ANNUAL PERFORMANCE REVIEW

Transcription

1 Name: Division: : Title: Department: Fiscal Year: Performance Rating Scale 1 = Need for Development 2 = Competent 3 = Exemplary Performance does not meet many job requirements on a consistent basis. Critical goals require more than usual supervisor follow-up and direction. Results and contributions are below those of a fully trained competent employee. Action on performance improvement areas is required. Performance consistently meets and sometimes exceeds job requirements. All critical goals are achieved and behaviors exhibited are valued and effective. Over the review period, employee has made the expected contributions to the department. Consistently met expectations for the performance of duties and responsibilities identified. Performance and demonstrated expertise is consistently at a superior level. achieves outstanding results and models effective behaviors that are an inspiration to others. Over the review period, employee has consistently made exceptional or unique contributions to the department. Regularly exceeded expectations for the performance of duties and responsibilities identified. SECTION 1. Institutional Values and Competency Evaluation At Xavier, we celebrate a passion for mission and incorporate those values into one s performance. Competencies are demonstrated knowledge, skills, abilities and motivations. Ratings are based on observations of the immediate supervisor with input from others whom the employee worked with during the review period. INSTITUTIONAL VALUES Magis focus on students; encourage and model personal accountability and high performance; use resources efficiently and strategically; act with integrity Cura Personalis encourage balance in our professional and personal lives; build trust through ongoing feedback; recognize and utilize individual styles and skills; treat people with respect regardless of position Discernment make important decisions with broad consultation; consider the full impact of our actions; manage conflict constructively Reflection are self-aware and understand strengths and weaknesses; encourage and model personal growth, evaluation and learning; challenge the process and status quo as appropriate; accept responsibility for our actions Solidarity and Kinship develop strong relationships within and outside of Xavier; value diversity of people, ideas and ways of thinking; motivating others and offer assistance with your talents Service Rooted in Justice and Love contribute service time in the way of treasure and talents with others; support those in need; help others become men and women for others SECTION 1. Xavier s Institutional Values Comments: Please provide specific examples of how Xavier s institutional values were exhibited in the work setting. Discuss strengths and opportunities for improvement. The employee should provide a selfassessment of living the values at Xavier. Comments: OVERALL VALUES Comments: OVERALL VALUES Xavier Performance Review Form 1

2 CORE COMPETENCIES Leadership creating a healthy work environment that encompasses developing or promoting a workplace climate conducive to productivity and self-motivation; trustworthy behavior by demonstrating through personal behavior that one is ethical and trustworthy; clearly articulating goals and objectives to colleagues and direct reports; results oriented, focuses work efforts on achieving positive results within one s area of responsibility COMPETENCY Managing Work effectively organizing and carrying out work processes to achieve individual and organizational goals through necessary means such as setting priorities and making appropriate decisions to complete assigned tasks while balancing urgency and important; making decisions and analyzing data and information to make informed timely decisions and appropriately disseminating those decisions to others; and problem solving through balancing facts and people issues effectively to resolve problems and meet organizational concern COMPETENCY Collaboration Establishing and maintaining collegiality and cooperative working relationships with other members of the University; Involving others by engaging colleagues, direct reports and other coworkers or stakeholders by sharing information (e.g. through reports, meetings, presentations or by other means based on job responsibility); coaching and supporting others in their skill building and by providing information, resources and tools to enable them to be successful; soliciting input and asking for ideas and/or feedback from others in appropriate settings such as meetings, phone calls and presentations COMPETENCY Communicating using non-verbal communication and showing respectful behavior toward colleagues and others in the University; actively listening and focusing on the person speaking, asking questions and providing feedback to ensure understanding; teaching and sharing knowledge and information with others; promoting dialogue with others and uncovering and discussing concerns and objections COMPETENCY Effecting Change developing and supporting processes that bring about positive change in support of University s goals; empowering others with the ability to change processes that pose barriers to change; willing to accept challenges and modify processes, procedures and behaviors as needed; willing to take appropriate risks and make decisions based on incomplete or ambiguous information Job Specific Competency #1: Job Specific Competency #2: COMPETENCY COMPETENCY COMPETENCY SECTION 1. Competency Evaluation Comments Please provide specific examples of how Xavier s core competencies were exhibited in the work setting. Discuss strengths and opportunities for improvement. The employee should provide a selfassessment of exhibiting these competencies at work. Comments: OVERALL COMPETENCY Comments: OVERALL COMPETENCY Xavier Performance Review Form 2

3 SECTION 2. Organization Goals & Job Responsibilities Goals should be LINKED to Department and/or University goals and SMARTRR (Specific, Measurable, Attainable, Relevant, Timebound, Review/Adjust, and Rejoice in Achievements). Job responsibilities are outlined in employee s position description. This section is to allow you to evaluate what employees have accomplished this year that includes a combination of goals and job responsibilities. Organization Goals Section 2. Organization Goals Evaluation Please document employee s goals for the review period and provide comments of what work was done to accomplish these goals. The employee should provide self-assessment of annual accomplishments. The immediate supervisor will provide a rating based on documented results with input from others whom the employee worked with during the review period. Also include strengths and suggestions for improvement. Comments: OVERALL GOAL Xavier Performance Review Form 3

4 Comments: Job Responsibilities OVERALL GOAL Section 2. Job Responsibilities Comments Please document employee s job responsibilities for the review period and provide comments of what work was done to fulfill these responsibilities. The employee should provide self-assessment. The immediate supervisor will provide a rating based on documented results with input from others whom the employee worked with during the review period. Also include strengths and suggestions for improvement. Comments: OVERALL JOB RESPONSIBILITIES Comments: OVERALL JOB RESPONSIBILITIES Xavier Performance Review Form 4

5 Performance Rating Scale 1 = Need for Development Performance may meet some but not all requirements on a consistent basis. Critical goals require more than usual supervisor follow-up and direction. Results and contributions are below those of a fully trained competent employee. Action on performance improvement areas is required. 2 = Competent Performance consistently meets and sometimes exceeds job requirements. All critical goals are achieved and behaviors exhibited are valued and effective. Over the review period, employee has made the expected contributions to the department. Consistently met expectations for the performance of duties and responsibilities identified. 3 = Exemplary Performance and demonstrated expertise is consistently at a superior level. achieves outstanding results and models effective behaviors that are an inspiration to others. Over the review period, employee has consistently made exceptional or unique contributions to the department. Regularly exceeded expectations for the performance of duties and responsibilities identified. Section 3. Overall Performance Rating A single performance rating will be determined based on a combination of ratings in Section 1 & Section 2. Please check the box below that applies to the employee you are evaluating. Need for Development Competent Exemplary Signature* / Date: Signature / Date: (Signature indicates the material was reviewed and discussed) *Note: Your signature does not necessarily indicate agreement with the contents of this form, but is a confirmation that you have met with your immediate supervisor to discuss your performance. Completed review of my position description. 3/2013 Xavier Performance Review Form 5