Nicholls State University - Unclassified Staff Advisory Council » Unclassified Performance Review Draft 1

Unclassified Performance Review Draft 1

NICHOLLS STATE UNIVERSITY

UNCLASSIFIED STAFF

PERFORMANCE EVALUATION FORM

Name _________________________________

Position Title___________________________

Date __________________________________

For each of the factors listed below, check the number that most closely represents your overall judgment of the employee named above using the following scale:

O = Excellent/Outstanding	NI = Needs Improvement
VG = Very Good/Above Average	U = Unsatisfactory/Does Not Meet Standards
S = Satisfactory	NA = Not Applicable

Definitions for Performance Ratings:

O = Excellent/Outstanding – This person exceeds goals and responsibilities of position and is recognized as an expert in his/her field; exhibiting exceptional knowledge of the job. Employee consistently exceeds accomplishing 100% of goals and objectives. Establishes new goals and responsibilities for the position and accomplishes these objectives. Employee practically requires no direction and supervision. This rating should be reserved for unusually exceptional performers.

VG = Very Good/Above Average – Performance is consistently high. Employee consistently performs 100% or more in meeting goals and objectives. The employee requires minimal supervision.

S = Satisfactory – Performance is usually satisfactory. Employee meets most of the requirements of the position. This employee accomplishes 70% – 90% of goals and responsibilities. Supervisory time tends to be excessive especially defining and/or assisting employee on work assignments. The supervisor still needs to provide direction in the establishment of goals.

NI = Needs Improvement – Barely meets minimum standards, but employee shows potential for improvement. An employee at this level accomplishes 50% – 70% of goals and responsibilities. A high amount of supervision is required. A development plan should be worked out and followed with performance reviews periodically.

U = Unsatisfactory/Does Not Meet Standards – Performance does not meet minimum standards of position. Constant supervision and guidance is needed for an employee in this category. A performance improvement plan should be developed for this employee. Performance must improve based on the plan. A lack of performance improvement should result in the commencement of dismissal procedures.

1. QUALITY OF WORK PRODUCT – The quality of work produced by the employee:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Uses experience and training to achieve exceptional results; produces work that is thorough; pays attention to detail; work is accurate and neat; he/she demonstrates understanding of how his/her work contributes to overall success. Develops goals and objectives and monitors progress regularly.

Lower: Fails to achieve desired results; has to redo work.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U

Comments:

________________________________________________________________________________

________________________________________________________________________________

2. QUANTITY OF WORK PRODUCT- The quantity of work produced by the employee

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Completes full amount of work on time. Makes decisions/solves problems in a timely and effective manner. Adapts quickly to new priorities and demonstrates ability to handle situations concurrently with relative ease. Maintains a high standard of accuracy and completeness.

Lower: Works too slowly, wastes time while at work.

PERFORMANCE COMMENTS: Mark an “X” below

O	VG	S	NI	U

Rating

Comments:

________________________________________________________________________________

3. DEPENDABILITY – Being where he/she should be and doing what he/she is supposed to do:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Can be counted on to take care of work-related commitments; gives extra effort when needed; can be counted on to do what is expected even when not being watched; reports on time, as scheduled; makes sure duties are covered when absent. Reviews current practices, initiates and plans for improvement.

Lower: Misses deadlines; spends too much time on personal phone calls; forgets meetings or other responsibilities; creates a problem with tardiness; asks to leave when he/she is needed at work or with little or no advanced notice.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U

Comments:

4. COOPERATIVENESS – Working with people:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Offers help to co-workers when needed or when own work is complete; works well as part of a team; follows instructions without unreasonable complaining or arguing; participates openly in investigations when required. Accepts and applies constructive criticism; changes routines to meet new needs, changing conditions, or unexpected problems; looks for ways to learn new job skills. Observes high standard of confidentiality and discretion when dealing with personal or sensitive issues.

Lower: Gets involved in workplace gossip or unproductive conflict with others; fights with others; is abrupt or rude with co-workers or supervisors; ignores or puts down other people’s ideas and/or contributions. Complains excessively about or resists changes; does not demonstrate effort or ability to learn about changes in technology, job responsibilities, work priorities, or work methods.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U

Comments:

____________________________________________________________________________

_________________________________________________________________________

5. COMMUNICATION – Giving and receiving information:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Listens carefully and asks questions when needed; shows that he/she understands important concepts and documents; communicates clearly when speaking or writing; delivers accurate messages in a timely fashion; makes excellent oral presentations; uses appropriate communication tools for the situation; calls meetings as needed. Adheres to established institutional lines of communication reflected in chain of command. Demonstrates loyalty to the University in expressions to the external community concerning internal matters.

Lower: Withholds information; gives incomplete information; uses incorrect grammar, punctuation, or spelling when accuracy is important; does not listen; uses meeting time poorly.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U

Comments:

6. DAILY DECISION-MAKING / PROBLEM-SOLVING – Thinking on the job:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Uses good judgment about what should be done and when it should be done. Solves problems independently but seeks help from the right source when that is appropriate; acts promptly to resolve or report rule violations or threats to workplace safety and security; looks for better ways of doing things if appropriate; considers ideas from various sources and chooses the one best solution.

