Performance Planning and Development Annual Review Form
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- Duane Briggs
- 6 years ago
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1 Use the tab key to move the cursor to gray areas and tables will automatically expand as information is entered. To access this form electronically, go to: Employee Name Banner ID # Classification School/College/Division Department ACCOMPLISHMENTS OF POSITION DUTIES, TASKS, AND RESPONSIBILITIES LIST DUTIES AND RESPONSIBILITIES IN ORDER OF PRIORITY. DOCUMENT EVALUATIONS BY PROVIDING COMMENTS ON PERFORMANCE WHICH BRIEFLY DESCRIBE THE ACCOMPLISHMENTS AND JUSTIFY THE LEVEL OF EVALUATION. MAJOR DUTIES AND RESPONSIBILITIES (To be completed by employee) This list should not be considered a complete description of all employee s duties and responsibilities. LEVEL OF PERFORMANCE (To be completed by supervisor) Indicate one of these ratings for each duty and responsibility: U LS FS E O (defined on last page) COMMENTS ON PERFORMANCE (To be completed by supervisor) Should consist of a statement indicating results achieved; also may consist of comments indicating the employee s proficiency with job related skills OTHER CONTRIBUTIONS List contributions made by the employee or assets possessed by the employee in addition to those described above. 4128A (05/04) 1
2 Some of the following factors may not apply to all positions. When that is the case, check N/A. If N/A is not provided, the factor MUST be evaluated. For each defined element of job performance, place a mark within the appropriate appraisal rating box. The appraisal of each element of job performance should be followed by comments explaining the rating and recommending specific areas of improvement or development if necessary. JOB/ORGANIZATIONAL KNOWLEDGE: Application of appropriate technical and procedural knowledge; understanding of facts and information related to or assignments, including department and University policies; degree of tec hnical competence and demonstration of appropriate level of knowledge in specific field or discipline. Unable to handle some job tasks Satisfactory knowledge of job functions Handles new tasks with ease. Able to adapt knowledge to complex problems PLANNING AND ORGANIZING: Setting objectives; establishing priorities; developing plans; arranging work schedules; meeting deadlines; anticipating problems; adapting to changes and using resources effectively; plan long and short range objectives; define goals and procedures; delegate work; follow -up to ensure work is completed. Can plan routine tasks only Plans/prioritizes full range of required tasks Plans/prioritizes with an emphasis on flexibility Planning shows anticipation of potential problems PROBLEM ANALYSIS AND DECISION MAKING (Analytical abilities and judgment): Understanding factors and developing sound, practical and workable solutions; recognizing when a decision is necessary; asking for input; making decisions and providing information and feedback in a timely manner; accepting responsibility; facilitate problem resolution; willingness to make necessary and immediate decisions given incomplete information. Decisions reflect basic analytical skills only Decisions reflect full understanding of unit needs Recognizes need for and performs additional investigation to sol ve problems Decisions show in-depth analysis and understanding HUMAN RELATIONS: Interacts effectively and maintains positive relationships with peers, subordinates, and customers; builds teamwork; motivates and inspires others; cooperates with persons outside of the department; willingly accepts instructions and assignments; assists others to accomplish work group objectives; develops confidence; uses positive reinforcement; treats people with respect. Consistently rude to others. Frequent complaints from customers, co-workers, external clients, etc. Fails to respond to needs of customers, employees, external clients, etc. An uncooperative working partner or team member. Makes little or no effort to provide good service Provides prompt and effective service to customers and/or employees, external clients, etc. Cooperative, polite, and congenial at all times Frequently goes beyond performance standards to provide service and maintain relationships Consistently exceeds requirements to anticipate the needs of customers and/or employees. Works harmoniously with others and is an example to all COMMUNICATION SKILLS: Display of oral and/or written communication skills required by job; ability to listen and understand information; present information in a clear and concise manner. Information and ideas are consistently poorly organized and difficult to follow. Poor communication has created serious misunderstandings Oral and written communications are frequently unclear and disorganized and/or contain grammatical and structural errors. May fail to communicate information on a timely basis Can summarize data and/or ideas into understandable thoughts in oral and written form to meet position requirements. Actively listens when communicating with others. Usually uses appropriate sentence structure, grammar, spelling, and punctuation. Writes effective complete documentation Communications are effective, well organized, clear, and concise. Orally presents information in an articulate and convincing manner. Grammar, spelling, punctuation, and vocabulary are consistently correct. Communications are exceptionally effective, timely, well organized, articulate, concise, and appropriate. Meetings and/or presentations are well organized, professionally executed, and highly effective 4128A (05/04) 2
