Performance Evaluation and Planning is a key process for Duke. Its purpose is to ensure employees receive candid performance information for the year and clear goals and development plans for the coming year. Evaluations will be used in making pay increase decisions and other personnel decisions. This web site provides managers and supervisors with guidelines for the annual process and instructions for completion of the Performance Evaluation and Planning Form.

The PEP form has two sections on two pages with expandable text sections.

Section 1: Evaluation of Performance for Past Year.

1A: Role Responsibilities

Responsibilities are based on what is included in the job description and other duties as assigned

  • The evaluation is based on the extent to which the employee satisfactorily performed the regular duties of the job

1B: Individual Goals

Individual goals should be based on, and linked to, the needs and direction of the department.

  • Goals are established and agreed upon by manager and employee at the beginning of the performance year and should be expressed as measurable actions and results
  • The evaluation is based on the level of achievement of goals

1C: Behaviors

Behaviors are the "how" an individual acted in performing responsibilities and achieving goals. Behaviors:

  • Measure and focus on how the work gets done, not just what gets done
  • Includes, but not limited to, the behaviors listed in the Duke Values

1D: Overall Evaluation

Provides an overall evaluation of how an individual performed based on the results of his/her role responsibilities, individual goals and behaviors. The overall evaluation should be:

  • Supported by the appropriate documentation or comments
  • Reviewed with the employee after approval of the managers manager

Section 2: Planning for the Coming Year

2A: Goals for Coming Year

This section lists the category of goals for the individual and a description of the goal and measures or targets.

  • Goals may be activities to complete that are outside the regular job responsibilities, i.e. complete a special project
  • Goals may also be specific measurable targets (i.e., achieve a percentage reduction in budget, or improve quality by a certain amount)

2B: Development Plan

Identifies the skill or behavior improvement areas and individual needs to perform in their current job or prepare for a future job. The development plan:

  • Is established and agreed upon by manager and employee at the end of the performance year
  • Describes the development needed and how the individual will develop (i.e., through training, special assignment, coaching, practice, etc.)
  • A list of possible activities can be found at Suggested Professional Development Activities