form are provided by the issuing department.

Form Details:

  • Released on July 1, 2017;
  • The latest edition provided by the Hawaii Department of Human Resources Development;
  • Easy to use and ready to print;
  • Quick to customize;
  • Compatible with most PDF-viewing applications;
  • Fill out the form in our online filing application.

Download a fillable version of Form HRD526 by clicking the link below or browse more documents and templates provided by the Hawaii Department of Human Resources Development.

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Download Form HRD526 "Employee Performance Appraisal" - Hawaii

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CLEAR FORM
State of Hawai'i
EMPLOYEE PERFORMANCE APPRAISAL
HRD 526 (Rev. 7/17)
Section #1
Name of Employee
Position Title
Employee ID
Position No.
Salary Range/Step
Bargaining Unit
Department
Division/Branch
PERFORMANCE APPRAISAL CATEGORIES & EXPECTATIONS
Section #2
(Complete this section by the beginning of the rating period.)
a.
Goals/Projects: List any specific goals/projects, unless noted on other documents, to be accomplished during this rating period.
Supervisor's Signature
Date
b.
Supervisor's discussion with employee: My current job description, job related performance requirements, and the Performance
Appraisal System process have been discussed with me. I received a copy of the PAS Summary for Employees.
Employee's Signature
Date
OVERALL RATING
Section #3
(Complete at the end of the appraisal period)
Appraisal:
Appraisal Period:
From:
To:
Initial
New
Annual
Partial Annual
Prob
Prob
Meets Expectations
Does Not Meet Expectations
SIGNATURES UPON COMPLETION OF PERFORMANCE APPRAISAL
Section #4
Employee's Acknowledgement/Comments:
Supervisor's Certification:
My performance for the rating period has been discussed with me. I
This rating was discussed with the employee on the following date:
understand that I may rebut this rating by attaching my comments.
My signature does not necessarily mean agreement.
(Check if comments attached.)
Supervisor's Signature
Date
Signature of Reviewing Officer
Date
Employee's Signature
Date
Signature of Appointing Authority
Date
CLEAR FORM
State of Hawai'i
EMPLOYEE PERFORMANCE APPRAISAL
HRD 526 (Rev. 7/17)
Section #1
Name of Employee
Position Title
Employee ID
Position No.
Salary Range/Step
Bargaining Unit
Department
Division/Branch
PERFORMANCE APPRAISAL CATEGORIES & EXPECTATIONS
Section #2
(Complete this section by the beginning of the rating period.)
a.
Goals/Projects: List any specific goals/projects, unless noted on other documents, to be accomplished during this rating period.
Supervisor's Signature
Date
b.
Supervisor's discussion with employee: My current job description, job related performance requirements, and the Performance
Appraisal System process have been discussed with me. I received a copy of the PAS Summary for Employees.
Employee's Signature
Date
OVERALL RATING
Section #3
(Complete at the end of the appraisal period)
Appraisal:
Appraisal Period:
From:
To:
Initial
New
Annual
Partial Annual
Prob
Prob
Meets Expectations
Does Not Meet Expectations
SIGNATURES UPON COMPLETION OF PERFORMANCE APPRAISAL
Section #4
Employee's Acknowledgement/Comments:
Supervisor's Certification:
My performance for the rating period has been discussed with me. I
This rating was discussed with the employee on the following date:
understand that I may rebut this rating by attaching my comments.
My signature does not necessarily mean agreement.
(Check if comments attached.)
Supervisor's Signature
Date
Signature of Reviewing Officer
Date
Employee's Signature
Date
Signature of Appointing Authority
Date
SUMMARY INSTRUCTIONS FOR COMPLETING THE
EMPLOYEE PERFORMANCE APPRAISAL FORMS, HRD 526, 527, 528, and 529
(Refer to the Comprehensive Performance Appraisal System Supervisory Manual, Revised July 1, 2017, for more detailed
information)
Section #1:
Review preprinted information for errors. Check with your Departmental Human Resources Office before changing/adding information.
Section #2:
Phase 1 - Performance Planning, Communication of Performance Expectations/Requirements, and Goals/Projects
List any special goals/projects (related to employee's class of work), unless noted on other documents, to be
completed during the rating period. If additional goals/projects are set during the rating period or original
goals/projects are changed, discuss them with your employee at the time.
Additional categories (i.e., "Optional" categories) may be selected if they apply to the employee's position by placing
a checkmark () in the appropriate boxes before meeting with the employee. Blue-collar non-supervisory workers
should be rated on Performance Categories 1-5 only (i.e., "Fixed" categories), unless you strongly feel some of the
"Optional" categories are applicable.
Meet with the employee at the beginning or shortly after the start of the rating period to discuss how the PAS works.
Explain the Performance Categories and your expectations/requirements to the employee.
Inform the employee that if he/she gets a "Does Not Meet Expectations" rating in even one "Significant Category,"
noted by asterisk ("*"), the "Overall Rating” will be "Does Not Meet Expectations".
1
Ask employee to sign.
Sections
#5 & 6:
Phase II - Performance Monitoring and Coaching
Observe, monitor, and coach the employee throughout the rating period.
Talk to the employee throughout the rating period about his/her work performance.
Record on the Supervisor's Discussion Notes Form, HRD 529, (SDN) significant incidents of outstanding and/or
substandard work performance. If the notes describe performance problems/deficiencies, be sure to follow the steps
in the Comprehensive PAS Supervisory Manual under "Documentation." Discuss these notes with the employee and
1
ask him/her to initial the form.
Give the employee a copy of any notes describing performance
problems/deficiencies.
Encourage the employee to talk with you throughout the rating period about any job-related questions or concerns.
Sections
#3, 4, 5:
Phase III - Completion of the Appraisal
Review the following and other relevant documents, which can help you to objectively rate the employee.
*
Performance expectations/requirements established in Phase I, Performance Planning.
*
Performance Categories, especially the Significant Categories of Quality & Quantity & Timeliness.
*
Supervisor's Discussion Notes (HRD 529).
*
Conditions beyond the employee's control that may have affected the employee's performance.
Complete Section #3, "Overall Rating," based on the Final Ratings for the "Significant Categories."
*
An Overall "Does Not Meet Expectations" may not be given unless the employee was first given a "Notice to
Improve Performance" and given a reasonable period, up to three months, to bring the employee’s performance
to a satisfactory level.
*
You may use the "Supervisor's Comments" column to make any general employee performance comments.
Set up a meeting with your employee to discuss the rating.
*
Encourage feedback from your employee.
*
Allow the employee to make written comments or a rebuttal on a separate sheet.
1
*
Have the employee sign Section #4.
Begin Phase I again for the next rating period.
Give the employee a copy of the appraisal forms after the Reviewing Officer and the Appointing Authority sign the
form.
1
In phases I, II, & III if the employee does not wish to sign/initial the form, note: “Employee does not wish to sign/ initial.” You
may ask a witness to date/sign, if necessary. Be careful the witness does not see confidential information.
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