MANAGEMENT PERSONNEL PLAN (MPP) EMPLOYEE PERFORMANCE EVALUATION REPORT FISCAL YEAR:

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1 MANAGEMENT PERSONNEL PLAN (MPP) EMPLOYEE PERFORMANCE EVALUATION REPORT FISCAL YEAR: MPP Employee Information Name: Bronco Number: Division: Department: Working Title: Administrative Grade Level (AGL): Date of First Informal Review: Date of Second Informal Review: The evaluation of Management Personnel Plan employees is an interactive process, with one formal evaluation conducted annually and two information evaluations conducted during the course of the year. The formal evaluation is conducted annually, on a fiscal year basis (ending June 30 th ) and is due to Human Resources in finalized form by September 1. Two informal reviews are conducted annually: 1) between September 1 and September 30, and 2) between February 1 and February 28. The informal reviews can be based on status reports on progress to date on the employee s Goals/Work Plan. Part A is an annual status report on the employee s Goals/Work Plan. The Goals/Work Plan Status Report is prepared by the employee and reviewed by the evaluating administrator. Part B is comprised of the following: A written assessment by the evaluating administrator of the employee s progress on the Goals/Work Plan, and Management Performance Criteria ratings and narrative comments which support achievements/progress on the Goals/Work Plan and provide documentation on the employee s overall performance. Page 1 of 7

2 PART A Employee s Annual Status Report on Goals/Work Plan for: July 1, through June 30, This section of the evaluation is an annual status report on the Goals/Work Plan. Please attach the Goals/Work Plan Status Report. The Goals/Work Plan is comprised of: Major objectives which are consonant with the major goals of the University and the Division s Strategic Plan and the critical elements of the employee s current position. These objectives should reflect the professional development and training needed to maintain/enhance the employee s role in the assigned position. The objectives will describe steps the employee will take to achieve the goal; they must be measurable and must include implementation strategy. PART B Administrator s Evaluation I. The evaluating Administrator provides a written assessment of the employee s progress on the employee s annual Goals/Work Plan, and a summary evaluation of the employee s overall performance and contributions during this evaluation cycle. (Please attach a separate page, if needed.) II. MANAGERIAL PERFORMANCE CRITERA Please write the number from the KEY on the line next to the appropriate Managerial Performance Criterion which corresponds to your evaluation of the MPP employee. RATING KEY: The ratings for each factor in the MPP Performance Evaluation Report are designed to be on a sliding scale with the following guidelines: 5 = Outstanding - Excellent performance in all critical areas described in the factor. 4 = Exceeds Expectations - Performs above expectations. 3= Meets Expectations - Meets the standards and expectations required of the MPP employee on this factor. 2 = Needs Improvement - Needs to further develop professional or personal skills. The MPP employee is expected to improve on this factor by the next evaluation period. 1= Unacceptable - Significantly below standard in critical areas which comprise the specific factor. Immediate improvement is required. A follow-up evaluation is required within 90 days. Page 2 of 7

3 PART B Administrator s Evaluation II. MANAGERIAL PERFORMANCE CRITERA Please write the number from the KEY on the line next to the appropriate Managerial Performance Criterion which corresponds to your evaluation of the MPP employee. 1. Leadership & Supervision: Strives for excellence in job performance, creates an atmosphere of trust and integrity, demonstrates professional growth in assignments, gives clear directions, explains decisions, and solicits co-worker input to maximize results. Makes timely decisions, effectively delegates, empowers staff to make independent decisions at appropriate operational levels and holds employees accountable for successful completion. Provides long-range goals compatible with Cal Poly Pomona s mission, develops effective procedures to achieve goals, provides constructive feedback and completes performance evaluations in a timely manner. Demonstrates initiative and innovation. Adheres to safety and risk management policies/procedures. Leadership & Supervision - Comments by Reviewing Administrator: 2. Communication: Listens actively to others, explains ideas clearly, participates effectively in group discussions, accepts criticism constructively, answers inquiries in a timely and professional manner, and produces clear and concise written communications in a timely manner. Communication - Comments by Reviewing Administrator: Page 3 of 7

4 3. Managing Financial and Fiscal Controls: At a level appropriate to the position, demonstrates responsibility and efficient use of financial resources. Uses available resources such as personnel, time, materials, equipment, and facilities in an effective manner. Managing Financial and Fiscal Controls - Comments by Reviewing Administrator: 4. Diversity/Affirmative Action: Encourages and maintains constructive human relations among co-workers and subordinates, actively implements the campus Affirmative Action Plan, makes a commitment to diversity which is reflected in recruiting, hiring, and training subordinates, and in the consistent implementation of an environment of inclusion. Diversity/Affirmative Action - Comments by Reviewing Administrator: Page 4 of 7

5 5. Quality Enhancement/Service Orientation: Exhibits a commitment to excellence in service and improving the quality of life in the University community through effective strategic planning, develops a personal level of competence, keeps abreast of new developments, and continues educational/professional development pursuits. Quality Enhancement/Service Orientation - Comments by Reviewing Administrator: Additional Performance Criteria This section allows for comment on additional performance criteria identified by the reviewing administrator and/or employee. 6. Additional Criteria Identified: Additional Performance Criteria - Comments by Reviewing Administrator: Page 5 of 7

6 7. Additional Criteria Identified: Additional Performance Criteria - Comments by Reviewing Administrator: PART C Signatures & Further Levels of Comment Instructions: The Signature/Comment section provides acknowledgment of the review of the evaluation by the employee and each level of supervision within the line organization. The employee is to receive a copy of this evaluation after all appropriate signatures have been obtained. A. MPP Employee Signature: I have read and understand the contents of this Management Personnel Plan (MPP) Employee Performance Evaluation Report. My signature represents receipt of the Performance Evaluation, and does not necessarily represent agreement with the contents. Comments, if any, may be attached. B. HEERA Manager: Page 6 of 7

7 C. (Optional) Higher Level of Review Signature: Comments/Remarks (Optional): Comments/Remarks (Optional): Page 7 of 7