Performance Standards
Introduction
These standards are intended to serve as a guide for supervisors to assist them in maintaining consistency in the evaluation of employees. Each supervisor should discuss these standards with each employee in relation to the job responsibilities for that individual to determine the focus of
the position. The overall evaluation should support or be consistent with individual ratings and the job focus. There may be aspects listed on the performance evaluation form which are not applicable to every employee. For a rating of "outstanding" to be appropriate, the employee must also demonstrate those qualities noted under "meets expectations" and "exceeds expectations".
TECHNICAL SKILLS - EFFECTIVENESS WITH WHICH THE EMPLOYEE APPLIES JOB KNOWLEDGE AND SKILL TO JOB ASSIGNMENTS.
JOB KNOWLEDGE:
(U) Fails to demonstrate a working knowledge of and competency
in the skills and duties required to perform job functions
effectively. Makes little effort to obtain new/current
information.
(IN) Demonstrates insufficient knowledge of and competency in
the skills and duties required to perform job functions
effectively. Knowledge and skills are weak and require
strengthening. Needs additional work or effort to meet job
needs.
(ME) Demonstrates a working knowledge of and competency in the
skills and duties described in the job description. The term
competency implies knowledge of terminology in the field/subject
and being able to perform all job functions. Integrates
individual job components with a clear understanding of how each
relates to the whole job. Keeps current in the working field and
exhibits evidence of some continuing effort to increase
knowledge. Applies knowledge in a consistent and reliable manner.
Demonstrates a general overall knowledge of the workings of the
organization and, when appropriate, other units on campus.
(EE) Demonstrates initiative to augment and improve skills,
knowledge and abilities applicable to the job through external
training and education. Demonstrates initiative in sharing new
information with team members.
(O) Exhibits expertise, superior job knowledge, and outstanding
skills in even the most difficult aspects of the job.
ANALYZES PROBLEMS:
(U) Fails to demonstrate ability to recognize problems, gather
information, and propose solutions, identifying possible tools
and resources. Data gathering and analyses are incomplete;
conclusions are illogical or inconsistent with department goals
and objectives; and appropriate alternatives are not proposed.
(IN) Needs prompting to recognize problems, gather information,
propose solutions, and identify possible tools and resources.
Conclusions could be better thought-out, and may result in
unanticipated or negative outcomes.
(ME) Demonstrates ability to recognize problems, gather
information, and propose solutions, identifying possible tools
and resources. Performs analyses to make judgments in an
acceptable manner. Decisions are sound and outcomes are
anticipated.
(EE) Demonstrates initiative and independence in identifying
problems and proposing solutions. Proposes creative and
comprehensive solutions to unusual and complex problems.
(O) Anticipates and proactively deals with new problems and or
contingencies.
PROVIDES SUGGESTIONS FOR WORK IMPROVEMENT:
(U) Expresses disinterest and/or resistance to improving own
and/or unit's work. Any suggestions made are negative in tone.
(IN) Shows little initiative in making suggestions or
recommendations for improving own and/or unit's work.
(ME) Demonstrates knowledge and understanding of own work and
how it relates to unit and/or departmental operations. Makes
thoughtful and valuable suggestions and recommendations for
improving own work and/or unit's work.
(EE) Makes regular and valuable suggestions and recommendations
for improving own and/or unit's work with suggestions for
implementation.
(O) Provides viable, well-thought out suggestions that carry
significant benefit to the department or the University.
EMPLOYS TOOLS OF THE JOB COMPETENTLY:
(U) Does not use appropriate job tools independently,
effectively, or efficiently to complete tasks.
(IN) Does not consistently use appropriate job tools
independently, effectively, and efficiently to complete tasks.
(ME) Regularly uses appropriate job tools to complete tasks. Uses
job tools independently, effectively, and efficiently.
(EE) Exhibits advanced knowledge to use tools in more difficult
and complex applications.
(O) Exhibits complete mastery of tools and shares willingly with
team members.
FOLLOWS PROPER SAFETY PROCEDURES:
(U) Compromises workplace safety by failure to comply with
University safety procedures/criteria. Puts self and others in
potentially hazardous situations.
(IN) Follow safety procedures/criteria inconsistently and
occasionally needs to be reminded about safety procedures.
Judgment about workplace safety is applied unevenly.
(ME) Exercises reasonable judgment to insure that working area is
safe and free from hazards and in compliance with University EH&S
procedures/criteria.
(EE) Suggests improvements to safety procedures.
Participates in safety training.
(O) Participates in emergency task groups to develop the unit's
emergency and safety procedures.