3 Performance Planning and Development QUALITY OF WORK: Accuracy, thoroughness, and efficiency of work regardless of volume; ability to meet standards of quality. Performs only minimally acceptable work Assignments are complete and thorough Work shows high quality and expertise Consistently thorough and documented beyond what is required PRODUCTIVITY/ACCOMPLISHMENT: Accuracy, thoroughness, and general effectiveness of regularly produced work; may include speed and consistency of output and volume of acceptable work. Insufficient for most situations Does less than is expected; work is not thorough or well thought out Work is complete; work is regularly produced at an acceptable level Consistently produces work which more than meets normal job requirements Generates thorough and well documented work; work far exceeds established requirements DEPENDABILITY: Attendance (disregarding FMLA protected absence) and punctuality; reliability; meets established schedules and deadlines, including assigned work hours; demonstrates commitment to department and University goals; attends to detail; follows-up on progress of work; follows instructions and appropriate procedures; fulfills responsibilities; maintains confidentiality as appropriate. Sometimes unreliable; does not respond in a timely manner to requests; requires more than normal supervision Reliable; responds quickly to requests; fulfills responsibility; needs only expected levels of supervision Very reliable; typically makes sound decisions; very resourceful; acts independently; requires little supervision Extremely reliable; consistently makes sound decisions; makes creative contributions; justifies utmost confidence; works independently PROFESSIONAL DEVELOPMENT: Learns appropriate new work-related skills and procedures; works to develop professionally, growing in professional skills and knowledge. Does not develop professionally Works toward professional development to some degree Works to develop professionally; continues to learn and grow Works to develop professionally to a considerable degree; typically seeks out new opportunities to learn appropriate new work related skills and procedures Works to develop professionally to a very high degree; continually challenging self to advance professional skills and knowledge; researches new learning sources and tools N/A SUPERVISION AND DEVELOPMENT OF EMPLOYEES: Trains, guides, and assists employees; appraises and reviews performance of supervised employees in a timely, fair, and appropriate manner; motivates employees to perform effectively; recognizes and encourages employee development; maintains appropriate standards of performance; resolves personnel-related problems and issues in a timely and effective manner. Fails to counsel and praise staff relative to performance; fails to follow-up and correct staff errors Involved with staff only when necessary; may fail to follow-up and document employee performance; provides sporadic and ineffective training and counseling of staff Actions show interest in subordinates; ensures training and appropriate cross training of staff; follows-up and document employee performance; provides praise and critical feedback; schedules assignments according to staff abilities and time constraints Motivates staff; develops specific procedures and formalized training methods including regular follow-up training; has developed performance standards; provides timely coaching and counseling with supportive documentation; adjusts staff schedules when needs and priorities change to effectively utilize resources Successful with staff development and team building; develops the skills of all staff on a timely basis; effective coaching and counseling has led to performance improvements; provides effective, innovative training methods; consistently redistributes work and keeps staff functioning smoothly at peak performance levels 4128A (05/04) 3
4 N/A FISCAL MANAGEMENT: Prepare and/or maintain and operate within budget by controlling costs and keeping within prescribed limits; budgeting exhibits planning, flexibility, and responsibility given budgetary constraints. Record, analyze, monitor, develop, correct, and/or approve transactions, budgets and proposals in compliance with established policy and procedure. Fails to consistently operate within budgetary constraints; record, analyze, monitor, develop, correct, and/or approve transactions, budgets and proposals in compliance with established policy and procedure Consistently operates within budgetary constraints; records, proposals and transactions are current and in compliance with policy and procedure Budgets for new projects and basic operation in a cost effective and consistent manner; analysis and evaluation reflect complete understanding and command of the process including the non-routine Budgeting shows exceptional planning, flexibility, and responsibility; actions are effective, accurate and indicate anticipation of future trends and difficulties N/A INITIATIVE AND CREATIVITY: Resourceful to deviate from the routine; self-starter; develops and implements new methods, procedures, solutions, concepts, designs and/or applications of existing designs or procedures; accepts