MARIST COLLEGE ADMINISTRATIVE PERFORMANCE REVIEW FORM FOR MANAGEMENT/SUPERVISORY STAFF
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1 FORWARD TO LINE EXECUTIVE BY June 7, 2010 RETURN TO HUMAN RESOURCES BY June 14, 2010 MARIST COLLEGE ADMINISTRATIVE PERFORMANCE REVIEW FORM FOR MANAGEMENT/SUPERVISORY STAFF NAME: TITLE: OFFICE/DIVISION: SUPERVISOR: TYPE OF APPRAISAL: PROBATIONARY MID-YEAR YEAR END DATES COVERED: CURRENT STATUS: FULL-TIME 12-MONTH 10-MONTH PART-TIME OTHER SECTION I JOB DESCRIPTION REVIEW Supervisor and staff member must review the job description together. Does the job description properly describe the duties and responsibilities of this position? YES NO Are there any significant duties or responsibilities which would materially change the Job Description to be Added Deleted Rephrased? If there are any changes, please update the job description and attach it to the completed Performance Review. AdminPerf Review7/01 1
2 SECTION IIA: PERFORMANCE OUTCOMES/RESULTS 1. Use this section to detail/describe the major outcomes/results the staff members achieved during this review period. Cover any relevant area however the focus should be on those planned outcomes/results achieved in support of College/Unit Missions or which were priorities/projects established to support the strategic plan or the unit operating plan: Attach the completed Performance Planning Worksheet for this review period (if applicable). Attach Additional Sheets as Required AdminPerf Review7/01 2
3 SECTION IIB: PERFORMANCE CATEGORIES AND CRITERIA The following performance categories or key result areas reflect a set of responsibilities and outcomes/results expected of all professional staff members. While each staff member is accountable for overall performance in every category, in some instances certain criteria within a category may not be relevant to a particular position and therefore should not be considered. Likewise, additional criteria not listed here may be relevant to a particular department, unit or position and should be added in the space provided. Use the following rating scales to evaluate performance in each area. Add comments which support or clarify the rating assigned in the space provided. (Attach additional pages as necessary to appropriately document ratings). Performance Rating Scales : : : : : Outcomes achieved/performance consistently exceeds expectations/plans in all performance categories/key areas of responsibility, and has had a measurable impact, departmental or college wide in at least one category/ key areas of responsibility (specific, detailed documentation to support an overall rating of must be included). Outcomes achieved/performance effectively meets expectations/plans in all performance categories/key areas of responsibility and exceeds expectations/plans in many areas. Outcomes achieved/performance meets expectations/plans in all or most performance categories/key areas of responsibility and may even exceed expectations/plans in some areas. Outcomes achieved/performance meets expectations/plans in a number of performance categories/key areas of responsibility but falls below expectations/plans in some areas. Outcomes achieved/performance does not meet expectations/plans in most performance categories/key areas of responsibility. FOR SUPERVISORS AND MANAGERS ONLY - CORE PERFORMANCE CATEGORIES/KEY RESULT AREAS AND CRITERIA 1. LEADERSHIP AND COMMUNITY DEVELOPMENT Builds commitment to mission and priorities of the unit and College. Encourages teamwork; builds and maintains cooperative working relationships across departmental lines; actively supports development of campus community, Supports responsible risk taking, creative problem solving and innovative thinking. Maintains confidentiality and fosters a work environment characterized by trust, mutual respect, integrity and ethical behavior. Identifies conflicts and helps parties to resolve them. Demonstrates a commitment to hiring, developing and maintaining a diverse workforce and to the Colleges Affirmative Action Program. Promotes a supportive, harassment-free environment for all employees. Communicates clearly and effectively; receives and provides constructive feedback; fosters open communication. RATING (Overall Rating for Category) Additional criteria and/or comments: AdminPerf Review7/01 3
4 2. FOCUS ON RESULTS Develops plans and establishes long-and short-range goals in support of College and unit missions, the strategic plan and unit operational plans. ly directs staff towards meeting planned goals. Appropriately organizes resources and workflow to meet deadlines. Assigns work to maximize individual and group strengths. Involves staff actively in planning, decision making and problem solving. Delegates action/decision authority to most appropriate level. Maximizes efficiency and effectiveness through the best use of resources and staff. Establishes and monitors realistic budget plans. Achieves targeted/planned results (unit and individual). (Overall Rating for Category) Additional criteria and/or comments: 3. LEARNING AND DEVELOPMENT Reflects on and continually learns from experiences Demonstrates flexibility and adapts well to change. Demonstrates initiative and accepts new challenges. Participates in learning and development activities. (Overall Rating for Category) Additional criteria and/or comments: FOR SUPERVISORS AND MANAGERS ONLY - CORE PERFORMANCE CATEGORIES/KEY RESULT AREAS AND CRITERIA 4. COMMITMENT TO QUALITY Sets and monitors appropriate unit standards for the delivery of quality service in terms of accuracy, timelines, reliability and consistency. Monitors and reacts appropriately to issues relating to Customer Satisfaction/ Customer Relations for internal as well as external customers. Encourages and supports unit/staff efforts to improve the quality of programs, services, methods, procedures, systems etc in support of improved service quality delivery. RATING (Overall Rating for Category) Additional criteria and/or comments: AdminPerf Review7/01 4
5 5. PERFORMANCE MANAGEMENT AND STAFF DEVELOPMENT Establishes and clearly communicates realistic performance expectations to staff, which support the College s mission and strategic plan and the unit mission and operational plans. Encourages staff to seek and utilize feedback from multiple sources. Uses coaching and regular feedback effectively to improve performance, foster staff development; create change. Documents agreed upon goals, objectives, achievements, problems and concerns. Follows a policy of progressive discipline. Conducts effective and timely performance evaluations. Identifies performance improvement needs and supports employee learning and professional development. Recognizes employee s contributions and successful performance. (Overall Rating for Category) Additional criteria and/or comments: AdminPerf Review7/01 5
6 SECTION III: OVERALL PERFORMANCE REVIEW Use the scale below to provide an overall evaluation of the employee s performance during this review period. Please summarize the performance and make additional comments in the space below. NOTE: Specific explanation must be provided for any rating of or and specific recommendations for improved performance must be made for any rating of or. Overall Rating: Comments: Attach Additional Sheets as Required SECTION IV: PROFESSIONAL DEVELOPMENT AND/OR PERFORMANCE IMPROVEMENT PLAN Describe the coaching, training or development activities that would help improve performance in any performance category, promote learning and job growth, and/or enhance career development. Attach Additional Sheets as Required AdminPerf Review7/01 6
7 SECTION V: EMPLOYEE COMMENTS The employee may make any comments here regarding the above review and goals and/or work priorities for the next performance review period. (Attach additional pages as desired to fully comment) SECTION VI: COMMENTS OF LINE EXECUTIVE The Line Executive may comment here if knowledgeable regarding the performance of the staff member being reviewed. SECTION VII: SIGNATURES Signatures: I have read and discussed this review with my supervisor and I understand its contents. My signature does not necessarily imply that I agree with the review or its contents. Employee s Signature Date Immediate Supervisor s Signature Date Line Executive Date The Performance Plan for this staff member will be completed by ; is attached. Supervisor s Signature Date AdminPerf Review7/01 7
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