SECTION 1- JOB EXPECTATIONS
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- Rosamond Norman
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1 SECTION 1- JOB EXPECTATIONS Major Goals of the Unit/Work Group Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 1
2 SECTION 1- JOB EXPECTATIONS Major Goals of the Ratee I have reviewed this package and have had a face-to-face meeting with my supervisor to discuss the Core Mission Areas, Major Goals (Unit and Ratee), Major Responsibilities, Essential Criteria, Performance Factors, Point Accumulation Methodology, and the Evaluation Conversion to the Overall Rating by which I will be rated. This meeting was held on My signature indicates that I have been advised of these PAR elements. Ratee: Date: I Agree Disagree with the elements of this PAR. (Date) My signature indicates that the Ratee s positions have been noted. Date: My signature indicates that the Ratee s positions have been noted. Reviewer: Date: Ratee Comments (Use Additional Sheets as Necessary) Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 2
3 SECTION 1- JOB EXPECTATIONS (continued) Major Responsibilities and Essential Criteria for Successful Accomplishment (Use Sheets as Necessary) Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 3
4 SECTION 1- JOB EXPECTATIONS (continued) Major Responsibilities and Essential Criteria for Successful Accomplishment (Use Sheets as Necessary) Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 4
5 SECTION 1- JOB EXPECTATIONS (continued) Major Responsibilities and Essential Criteria for Successful Accomplishment (Use Sheets as Necessary) Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 5
6 SECTION 1- JOB EXPECTATIONS (continued) Major Responsibilities and Essential Criteria for Successful Accomplishment (Use Sheets as Necessary) Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 6
7 SECTION 1- JOB EXPECTATIONS (continued) Major Responsibilities and Essential Criteria for Successful Accomplishment (Use Sheets as Necessary) Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 7
8 SECTION 1- JOB EXPECTATIONS (continued) Major Responsibilities and Essential Criteria for Successful Accomplishment (Use Sheets as Necessary) Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 8
9 Achievement Factors SECTION 2- PERFORMANCE FACTORS These factors are directly related to the outputs of the job: Section 1 Major Goals, Responsibilities, and Essential Criteria. Achievement Factors Interim Final Goal Achievement Failed to accomplish Achieved or exceeded Significantly exceeded most major goals; major goals. original goals and Overall extent to original objectives objectives. which employee were not entirely accomplishes achieved. established ratee goals. Quality of Work Failed to achieve most Achieved or Significantly exceeded or all essential quality occasionally exceeded essential quality Overall extent to criteria. all essential quality criteria. which employee criteria. thoroughly and accurately meets the quality criteria. Quantity of Work Failed to produce an Produced acceptable Significantly exceeded acceptable amount of or greater amount essential quantity Overall extent to work as identified in of work and met or criteria. which employee the essential quantity occasionally exceeded produces an criteria. essential quantity acceptable amount of criteria. work as defined in the quantity criteria. Timeliness Rarely met work Met and occasionally Consistently schedules or completed completed Overall extent to deadlines. Often was assignments ahead of assignments, which employee meets late in completing specified deadlines. projects and job specified schedules assignments within responsibilities and deadlines. specified time frames. ahead of scheduled deadlines. Achievement Subtotal Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 9
10 Model # HIU0701P-S14 Related Factors SECTION 2- PERFORMANCE FACTORS These global factors support the core values of the organization and expected performance of the job. Related Factors Interim Final Communication Effective expression of ideas, concepts or directions in individual or group situations, using supportive gestures, voice level and organization of materials. If communication is written, thoughts are expressed with appropriate grammar, organization and structure. Informal communication was ineffective due to disorganization of thoughts, and/or inappropriate use of voice volume/tone. Formal presentations failed to inform or persuade due to lack of structure or poor organization. Didn t listen during verbal exchanges. Written communication was poorly structured, contained poor grammar, or was difficult to read due to inadequate organization. Communication flaws included: poor listening, no organization of thoughts, or inappropriate gestures. Successfully communicated ideas, thoughts or directions. Asked appropriate questions and involved the listener. Sought clarification and affirmed understanding in verbal exchanges. Used appropriate supportive gestures, voice level and organization of materials. Formal presentations were organized and had appropriate detail. Written communication was concise and appropriate for target audience. Key points were understood by intended audience. Affirmed understanding with appropriate questions. Excelled in the communication of ideas, thoughts or directions. Thought