additional challenges and willingly assists others; selfreliant; demonstrates imagination, originality, and self-motivation; makes innovative and/or productive contributions; responds to changing requirements and meeting changing technical business needs; flexibility and adaptability. and situations Needs detailed instructions to handle tasks; makes some effort to change if directed Assists in generating new approaches; responds well to change Self-starter in developing new ideas; resourceful in improving work methods Ideas display innovation, resourcefulness and imagination in improving work methods N/A AFFIRMATIVE ACTION AND EEO COMPLIANCE: Meets affirmative action responsibilities by monitoring unit employment practices to support the University efforts in meeting its diversity goals and ensure compliance with the law and University policy; supports, enforces and adheres to the University s policies for non-discrimination and a harassment free workplace. Consistently fails to meet responsibilities; repeated non-compliance with University policy Unable to fully meet responsibilities; requires frequent assistance and direction in meeting goals and observing University policy Meets responsibilities; participates in goals setting; willingly and consistently in compliance with University policy Actively organizes, plans and develops goals; knows and correctly applies University policy; consistently seeks additional information and knowledge Takes initiative in setting and meeting goals; develops new approaches, and generates new ideas in meeting goals and observing University policy; consistently recognizes and responds to situations that affect goal attainment 4128A (05/04) 4
5 OVERALL PERFORMANCE RATING Evaluate the employee s overall level of performance in the accomplishment of major duties and responsibilities, other contributions, quality of service, and other job related performance factors. An overall performance rating of or MUST be supported with a written attached justification. Employee has had a reasonable period of time (initiated by a documented evaluation of Less than Satisfactory) to improve performance. Employee continues to fail to accomplish assigned position duties and/or continues to use job-related skills in an inadequate manner. Upon consultation with appropriate Human Resources or labor Relations representative, the employee will either be demoted or terminated. Overall performance indicates the employee fails to accomplish assigned position duties and/or uses job-related skills in an inadequate manner; requires an inordinate amount of direct supervision in order to produce work of acceptable quality and quantity. The employee may possess the talent to earn a higher rating if special training and coaching is given or if the employee is transferred to another more suitable position Overall performance is characterized by acceptable quality and quantity of work in accomplishment of position duties; uses job related skills in an acceptable manner; requires a degree of supervision that is typical for the position Overall performance is characterized by high quality and quantity of work in the accomplishment of position duties; uses job-related skills in more than acceptable manner; requires a degree of supervision that is somewhat less than typical for the position. Overall performance is characterized by exceptionally high quality and quantity of work in accomplishment of position duties; assumes responsibilities which are beyond the position requirements; uses job-related skills in an exceptional manner; requires substantially less supervision than typical for the position. 4128A (05/04) 5
6 Employee Development Plan Form Employee Deve lopment Plan: Identify and schedule appropriate classes and/or professional associations, conferences, on the job training, work experience and other developmental resources. Professional and Personal Development (Complete at Beginning of Performance Year) Actual Progress (Complete Throughout Performance Year) Employee Signature: Date: (Copy given to employee) Supervisor Signature: Date: (Copy given to supervisor) 4128A (05/04) 6
7 SIGNATURES: Performance Planning and Development Completed by Immediate Supervisor Date 1 st Level Reviewer Date Employee comments (optional may include discussion of professional development plans and objectives): Employee s Signature Date Your signature does not necessarily mean that you agree with this review; it is only to acknowledge that your supervisor has met and reviewed it with you. I WISH TO REVIEW MY OVERALL RATING FURTHER Check box if employee significantly disagrees (feels there is a one level or greater rating discrepancy) with the overall rating. If box is checked, employee must complete comments section and include additional supporting documentation. The review materials will be forwarded to the 1 st Level Reviewer for rating consideration. 1 st Level Reviewer may take actions to arrange to resolve rating discrepancy and respond back to employee. Employee Signature Date 1 st Level Reviewer should check the appropriate box and sign to acknowledge that the performance appraisal document was received for further rating consideration. Reviewed document is to be returned to employee and immediate supervisor. Reviewed and Re -affirmed Further Action Necessary 1 st Level Reviewer Signature Date 4128A (05/04) 7
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