Performance Appraisal Form for Development Officer

Performance Appraisal Form for Development Officer

This performance appraisal form is designed to evaluate the professional contributions, fundraising efficacy, and strategic growth initiatives of a Development Officer. It provides a structured framework for managers and employees to discuss achievements, identify areas for professional development, and set goals for the upcoming review period.

Employee Information

• Employee Name: [Employee Name]
• Job Title: Development Officer
• Review Period: [Start Date] to [End Date]
• Manager Name: [Manager Name]
• Date of Appraisal: [Date]

1. Key Performance Indicators (KPIs)

Rate the employee’s performance on the following metrics (1 = Needs Improvement, 5 = Exceeds Expectations):

• Fundraising Targets: [Rating: 1-5]
  • Comments: [Insert notes on meeting or exceeding financial goals]
• Donor Acquisition & Retention: [Rating: 1-5]
  • Comments: [Insert notes on portfolio growth and relationship management]
• Grant Writing & Proposal Success: [Rating: 1-5]
  • Comments: [Insert notes on quality and conversion rate of proposals]
• Event Planning & Execution: [Rating: 1-5]
  • Comments: [Insert notes on event outcomes and logistical management]

2. Core Competencies

Evaluate the employee based on the following professional standards:

• Strategic Planning: [Assessment]
• Communication & Relationship Building: [Assessment]
• Data Management & CRM Proficiency: [Assessment]
• Collaboration with Internal Teams: [Assessment]

3. Accomplishments and Challenges

• Significant Achievements: [List major projects or milestones completed]
• Challenges Encountered: [List obstacles faced and how they were addressed]

4. Goals for Next Review Period

• Primary Goal 1: [Define specific, measurable goal]
• Primary Goal 2: [Define specific, measurable goal]
• Professional Development Focus: [Identify skills or training to pursue]

5. Signatures

• Employee Signature: ___________________________ Date: [Date]
• Manager Signature: ____________________________ Date: [Date]

Pro Tips

• Prepare in Advance: Both the manager and the Development Officer should complete their sections independently before the meeting to ensure a balanced discussion.
• Focus on Data: Use CRM reports and financial statements to support ratings for fundraising and donor retention.
• Two-Way Dialogue: Use the appraisal as a coaching session rather than a lecture; ask the employee what support they need to reach their targets.

FAQ

How often should a Development Officer be appraised?

Most organizations conduct formal performance appraisals annually, though quarterly check-ins are recommended to track fluctuating fundraising targets.

What should be done if fundraising targets were not met?

Focus the appraisal on the "why." Analyze whether the shortfall was due to external market factors, resource constraints, or specific skill gaps that require training.

Should donor feedback be included in this appraisal?

Yes, incorporating qualitative feedback from donors or stakeholders provides a more holistic view of the Development Officer’s relationship-building skills.