ࡱ> ceb +bjbj .Zl 8:$^t {22B 666666R1T1T1T1T1T1T1$3 5x166666x1b6652bbb666R1b6R1b bn-/6 J1[  L./K20{2(.^y6by6/b  Section 4: Performance Categories And Criteria The following performance categories reflect a set of responsibilities and outcomes expected of all professional staff members. NOTE: While each employee is accountable for performance in every category, in some instances certain criteria within a category may not be relevant to particular position descriptions or departments and therefore should not be considered for review. Also, additional criteria not listed here but relevant to a department or a position may be added in the space below. Additional criteria, when used, must be added during the Performance Planning period. RATING SCALE Use the following rating scale to evaluate performance in each of the following categories. Only use one rating for each category. Include comments to support or clarify the rating in the spaces next to each category. In completing the categories, be sure to include information related to the employees job description and planned goals/work priorities for the evaluation period. 5 - The employee has demonstrated consistent mastery and expertise in performance. 4 - The employee has demonstrated consistent proficiency and effectiveness in performance. 3 - The employee has demonstrated competence in performance. 2 - The employee has demonstrated competence in some aspects of performance, but not all. 1 - The employee has not demonstrated competence in performance. Performance Categories with CriteriaNarrative Comments on Job Performance and Goal/Work PrioritiesRatingPerformance categories reflect a set of responsibilities and outcomes expected of all professional staff members. Criteria within each category may be adjusted (added or deleted) to fit particular positions.Describe how the employees performance compares to the job expectations and goals/work priorities, which were developed/clarified and implemented for this evaluation period. Identify the employees strengths in the areas of specific outcomes, skills and abilities to do the job. Identify areas where you see improvement is needed.One rating needs to be assigned to each category below. 1, 2, 3, 4 or 5Focus on Results Accomplishes expected workload and achieves targeted results Performs duties and responsibilities thoroughly and reliably Contributes to the achievement of department or campus goals and priorities Knows and complies with department and/or University policies and procedures FORMTEXT       FORMDROPDOWN Quality Delivers attentive service and responds appropriately to requests for assistance Provides high-quality products, programs, procedures and service; demonstrates commitment to continuous improvement Is resourceful and innovative in his/her work Makes timely and sound job-related decisions FORMTEXT       FORMDROPDOWN Organization Plans, prioritizes, and organizes work appropriately Identifies and utilizes resources effectively and responsibly Identifies and works to solve problems as they arise Is self-directed and works well with minimal supervision FORMTEXT       FORMDROPDOWN Learning and Development Demonstrates flexibility and adapts well to change Accepts responsibility for own actions and continually learns from experiences Demonstrates continuous learning by staying abreast of new developments and acquiring new job-related skills Demonstrates initiative and accepts new challenges FORMTEXT       FORMDROPDOWN Communication Communicates clearly and effectively both orally and in writing Listens actively and responds appropriately Receives and provides constructive feedback Uses appropriate channels of communication to convey and disseminate information and ideas in a timely manner FORMTEXT       FORMDROPDOWN Relationships, Respect and Community Actively participates and contributes as a member of effective work teams Builds cooperative working relationships and contributes to the resolution of workplace conflict Promotes and supports diversity; demonstrates respect for others; accords fair and just treatment to all Contributes to the development of community within the department, or campus FORMTEXT       FORMDROPDOWN Job Specific Competencies Specific job related criteria may be added to this category in order to highlight the competencies needed for the position. Otherwise use the criterion below to rate the employee in this category. Applies specialized knowledge effectively in the performance of job duties  FORMTEXT       FORMTEXT       FORMDROPDOWN  The following three additional categories apply only to persons who are SUPERVISORS OR MANAGERS OF STAFF Do not include the following pages unless used. Performance Categories with CriteriaNarrative Comments on Job Performance and Goal/Work PrioritiesRatingSupervisory Leadership Provides relevant and timely information and fosters open communication Encourages teamwork and group achievement Supports responsible risk taking, creative problem solving and innovative thinking Maintains confidentiality and fosters a respectful work environment Helps resolve workplace conflicts Develops a diverse workforce and promotes an inclusive, harassment free environment for all FORMTEXT       FORMDROPDOWN Organization and Resource Utilization Develops strategic plans and establishes long- and short-range goals Organizes and assigns work to achieve objectives Involves staff actively and appropriately in planning, decision making and problem solving Delegates responsibility and authority to the most suitable level Responsibly manages materials, equipment and staff to maximize efficiency and effectiveness Establishes realistic budget plans and demonstrates fiscal accountability FORMTEXT       FORMDROPDOWN Performance Management Establishes and clearly communicates realistic performance expectations Documents agreed upon goals, objectives, achievements, problems and concerns Encourages staff to seek feedback from multiple sources Uses coaching and regular feedback effectively to improve performance Follows a policy of progressive discipline Conducts effective and timely performance evaluations Identifies performance improvement needs and supports employee learning and development Recognizes employee's contributions and successful performance. 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