EMPLOYEE PERFORMANCE EVALUATION 
(MERIT) 

 

Instructions 

State of Alabama 
Unified Judicial System 

orm PERS-33A   REV 7/09 

 

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To Employees and Rating Supervisors: Please Read Carefully 
 
      A periodic evaluation of employee performance is an opportunity to bring supervisors and their subordinates 
together  for  a  discussion  of  the  subordinate’s  job  responsibilities.    Its  primary  objective  is  to  improve  job 
performance.    The  supervisor  should  review  the  job  duties  and  responsibilities  of  the  employee  listed  on  the 
Form  PERS-46A  and  evaluate  performance  with  these  in  mind.  Employees  should  have  the  opportunity  to 
provide  input  and  suggestions  that  may  improve  performance.    Use  the  following  instructions  in  order  to 
complete the Employee Performance Evaluation.   

 
I.  Confirm information- if corrections are required, contact Human Resources, AOC. 

 
II.  Select the appropriate column for each of the  work habits listed.   Refer  to the  policies  and procedures for 
your  local  office  as  well  as  the  Unified  Judicial  System’s  Personnel  Procedures  Manual.    Unsatisfactory 
ratings must be accompanied by a written explanation.   

Select the total number of satisfactory ratings in the space provided, multiply by 3.5 and record result in the 
spaces designated Work Habit Score in Parts II and IV.  Online- it will be calculated automatically. 

III.  Using  the  scale  provided,  the  supervisor  rates  the  employee’s  performance  on  six  (6)  areas  of  major  job 
responsibility.    All  employees  must  be  rated  on  the  factors  of  Quality  of  Work  and  Quantity  of  Work.    In 
addition,  employees  must  be  rated  on  four  (4)  other  factors  which  specifically  relate  to  the  job  they  are 
performing.  For instance, a bookkeeper could be rated on Accuracy in Financial Transactions.   

 

The rater may designate a factor which specifically relates to the employee’s job in “G” of Part III, such as 
Processes  Appeals,  Issues  Warrants,  or  other  appropriate  tasks.    Enter  the  selected  task  in  the  area 
provided.   

IV.  Total ratings will be calculated and provided in Parts III and IV. 

V.  Based  on  Performance  Appraisal  Score,  the  appropriate  Overall  Appraisal  will  be  highlighted.    An  Overall 
rating  of  14.9  or  less  shall  constitute  written  notice  that  the  employee’s  performance  must  be  evaluated 
again  after  three  (3)  more  months.  Two  consecutive  ratings  of  14.9  or  less  shall  constitute  the  basis  for 
dismissal for cause. 

Employees may receive annual merit raises according to the following ratings: 

Does Not Meet Standards (5.4 or below)   ………………..……..…….No increase 
Partially Meets Standards (5.5 – 14.9)   …………………..……..…….No Increase 
Meets Standards (15.0 – 24.9)   ……………………………..……....…One Step Increase 
Exceeds Standards (25.0 – 34.4)   …………………………..……..…..Two Step Increase 
Consistently Exceeds Standards (34.5 – 40)   ……………..…..……..Two Step Increase 

 

 

Probationary raises (up to two steps) are given at the discretion the appointing authority 
and the availability of funds; they are not based on the ratings and scores listed above.  

VI.  The  employee’s  performance,  strengths,  area  for  improvements,  etc.,  are  to  be  discussed  with  the 
employee.    Space  is  provided  for  any  comments  the  employee  may  wish  to  make.    The  supervisor  and 
employee  are  to  sign  the  evaluation  where  indicated.    The  employee’s  signature  denotes  discussion,  not 
necessarily agreement. 

VII.  Supervisor and administrator comments may be added here. 

OTE:  Upon  completion  of  the  Employee  Performance  Evaluation,  the  original  is  to  be  forwarded  to  the  HR 
Division of the Administrative Office of Courts along with a Personnel Action (Form PERS-26A) if a raise 
is due.  A copy should also be filled in the employee’s personal file in the local office. 

Online- after the Administrator signs: the evaluation is automatically sent to Human Resources, AOC. 

 

 

 

 

 

 

 

 

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