well, fast and appropriately on his or her own feet in formal situations. Informal presentations created word pictures, leaving no room for confusion. Apt questions uncovered lingering confusion. Presented complex or technical information in a manner easily understood by target audience. Written communication was letter perfect and clearly appropriate for target audience. Conscientiousness Failed to address Solved problems Consistently took on problems in own in own task area; extra responsibilities Displays a high task area, was displayed commitment voluntarily to respond level of effort often off schedule; to completing tasks; to shifting priorities, and commitment displayed little or learned new skills to or schedules; displayed towards performing no commitment to enhance own work. a high level of work; demonstrates completing tasks; Occasionally took on commitment to the responsible behavior. resisted learning new added responsibilities organization and its skills to enhance own when requested. customers through the work. quality of work while completing tasks ahead of schedule. Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 10
11 SECTION 2- PERFORMANCE FACTORS Related Factors Interim Final Customer Service Identifies and meets customer (internal and external) needs. Diagnosed customer needs inaccurately; lacked consistency in meeting customer needs; was not attentive and inquisitive when dealing with customers; did not consistently meet time, quality and cost requirements. Accurately assessed customer needs; provided necessary or requested service within acceptable time frames requiring few corrections or revisions; sought customer feedback and expression of satisfaction with work product. Occasionally sought alternative solutions. Frequently anticipated internal and external customer needs; advanced quality alternative solutions; work quality was characterized by exceptional insights and technical expertise. Flexibility Demonstrated Demonstrated a Effectively addressed inability to modify capability to modify changing conditions, Adapts behavior behavior in response behavior in response emergencies and other and work methods to change; was to change. Generally contingencies. in response to inflexible and adapted to changing Incorporated new changing conditions, ineffective in conditions and information based new information, performing work emergency situations. on changes into emergency situations under varying Effectively performed behaviors and work and/or shifting conditions. Failed to work under varying methods. Acted as priorities. deal with unforeseen emergencies. Rarely conditions. Adjusted work behaviors change agent in response to fluctuating modified behavior in and methods to work circumstances; response to change. accommodate for multiple demands, regularly encouraged others to modify shifting priorities, behavior in response to ambiguity and rapid changing needs. change in work situations. Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 11
12 SECTION 2- PERFORMANCE FACTORS Related Factors Interim Final Interpersonal Skills Did not secure Succeeded in gaining Achieved exceptional cooperation. Lacked respect. Generated results through Uses interpersonal control and failed a positive working instilling confidence skills to take charge, to motivate others. environment that and motivating direct, motivate or Follow-up was not produced expected others. Effectively coordinate activities evident. Methods fell results. Involved and used the full range of to achieve results and short of getting desired motivated others interpersonal skills in follow up. results. to achieve desired achieving exceptional results. results. Knowledge/Skills Rarely demonstrated Effectively Demonstrated expert any application of demonstrated job skills and knowledge Extent to which skills or knowledge knowledge and ability above expectations. employee knows the which clearly had an to answer queries. Stayed abreast of details of the job. adverse effect on job Knowledge and skills recent developments Understands job and performance. Rarely contributed to the and changes in job s applies necessary able to answer queries. work of the unit. technical area or technical knowledge Usually did not know discipline. Knowledge and skills. when to ask others for was sought by others information. and thought to have significant impact on the results of the work of the unit. Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 12
13 SECTION 2- PERFORMANCE FACTORS Related Factors Interim Final Managing/Valuing Diversity Builds, maintains, and/or contributes to a work environment that is fair, equitable, inclusive and cooperative in valuing individual differences such as culture, race, ethnicity, religion, gender, sexual orientation, physical attributes, lifestyles, interests, values or other differences. Failed to make appropriate social accommodations to ensure a fair, inclusive, and respectful working environment. Did not demonstrate respectfulness for individual differences. Created and/or encouraged a hostile environment for others. Incorporated different perspectives into work actions; fostered a fair and inclusive environment demonstrating respect for others. Worked towards a proactive approach in soliciting and using contributions from diverse perspectives. Championed diversity and demonstrated through specific