QUALITY OF WORK - MANNER IN WHICH THE EMPLOYEE COMPLETES JOB ASSIGNMENTS
ACCURACY OR PRECISION:
(U) Work consistently contains errors or omissions of
significance.
(IN) Work contains errors or omissions.
(ME) Work and work product is consistently accurate. Errors, or
omissions, if any, are not significant.
(EE) Work is virtually free of errors.
(O) Work is free of errors and omissions even in the most
difficult situations and under the most strenuous time pressures.
THOROUGHNESS/ NEATNESS:
(U) Product needs additional work to be acceptable. Work is
incomplete or messy.
(IN) Work shows lack of attention to detail. Product needs
further revision to provide clear and complete presentation.
(ME) Provides clear and complete presentations of information
and data. Performs work neatly with attention to detail and
proper documentation.
(EE) Anticipates and plans for contingencies and exhibits
precise attention to detail.
(O) Work is consistently neat and thorough showing precise
attention to detail even under the most demanding conditions.
RELIABILITY:
(U) Cannot be relied upon to perform responsibilities in a
consistent, thorough and timely manner. Does not keep supervisor
informed.
(IN) Is occasionally undependable and does not always perform
responsibilities in a consistent, thorough and timely manner.
Supervisor is not always kept informed.
(ME) Is dependable and conscientious. Performs responsibilities
in a consistent, thorough and timely manner. Is fully prepared,
and informs supervisor as problems arise.
(EE) Is exceptionally reliable and trustworthy when given an
assignment. Can be relied upon to handle additional assignments
of special projects with the same consistency, organization and
timeliness as ME.
(O) Frequently completes assignments or projects before
deadlines.
RESPONSIVENESS TO REQUESTS FOR SERVICE:
(U) Does not make an effort to meet customer needs or to answer
questions. Refers calls to others or does not make an effort to
obtain information for assistance. Passes off requests to
others.
(IN) Occasionally fails to respond in a timely manner. Makes
only minimal effort to meet customer needs or obtain information.
(ME) Responds in a timely manner to all requests. Explores all
avenues within authority and makes appropriate referrals to other
sources.
(EE) Makes an extra effort to provide quality customer service.
Constantly seeks new sources of information.
(O) Anticipates customer needs and finds innovative ways to
provide for those needs.
FOLLOW-THROUGH/ FOLLOW-UP:
(U) Fails to follow up to make sure job is completed, problems
resolved, or information is obtained.
(IN) Has difficulty or occasionally fails to follow up on job
responsibilities. Does not always inform supervisor of
difficulties.
(ME) Follows up to make sure job is completed correctly and
in a timely manner. Alerts supervisor when there are impediments
to completion.
(EE) Prioritizes work efficiently and effectively. Anticipates
impediments and follows through to achieve resolution.
(O) Exhibits initiative to proactively track a variety of
complex responsibilities and see them through to effective and
timely completion.
JUDGMENT/ DECISION MAKING:
(U) Makes inappropriate judgments or decisions. Does not take
advantage of assistance of others in decision-making. Makes
decisions that are beyond the scope of job authority.
(IN) Judgments or decisions are sometimes faulty or show lack
of understanding or forethought. Occasionally judgments or
decisions are made that should have been deferred. Outcomes are
occasionally not anticipated.
(ME) Interprets situations correctly. Makes sound and
appropriate judgments and/or decisions and outcomes are
frequently anticipated. Knows when to consult supervisor and when
to ask for help.
(EE) Exercises independent judgment and makes appropriate
decisions within policies. Identifies other options and
consequences of all decisions.
(O) In the most complex and difficult situations, exercises
initiative and independent judgment to interpret the situation
correctly and make sound evaluations as demonstrated by practical
decisions and their results.
INTERPERSONAL SKILLS/TEAMWORK - EFFECTIVENESS OF THE EMPLOYEE'S INTERACTIONS WITH OTHERS
WITH CO-WORKERS, SUPERVISORS, OTHER FACULTY, STAFF, STUDENTS,
AND/OR THE COMMUNITY:
(U) Fails to develop and maintain successful relations with
others. Is unduly critical and/or uncooperative.
(IN) Demonstrates unwillingness to show respect for ideas and
behaviors of others. Does not attempt positive resolution to
shared problems.
(ME) Interacts well with others. Proactively communicates, both
verbally and non-verbally, in a direct, cooperative, tactful,
patient, and courteous manner. Incorporates effective listening
skills. Is diplomatic and strives to be helpful in all
situations, and to provide excellent customer service.
