Duke University PERFORMANCE PLANNING AND REVIEW MANAGEMENT FORM
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1 Duke University PERFORMANCE PLANNING AND REVIEW MANAGEMENT FORM Staff member Duke Unique ID # Supervisor/Manager: Duke Unique ID # Planning Date Mid-Year Review Date Evaluation Date PERFORMANCE PLANNING AND REVIEW GENERAL INSTRUCTIONS: The following basic definitions of the rating scale are provided as guidelines: Needs Improvement Performance clearly and consistently exceeds communicated performance requirements. Contributes to organization s success well beyond job requirements. Contributes unique, innovative, and workable solutions to projects/problems. Achievements and abilities are obvious to subordinates, peers, managers, and customers. Performance consistently meets the requirements, standards, or objectives of the job. Occasionally exceeds requirements. Results can be expected which are timely and accurate with minimum supervision. Recognizes, participates in, and adjusts to changing situations and work assignments. describes solid, fully competent performance. Performance does not consistently meet the requirements, standards or objectives of the job. Needs improvement in one or more areas of consistent weakness. Problem areas should be monitored and documented. Requires guidance and direction to fully achieve/accomplish responsibilities and objectives. Improvement is required for staff member to fully achieve expectations. Staff members must have been counseled regarding unsatisfactory performance to receive this rating. Performance is consistently below requirements and is Performance meets few or none of the standards/objectives. Shows failure to follow directions and initiate improvement. Knowledge inadequate to retain in job without improvement. Corrective action must be outlined and monitored. is a rating that a staff member should not receive twice. 1
2 SECTION 1- ONGOING JOB RESPONSIBILITIES, OBJECTIVES and STANDARDS 1. Job Responsibility/Objective: { %} Standard Expected: Performance Rating: (Check one.) meet 2
3 2. Job Responsibility/Objective: { %} Standard Expected: Performance Rating: (Check one.) meet 3
4 3. Job Responsibility/Objective: { %} Standard Expected: Performance Rating: (Check one.) meet 4
5 4. Job Responsibility/Objective: { %} Standard Expected: Performance Rating: (Check one.) meet Add more as needed 5
6 SECTION 2 - PERFORMANCE VALUES Describe the performance on each Performance Factor. Determine the appropriate performance level based on the definitions for each rating category contained in the PPS Guide. For the Performance Evaluation, check the box next to the applicable rating. At the end of Section 2, determine a Combined Rating for this section. All six Performance Values are of equal weight with a cumulative total of 50%. Customer Service: Actively resists recognizing the importance of service. Consistently shows lack of concern and courtesy. Fails to offer assistance in response to service needs. Has been counseled regarding service orientation. meet Not fully aware of the importance of service. Often shows lack of concern and courtesy. Sometimes offers assistance in response to service needs. Has received guidance regarding service orientation. Consistently demonstrates concern and courtesy for service. Uses effective interpersonal skills. Effectively identifies service needs and responds appropriately. Productively addresses, prioritizes, and responds to service needs. Identifies opportunities to enhance service practices. Evaluates and monitors service orientation. Teaches others how to deal effectively and positively to meet service requirements. Dependability: Takes excessive unscheduled absences or is excessively tardy. Fails to complete assigned tasks efficiently. Does not use resources effectively. Has been counseled regarding dependability. *Resources includes time, materials and equipment. meet Frequently takes unscheduled absences or is frequently tardy. Often fails to complete assigned tasks efficiently. Sometimes does not use resources* effectively. Has received guidance regarding dependability. Follows attendance and punctuality policy. Can be counted on to complete assigned tasks in an efficient manner. Works well under pressure. Uses resources* effectively. Rarely or never takes unscheduled absences. Rarely or never tardy. Prioritizes and completes assigned tasks in a highly efficient manner. Maintains high degree of accuracy and creativity under pressure. Takes initiative in using resources* effectively. Actively sets priorities and adjusts easily to unscheduled situations. 6
7 Continuous Improvement: Fails to cooperate in initiatives to improve work processes. Has been counseled about continuous improvement. meet Sometimes cooperates or participates in initiatives to improve work processes. Has received guidance regarding continuous improvement. Cooperates and participates in improving work processes in the work environment. Demonstrates flexibility in response to new or improved work processes. Shows initiative by making suggestions that lead to improved work processes. Always looks for creative and better ways of doing things. Diversity: Take full advantage of the rich backgrounds and abilities of all. Recognize and value differences. Seek inclusiveness. Consider and honor differing points of view. meet Trustworthiness: Demonstrate high integrity, truthfulness and ethics. Words and behaviors are consistent and reflect the highest ethical standards. Listen and speak with honesty, openness, and respectfulness. Keep promises and follow through on commitments. meet *Safety includes safety standards and crime prevention. 7
8 Teamwork: Foster positive work relationships through an inclusive team approach. Create an environment for stretching beyond what was thought possible. Seek input and involvement of those affected by decisions. Accept responsibility and accountability. Place team goals above personal goals. meet Learning: Work, learn and strive for excellence together, sharing successes and mistakes. Expect and encourage continuous learning. Create opportunity for individual and group learning, and learning that crosses organizational boundaries. Recognized that no one has all the answers. meet *Safety includes safety standards and crime prevention. Respect: Regard, value and recognize the needs and perspectives of others. Actions, decisions, and policies should promote equity. Regard and value contributions and recognize accomplishments. Display interest in, and contribute to others well-being. meet 8
9 Combined Ratings for sections 1 and 2 Section 1 Combined Rating for Ongoing Job Responsibilities, Objectives and Standards Determine Combined Rating for Section 1 and check appropriate box below. The Section 1 Combined Rating is equal to 50% of the individual s total Annual Performance Planning and Review Rating. Section 1 Combined Rating: (50% of Annual Performance Planning and Review Rating) meet Section 2 Combined Rating for Performance Values Determine Combined Rating for Section 2 and check appropriate box below. The Section 2 Combined Rating is equal to 50% of the individual s total Annual Performance Planning and Review Rating. Section 2 Combined Rating: (50% of Annual Performance Planning and Review Rating) meet 9
10 SECTION 3 ANNUAL PERFORMANCE PLANNING AND REVIEW RATING Indicate the staff member s Annual Performance Planning and Review Rating by proportionately consolidating the Section I Combined Rating (Job Responsibilities, Objectives and Managerial Values) and the Section 2 Combined Rating (Performance Values). Section 1 Combined Rating accounts for 50% of the Annual Performance Planning and Review Rating. Section 2 Combined Rating accounts for 50% of the Annual Performance Planning and Review Rating. meet Supervisor/manager Comments: Staff member Comments: 10
11 SECTION 4 - DEVELOPMENT PLAN Staff member: Complete each section as appropriate. Provide specific and detailed comments. A. STRENGTHS What strengths does this staff member demonstrate as indicated by the Job Responsibilities/Objectives and Performance Values included on this form? B. AREAS FOR DEVELOPMENT What could this staff member do to enhance his/her current job performance and/or opportunities for career movement (current, new, untapped skills)? C. DEVELOPMENT PLAN/ACTION STEPS Considering the specific training actions, educational opportunities, and challenging assignments which could enhance this staff member s skills, list the development action steps and target dates for development activities during this performance year. D. ACCOMPLISHMENTS Comment on the accomplishment of development activities completed during the year. 11
12 SECTION 5 - ACKNOWLEDGMENT AND APPROVAL The following signatures certify only that the staff member and supervisor/manager participated in the Performance Evaluation and Development Plan Individual s Name Signature Date Staff member Supervisor/Manager Next Level Approval 12
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