Download Exempt Staff - The University of Utah

UNIVERSITY OF UTAH
STUDENT AFFAIRS DIVISION
PERFORMANCE REVIEW
Employee Name
Date
Job Class #
Job Class Title
Student Affairs Agency
Performance Cycle
Supervisor
Title
Reviewer
Title
From
To
PART I. EVALUATION OF MAJOR JOB RESPONSIBILITIES
A. RESPONSIBILITY: Demonstrates a Service Orientation by placing a high priority on the needs and concerns of the student,
prospective student, campus visitor, faculty member, other staff member, etc.
1.
2.
3.
EXPECTATIONS OR OUTCOMES: (As appropriate to specific job)
Demonstrates an understanding that the education of students is our primary mission and that all employees of Student Affairs are
educators.
Actively, sometimes creatively, seeks solution to individual’s problem within the appropriate policies and procedures; identifies
resources, refers students (or others) to appropriate agency, person, or department; minimizes "the run-around."
Greets students or other people promptly and courteously.
4.
Pays attention to the person; asks questions to determine the person’s needs and to check for satisfaction; listens carefully and
empathizes with the person’s concerns.
5.
Understands relevant University policies and procedures and communicates or interprets them clearly and accurately; offers
relevant information, summarizes to check for understanding.
6.
Acts or agrees on a clear course of action and follows through in a timely manner.
7.
Is courteous to students, faculty members, etc., and maintains calm and professional demeanor even when the other person is
upset, frustrated, or angry.
8.
Contributes to a positive campus environment for students, faculty, staff, and visitors.
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
SUPERVISOR: In consultation with the employee, identify up to five additional major job responsibilities assigned to the employee
(B-F). The description of expectations for each responsibility should clearly convey measurable results and observable behaviors.
B. RESPONSIBILITY:
EXPECTATIONS OR OUTCOMES:
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
C. RESPONSIBILITY:
EXPECTATIONS OR OUTCOMES:
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
D. RESPONSIBILITY:
EXPECTATIONS OR OUTCOMES:
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
E. RESPONSIBILITY:
EXPECTATIONS OR OUTCOMES:
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
F. RESPONSIBILITY:
EXPECTATIONS OR OUTCOMES:
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
G. RESPONSIBILITY - DEVELOPMENT OF EMPLOYEES (ALL SUPERVISORY STAFF): - encourages staff to develop
skills related to current and/or future jobs within Students Affairs. Provides opportunities for staff to increase productivity
and/or effectiveness in their current jobs and/or provide the skills or training for logical promotion within Student Affairs. This does
not include education or training that is not related to current position or needs within Student Affairs.
EXPECTATIONS OR OUTCOMES:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
Encourages staff to develop skills related to current and future jobs within Student Affairs.
Gives employees specific examples of behavior demonstrating their strengths and development needs.
Delegates work to provide development opportunities.
Gives employees feedback on their performance immediately when needed, and gives feedback on strengths and
development needs.
Identifies and plans for training and/or development actions.
Cross-trains employees to broaden their experience and develop their potential.
Involves employees in planning their own development.
Encourages employee participation in training or professional development opportunities through the University,
professional organizations, and other resources.
Conducts orientation for new employees and provides other on-the-job training when necessary.
Considers development needs of all employees and establishes priorities.
Offers training to employees in a fair and consistent manner.
Writes development plans for every employee each performance cycle.
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
PART II. PERFORMANCE DIMENSIONS - EXEMPT EMPLOYEES
(SEE DEFINITIONS IN INSTRUCTIONS BOOKLET OR UNDER "xxx")
A.
DIMENSION: Adaptability
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
B.
DIMENSION: Collaboration and Teamwork
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
C.
DIMENSION: Communication
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
D.
DIMENSION: Creativity Innovation
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
E.
DIMENSION: Decisiveness & Judgement
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
F.
DIMENSION: Delegation
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
G.
DIMENSION: Ethics & Integrity
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
H.
DIMENSION: Initiative
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
I.
DIMENSION: Leadership/Influence
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
J.
DIMENSION: Planning & Organizing
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
K.
DIMENSION: Technical/Professional Knowledge
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
L.
DIMENSION: Work Standards/Quality of Work
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
(E) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Provide written explanation if the rating is outstanding or unsatisfactory:
PART III. OVERALL EVALUATION AND COMMENTS
OVERALL EVALUATION OF EMPLOYEE’S PERFORMANCE: The overall evaluation should reflect the
assessment of the employee’s total performance, based upon the foregoing criteria. In making the assessment, consider the
criteria according to the employee’s duties and responsibilities, taking care not to overemphasize one particular criterion.
Supervisor’s summary of the employee’s overall job performance:
(S) ____ Outstanding ____ Highly Effective ____ Effective ____ Needs Improvement ____ Unsatisfactory
Comments:
Supervisor’s Signature
Date
EMPLOYEE’S COMMENTS:
I have met with my supervisor and discussed this performance review. I offer these additional comments on my performance,
accomplishments, and the review process:
Employee’s Signature
Date
REVIEWER:
Reviewer’s Signature
Date
PART IV. IMPROVEMENT AND DEVELOPMENT PLAN
IMPROVEMENT PLAN: In recognition that every employee has a margin for improvement, the supervisor and employee will
jointly decide on an area or areas where the employee can improve his/her performance. Describe the measurable goals for change,
the actions to be taken to improve in each area. This does not include education or training that is not related to current position or
needs within Student Affairs.
Improvement # I
Goals to Improve #1:
Employee Action:
Supervisor Action:
Time line:
Improvement # 2
Goals to Improve #2:
Employee Action:
Supervisor Action:
Time line:
DEVELOPMENT PLAN: List development goals to be accomplished in the next performance cycle.
Goal # I
Employee Action:
Supervisor Action:
Time line:
Goal # 2
Employee Action:
Supervisor Action:
Time line:
Indicate resources or support the employee requires to reach these goals.
Both the employee and supervisor concur with the Improvement and Development Plan presented:
Employee’s Signature
Supervisor’s Signature
Date
__________________________________
Date