(EE) Anticipates and works to avoid problems before they
arise. Proactively initiates dialogue concerning appropriate
issues. Consistently provides positive input in relationships.
Consistently makes an extra effort to provide assistance.
(O) In the most difficult or challenging situations, exhibits
leadership in finding ways to create positive results.
SHARES INFORMATION WILLINGLY:
(U) Fails to demonstrate a willingness to communicate directly
and openly to identify and solve problems and reach decisions.
Does not share relevant and work related information, skills, and
knowledge with others in an appropriate and timely manner.
(IN) Occasionally fails to demonstrate a willingness to
communicate directly and openly to identify and solve problems
and reach decisions. Occasionally fails to share relevant and
work related information, skills, and knowledge with others in an
appropriate and timely manner.
(ME) Demonstrates openness to and respect for ideas of others.
Communicates directly and openly to identify and solve problems
and reach decisions. Shares relevant and work related
information, skills, and knowledge with others in an appropriate
and timely manner.
(EE) Anticipates information needs. Consistently seeks and
shares additional sources of information.
(O) Regularly and consistently looks for and shares information
that aids others in the performance of their work. Facilitates
and stimulates the sharing of information.
TEAM PARTICIPATION AND CONTRIBUTIONS:
(U) Interacts poorly with other staff/team members and fails
to develop and maintain successful interactions. Does not make
positive contributions to team or attempt to achieve beneficial
solutions to issues of mutual concern.
(IN) Has difficulty interacting well with other staff/team
members. Demonstrates minimal involvement with other staff/team
members to resolve issues of mutual concern. Behavior may be
unresponsive or negative and contributions negligible.
(ME) Interacts well with other staff/team members. Regularly
demonstrates involvement with other staff/team members which is
mutually beneficial. Actively and effectively participates and
contributes in a positive manner. Places team's objectives above
individual agendas. Shares ideas; listens to others; prioritizes
tasks and follows through; does one's share; maintains a positive
attitude. Supports team decisions and goals.
(EE) Promotes teamwork and demonstrates a high level of
involvement with co-workers. Facilitates harmonious working
relationships. Volunteers to lead and/or participate in work
groups and completes tasks. Actively participates in the
development of team goals.
(O) Consistently takes the lead in involving other employees
and in promoting a spirit of mutual support. As a member of the
team, actively motivates others, generates excitement, and
acknowledges individual and team accomplishments.
COMMITMENT TO TEAM SUCCESS:
(U) Undermines team's efforts or ability to meet team's goals
and objectives.
(IN) Does not make positive contributions to meeting team's
goals and objectives.
(ME) Contributes to the development of team's goals and
objectives. Supports goals; shares ideas, information, work, and
progress. Puts team cooperation above personal feelings. Keeps
confidentiality of the group.
(EE) Takes the initiative in promoting the establishment and
maintenance of clearly defined team goals and objectives and the
means of accomplishing them. Encourages others' participation and
success; helps keep team on track; picks up slack.
(O) Assists and motivates others in completion of team goals and
objectives. Sets an example for others to follow and
significantly increases the effectiveness of the team.
COMMUNICATION SKILLS - ABILITY OF THE EMPLOYEE TO EXPRESS HIM/HERSELF APPROPRIATELY
WRITTEN EXPRESSION:
(U) Fails to gather and present pertinent ideas, thoughts, and
information in a logical manner and sequence, using appropriate
language, grammar, punctuation and business style.
(IN) Occasionally fails to gather and present pertinent ideas,
thoughts, and information in a logical manner and sequence, using
appropriate language, grammar, punctuation and business style.
(ME) Gathers and presents pertinent ideas, thoughts, and
information in a logical manner and sequence, using appropriate
language, grammar, punctuation and business style.
(EE) Communicates in a clear, concise and persuasive manner.
Prepares complete, comprehensive, and professional documents.
(O) Demonstrates exceptional skill in written communication.
ORAL EXPRESSION:
(U) Fails to communicate effectively with others. Does not
gather and present pertinent ideas, thoughts, and information,
using appropriate language, grammar, and manner. Does not listen
effectively to reach a clarity of understanding. Does not
respond appropriately to verbal and nonverbal expressions.
(IN) Occasionally has difficulty communicating effectively with
others. Occasionally fails to gather and present pertinent
ideas, thoughts, and information, using appropriate language,
grammar, and manner. Occasionally fails to listen effectively to
reach a clarity of understanding or fails to respond
appropriately to verbal and nonverbal expressions.
