PERFORMANCE APPRAISAL REVIEW
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1 PERFORMANCE APPRAISAL REVIEW Objectives, Factors and Standards Format EMPLOYEE INFORMATION EMPLOYEE NAME JOB TITLE DEPARTMENT Employee ID # TYPE OF REVIEW Mid-probation End of Probation PERIOD COVERED BY THIS APPRAISAL FROM Annual Other TO SUPERVISOR S NAME RATING SCALE : : : : : Unique and exceptional accomplishments Clearly and consistently above what is required Consistently meets the requirements of the job in all aspects Sometimes acceptable, but not consistent Does not meet the minimum requirements of the job
2 EMPLOYEE OBJECTIVES FOR PAST REVIEW PERIOD In the space provided, specify objectives and success indicators from the previous review period and consider to what extent they were achieved or fulfilled. Mark the appropriate rating with an x. Explain any change to objectives that occurred during the year and make sure you identify all factors that caused the goal to be met or not to be met. Objective #1: Objective #2: Objective #3:
3 EMPLOYEE PERFORMANCE FACTORS Use this section to describe employee performance on specific factors. In the space provided, mark the appropriate rating with an "x" and provide comments as needed. Dependability: Meets commitments Works independently Accepts accountability Handles change Stays focused under pressure Meets attendance requirements Communication: Listens effectively Responds clearly and directly Seeks to clarify and confirm the accuracy of their understanding of unfamiliar or vague terms Makes oral and written communication clear and easy to understand Job Knowledge: Understands job duties and responsibilities Has necessary job skills and knowledge Has technical skills, knowledge Understands, operates equipment Understands and promotes department mission and values Keeps current with new developments Problem Solving: Anticipates and prevents problems Defines problems, identifies root cause Overcomes obstacles Generates alternative solutions Helps solve team problems
4 Productivity: Manages a fair work load Takes on additional responsibilities as needed Manages priorities Develops and follows work procedures Manages time well Handles information flow Quality: Is attentive to detail and accuracy Actively supports quality standards Makes continuous improvements Monitors quality levels Owns and acts on quality problems Teamwork: Contributes to team projects Exchanges ideas, opinions Helps prevent, resolve conflicts Works with other departments Develops positive working relationships Is flexible and open-minded Promotes mutual respect Planning and Organizing Effectiveness: Develops realistic plans Balances short and long-term goals Aligns plans with department/university goals Plans for and manages resources Creates contingency plans Coordinates and cooperates with others
5 PERFORMANCE SUMMARY When providing comments consider the employee's performance against objectives, key factors from the Employee Performance section above, and strengths/potential improvements. OVERALL RATING OBJECTIVES FOR UPCOMING REVIEW PERIOD Use the following section to record major accountabilities and goals for the next review period. In the space provided, specify the objectives and success indicators and describe how to measure whether they are achieved. Objective #1: Objective #2: Objective #3:
6 Performance Plan: Identify specific actions/behaviors the employee needs to start doing, stop doing, and/or continue doing in the upcoming performance period. EMPLOYEE COMMENTS Use the following space to make any comments regarding the above appraisal and/or objectives for the next appraisal period. SIGNATURES Employee Signature Date (Your signature does not necessarily signify your agreement with the appraisal; it simply means that the appraisal has been discussed with you). Appraiser s Signature Date Dept./Div. Signature Date Return the original or a copy of the completed Performance Appraisal to: ON-CAMPUS OFF-CAMPUS ADDRESS Business Office or Business Office UA South 1140 N Colombo Ave Sierra Vista AZ Objectives, Factors and Standards Format
7 Supplemental Factors for Supervisory Staff Members Employee Name: Employee ID (EID): Title: Department: I. Leadership Ability to give direction without conflict; ability to motivate employees to accomplish goals. II. Scheduling Planning work distribution among employees; efficient utilization of available staff. III. Judgment Ability to analyze problems or procedures, evaluate alternatives, and select best course of action; use of logic and common sense in decision making.
8 IV. Staff Relations A. Shows fairness and impartiality in interactions; is interested in employee welfare; elicits staff input where feasible; responds to staff suggestions and complaints in a serious, sensitive, and timely manner, facilitates staff adaptability; is knowledgeable about and in compliance with the University s Equal Opportunity and Affirmative Action policies and plans. B. Anticipates staff problems and takes preventive measures; resolves disputes among employees, handles corrective discipline and employee grievances. V. Staff Development Exhibits effective training skills and prepares training plans; encourages and supports staff participation in job related activities; promotes career growth. VI. Performance Appraisal Prepares thorough and objective annual appraisals, provides informal performance feedback on a regular basis acknowledges good performance and discusses performance problems.
9 VII. Cost Effectiveness Seeks best use of materials, equipment, and staff to maximize efficiency and effectiveness. VIII. Commitment to Diversity Demonstrates a commitment to diversity in recruitment, hiring and management of people. Welcomes, values and engages people of heterogeneous backgrounds, perspectives and experiences. Is committed to building a departmental/collegial community in which people feel included, understood, and appreciated.
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