Lower: He/she needs help or direction from a supervisor for routine, basic tasks; fails to make decisions within the appropriate time frame; makes decisions without needed analysis.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U

Comments:

7. SERVICE TO STUDENTS/CUSTOMERS – Providing effective and courteous service:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Shows courtesy to all; listens carefully to clients to understand their individual needs; identifies needs of clients correctly; he/she gets appropriate help for a client both within and outside of own work area; follows up to be sure client’s needs are met. Annually assesses Student/Customer satisfaction levels and makes appropriate departmental adjustments where needed or necessary. Is actively involved in students’/customers’ development in ways pertinent to specific area(s) of responsibility.

Lower: Must be prodded or contacted more than once by the client before he/she delivers services or products; provides inaccurate information; does not give clients enough information. Does not recognize students/customers as primary concern.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U

Comments:

ADDITIONAL PERFORMANCE FACTORS: MAY OR MAY NOT APPLY TO ALL JOBS:

8. PROJECT PLANNING AND IMPLEMENTATION – Creating and successfully following through with projects (such as special goals, activities, or large assignments):

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Anticipates long-range challenges and opportunities; sets specific goals and priorities; designs realistic work methods and timetables for achieving project goals; keeps track of progress toward goals and adapts as needed. Keeps appropriate administrators informed of the progress and/or needs in his/her area(s) of responsibility.

Lower: Completes long-range projects late or over budget; fails to complete projects; creates crisis due to poor planning; procrastinates.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U	N/A

Comments:

_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

9. WORK GROUP MANAGEMENT AND LEADERSHIP – Directing the activity of subordinates:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Plans and assigns work effectively and fairly; sets realistic but challenging work goals; gives subordinates the resources, guidance, and training opportunities needed to perform at their best; achieves results through the high quality and quantity of work group’s efforts; leads a work group that contributes to the achievement of organizational goals; recommends corrective action and/or discipline when appropriate. Encourages the professional development of subordinates.

Lower: Shows favoritism; gives rewards and punishment inconsistently; delays or neglects corrective action especially in cases of discipline problems; leads a work group that gets many complaints.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U	N/A

Comments:

________________________________________________________________________________

10. PERFORMANCE PLANNING AND REVIEW – Counseling and rating:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Communicates performance expectations clearly; conducts thorough and timely performance planning sessions with subordinates; documents subordinates’ job performance and provides helpful feedback throughout the performance period; avoids rating errors and biases. Provides equal treatment to all University employees and maintains consistency in granting of special requests.

Lower: Misses deadlines for performance planning session or submitting performance rating forms to the Human Resources office; sets easier expectations for people he/she likes; allows personal feelings toward employee to affect level of rating selected; neglects performance log throughout the year.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U	N/A

Comments:

11. BUDGET AND COST ADMINISTRATION – Managing cost and people:

PERFORMANCE EXPECTATIONS:

Examples of performance comments for different rating levels:

Higher: Efficiently controls cost, manages budgets and allocated funds in a timely and within budget manner. When unexpected expenses arise due to unforeseen causes, communication with appropriate personnel is handled in a timely manner. Regularly maintains appropriate departmental and budget documentation.

Lower: Misses deadlines for administrative matters related to budgets. Does not effectively manage and monitor budgets. Consistently is over budget with no timely and/or reasonable reason.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U	N/A

Comments:

12. OVERALL PERFORMANCE RATING – CONSIDER ALL FACTORS

Higher: This person exceeds goals and responsibilities of position and is recognized as an expert in his/her field; exhibiting exceptional knowledge of the job. Employee consistently exceeds accomplishing 100% of goals and objectives. Establishes new goals and responsibilities for the position and accomplishes these objectives. Employee practically requires no direction and supervision. This rating should be reserved for unusually exceptional performers.

Lower: Performance does not meet minimum standards of position. Constant supervision and guidance is needed for an employee in this category. A performance improvement plan should be developed for this employee. Performance must improve based on the plan. A lack of performance improvement should result in the commencement of dismissal procedures.

PERFORMANCE COMMENTS: Mark an “X” below

Rating

O	VG	S	NI	U	N/A

Comments;

Goals and Strategies

It is recommended that a minimum of two goals be discussed, set, and reviewed. Please feel free to use the back of the sheet or attach another sheet, if necessary.

Goal No. 1

Strategy/Assessment:

Resources:

Are any additional resources required to implement the proposed development? If so, what, and at what cost?

Goal No. 2

Strategy/Assessment:

____________________________________________________________________________

Resources

Are any additional resources required to implement the proposed development? If so, what, and at what cost?

____________________________________________________________________________

Goal No. 3

Strategy/Assessment:

____________________________________________________________________________

Resources

Are any additional resources required to implement the proposed development? If so, what, and at what cost?

____________________________________________________________________________

Comments

I have read and discussed my performance standards with my supervisor and wish to place on record the following comments:

____________________________________________________________________________

Signature Date

EMPLOYEE’S STATEMENT: I have had this evaluation discussed with me and have a copy of it. I understand that my signature does not imply agreement with the rating and I may note any disagreements below.

____________________________________________________________________________

Signature Date

RATING SUPERVISOR’S STATEMENT: I have personally prepared this performance appraisal rating and discussed the rating with the employee. I have provided documentation to support any factor rated “Needs Improvement” or “Poor.”

____________________________________________________________________________

Signature Date