(ME) Communicates effectively with others. Gathers and presents
pertinent ideas, thoughts, and information, using appropriate
language, grammar, and manner. Listens well to reach a clarity
of understanding. Observes verbal and nonverbal expressions and
responds appropriately.
(EE) Communicates in a clear, concise and persuasive manner.
Demonstrates ability to direct discussion toward a resolution and
to negotiate and reach acceptable compromises.
(O) Demonstrates exceptional skill in oral communication.
TACT AND DIPLOMACY:
(U) Fails to demonstrate a cooperative, tactful approach when
interacting with others. Does not exercise appropriate discretion
and sensitivity when sharing information and/or fails to observe
confidentiality.
(IN) Occasionally demonstrates lack of consideration, diplomacy,
or tact.
(ME) Demonstrates a cooperative, tactful approach to achieve
effective interactions. Is perceptive of the needs of others and
exercises appropriate discretion and sensitivity when sharing
information. Knows when to share information and when to remain
silent. Observes confidentiality.
(EE) Seeks to direct controversial situations toward resolutions
and negotiates to reach acceptable outcomes, especially in
delicate, frustrating, or tense situations.
(O) Promotes harmony and resolution of problems as they occur.
Finds tactful and diplomatic ways to deal with complex and
difficult problems.
APPROACH TO WORK - CHARACTERISTICS THE EMPLOYEE DEMONSTRATES WHILE PERFORMING JOB ASSIGNMENTS
ACTIVELY SEEKS WAYS TO STREAMLINE PROCESSES:
(U) Demonstrates an unwillingness to review current processes,
seek alternatives if appropriate, and/or suggest new
methods/processes. May undermine others' attempts to do so.
(IN) Takes short cuts without positive results.
(ME) Regularly analyzes current processes, seeks alternatives if
appropriate, and suggests new methods/processes.
(EE) Identifies most viable methods/processes and provides plans
for implementation.
(O) Proposes recommendations that demonstrate both breadth and
depth in masterly of the job.
OPEN TO NEW IDEAS AND APPROACHES:
(U) Opposes new ideas and approaches and seeks to negatively
influence others.
(IN) Resists new ideas and approaches to work. Demonstrates an
unwillingness to proceed once a decision has been made.
(ME) Demonstrates an open mind and positive attitude in reacting
to new ideas and approaches to work. Is willing to engage in new
processes.
(EE) Offers constructive and positive suggestions and exercises
creativity in making and implementing suggestions for
improvement.
(O) Demonstrates enthusiasm and initiate in engaging others to
accept and adopt new ideas and approaches to work.
INITIATIVE:
(U) Demonstrates an unwillingness to go beyond the most routine
tasks. Waits for assignments.
(IN) Requires close supervision for routine activities. Does
not demonstrate initiative in seeking productive use of time.
(ME) Checks with supervisor and acts on issues appropriately.
Proactively initiates and follows through with work projects not
initially assigned by the supervisor but considered necessary to
department or client objectives. Exercises sound judgment with
regard to scope of authority and job duties.
(EE) Demonstrates a proactive and creative approach in seeking
new opportunities and solutions for ways to meet department or
client objectives. Identifies and proposes new methods and
processes to meet department or client needs.
(O) Continuously finds new and better ways of performing job.
PLANNING & ORGANIZATION:
(U) Fails to complete assignments in a timely manner due to poor
planning, organization, or use of resources.
(IN) Does not work independently to effectively use available
resources. Needs prompting to plan, organize, and prioritize
work in order to perform duties in a timely manner.
(ME) Routinely plans, organizes and prioritizes work in order to
perform duties in a timely manner. Uses time, materials, and
resources effectively and efficiently to obtain desired results.
Develops sound contingency plans. Takes into consideration
impact on others in work group.
(EE) Develops an approach to work which effectively uses time,
materials, and resources in a manner which achieves the greatest
results with a minimum of time and effort.
(O) Assists others with planning and organization of work, time,
materials, and resources. May serve as project leader to plan,
organize, and prioritize group assignment(s).
FLEXIBLE/ADAPTABLE:
(U) Is unwilling to assume new and/or different work assignments
or to modify work methods/schedule in concert with changing needs
of department or client.
(IN) Is reluctant to assume new and/or different work
assignments or to modify work methods/schedule in concert with
changing needs of department or client. Needs encouragement to
overcome resistance.
(ME) Demonstrates a willingness to assume new and/or different
work assignments or to modify work methods/schedule in concert
with changing needs of department or client.
(EE) Readily volunteers to assume new and/or different work
assignments as needed.
(O) Exhibits leadership in positively promoting new or changing
work assignments or methods.