actions its value in the organization. Created a work culture that fostered fairness, respect and cooperation. Recognized individual differences while building an environment of esprit de corps. Safety Failed to follow safety Took specific steps to Was a role model in rules for self or to make demonstrate safe work demonstrating safety Contributes to a safe and safety a priority in practices. Anticipated requirements. secure working dealing with others. Did potential safety issues Implemented new and environment for self and not use available safety and took action to technically sound others in the performance equipment or resources alleviate them before a processes, procedures and of the job functions and to maintain a safe work problem occurred. equipment to enhance the delivery of services. area. Behaved as if safety Observed appropriate safety on a continuous was not a critical element safety standards and basis. Created a safety of the work environment. minimized exposure to culture dedicated to Was aware of conditions unsafe conditions for technical and that affected operational self and others. operational excellence. and employee safety, but Regularly demonstrated Encouraged others to did not recommend compliance with safety create, promote and safety improvements. requirements and maintain a safe work recommended measures environment. to enhance safety whenever possible. Set an example in demonstrating safety requirement. Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 13
14 SECTION 2- PERFORMANCE FACTORS Related Factors Interim Final Teamwork 2 Works as a team member to accomplish team goals. Teamwork achieved few, if any objectives and serious negative consequences resulted. No evidence of motivation and clarity of purpose. Teamwork achieved or exceeded essential objectives. Motivation and clarity of purpose were evident within the group. Effectively contributed and coordinated with others. Teamwork consistently achieved and exceeded required objectives. There was significant evidence of high motivation and clarity of purpose within the group. Contributed exceptionally well and maximized the effectiveness of the group. Related Subtotal Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 14
15 SECTION 3 - COMPUTATION AND CONVERSION TO OVERALL RATING Computation Performance Factors Interim Evaluation Final Evaluation Achievement Factor Subtotal Related Factor Subtotal Grand Total Points 1-Unsatisfactory (14-21 Points) Overall Conversion to Overall Rating 2-Successful (22-34 Points) Interim Evaluation Rating 3-Exceptional (35-42 Points) Final Evaluation Rating Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 15
16 SECTION 4 - JUSTIFICATION SHEET AND DEVELOPMENT PLAN - INTERIM Justification for Interim Evaluation Rating Interim Development Plan Specific Area(s) Identified for Development Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 16
17 SECTION 4 - JUSTIFICATION SHEET AND DEVELOPMENT PLAN - INTERIM (continued) Interim Development Plan Specific Action to be Taken by Ratee I have reviewed Sections 1, 2, 3 and 4 of this package and have had a face-to-face meeting with my supervisor to discuss the Interim Rating, Justification, and DevelopmentPlan. This meeting was held on My signature indicates that I have been advised of these PAR elements. Ratee: (Date) My signature indicates that the Ratee s positions have been noted. Date: My signature indicates that the Ratee s positions have been noted. Date: I Agree Disagree with the Interim Rating. I Agree Disagree with the Justification. I Agree Disagree with the Development Plan. Reviewer: Date: Ratee Comments Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 17
18 SECTION 5 - JUSTIFICATION SHEET AND DEVELOPMENT PLAN - FINAL Justification for Final Evaluation Rating Final Development Plan Specific Area(s) Identified for Development Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 18
19 SECTION 5 - JUSTIFICATION SHEET AND DEVELOPMENT PLAN - FINAL (continued) Final Development Plan Specific Action to be Taken by Ratee I have reviewed this Sections 1, 2, 3 and 5 of this package and have had a face-to-face meeting with my supervisor to discuss the Final Rating, Justification and Development Plan. This meeting was held on My signature indicates that I have been advised of these PAR elements. Ratee: Date: I Agree Disagree with the Interim Rating. I Agree Disagree with the Justification. I Agree Disagree with the Development Plan. (Date) My signature indicates that the Ratee s positions have been noted. Date: My signature indicates that the Ratee s positions have been noted. Reviewer: Date: Ratee Comments Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 19
20 SECTION 6 - FACT SHEET OF SIGNIFICANT PERFORMANCE EVENTS Description of Significant Performance Event Rater Comments/Recommended Action Ratee Initials Rater Initials Date Description of Significant Performance Event Rater Comments/Recommended Action Ratee Initials Rater Initials Date Description of Significant Performance Event Rater Comments/Recommended Action Ratee Initials Rater Initials Date Description of Significant Performance Event Rater Comments/Recommended Action Ratee Comments Ratee Initials Rater Initials Date (Use Additional Sheets as Necessary) Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 20
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