FOLLOWS INSTRUCTIONS:
(U) Does not follow instructions and/or follow-up with work
assignments.
(IN) Demonstrates need for repeated instructions and/or follow-up
with work assignments.
(ME) Performs according to written or verbal instructions. Asks
questions if instructions are not clear. Successfully carries
out instructions without supervisory intervention.
(EE) Requires minimal instructions and no supervisory follow-up.
(O) Anticipates needs. Suggests ways to complete tasks more
effectively or efficiently.
CHALLENGES STATUS QUO PROCESSES IN APPROPRIATE WAYS:
(U) Resists or undermines changes to status quo processes.
(IN) Performs tasks as assigned without challenging existing
practices or procedures; or challenges status quo processes in an
inappropriate manner.
(ME) Demonstrates a willingness to seek creative, new, and
different ways to accomplish outcomes and does not limit
solutions or courses of action to established practice.
Recognizes the value of intellectual diversity and reacts to
differences of opinion in a professional and respectful manner.
(EE) Originates and develops constructive ideas. Consistently
looks for ways to modify or change existing methods or processes
to improve outcomes.
(O) Excels in creative thinking and problem solving. Exhibits
leadership in positively promoting challenges to the status quo.
SEEKS ADDITIONAL TRAINING & DEVELOPMENT:
(U) Resists or rejects opportunities for additional training
through job assignments or education.
(IN) Does not avail oneself of additional opportunities for
training through job assignments or education.
(ME) Seeks out training opportunities, with goal of continuous
professional development. Identifies and takes advantage of
pertinent training materials and resources. Seeks to keep skills
and knowledge updated.
(EE) Brings to the attention of supervisor, training and
opportunities/job assignments that would be valuable to the
employee and the team.
(O) Excels at applying acquired skills and information to the
position and team goals. Routinely informs supervisor and
colleagues about what has been learned so others may take
advantage of the information.
ATTENDANCE:
(U) Cannot be relied upon to attend or be on time for work or
meetings. Takes extended breaks or leaves office without
informing others where they are going. Fails to communicate
variations in schedule or obtain prior approvals for leaves.
Abuses leave policies.
(IN) Is occasionally late for work or for scheduled meetings
and/or does not consistently comply with departmental policies
and procedures regarding use of breaks and leave.
(ME) Can be relied upon to be at work and on time according to
assigned work schedule. Complies with departmental policies and
procedures governing use of breaks and leave. Communicates
variations to schedule to appropriate people.
(EE) Considers unit needs when requesting variations to schedule
and/or leaves.
(O) Willingly adjusts work schedule, breaks, and/or leave to
accommodate the needs of co-workers and/or the unit.
QUANTITY OF WORK - EMPLOYEE'S SUCCESS IN PRODUCING THE REQUIRED AMOUNT OF WORK
PRIORITY SETTING:
(U) Shows lack of understanding or poor attention to priorities.
An acceptable amount of work may be completed, but does easiest
or most comfortable work, instead of most important.
(IN) Shows some understanding of priorities, but does not always
complete work in prioritized fashion. Important work
occasionally is missed because of poor planning.
(ME) Effectively establishes task priorities. Selects and
completes work assignments in order of importance.
(EE) Has excellent understanding of job priorities and completes
work accordingly.
(O) Is able to assist others in prioritizing work.
AMOUNT OF WORK COMPLETED:
(U) Fails to produce acceptable volume of work in relation to the
amount of work requiring completion or attention.
(IN) Completes most of the work requiring attention, but volume
is not at acceptable levels. Makes attempts to handle volume,
but falls behind for extraneous reasons.
(ME) Effectively expends energy. Produces acceptable volume of
work in relation to the amount of work requiring completion or
attention.
(EE) Is fast and productive. Quantity of work is consistently
high.
(O) Performs at peak efficiency. Constantly produces more than
is expected.
WORK COMPLETED ON SCHEDULE:
(U) Does not complete work within given or reasonable time
limits.
(IN) Manages time poorly to meet required deadlines.
(ME) Completes work within given or reasonable time limits.
Informs supervisor and affected staff when valid circumstances
cause delays. Notice is given in sufficient time to make
alternative plans.
(EE) Keeps comfortably ahead of work schedule.
(O) Work is always completed ahead of schedule in order to allow
for contingencies. Is able to assist others in meeting their
deadlines.
SUPERVISORY/LEADERSHIP SKILLS - APPLIES ONLY TO EMPLOYEE WHO IS A MANAGER SUPERVISOR, OR LEAD
SUPPORT OF CU DIVERSITY EFFORTS/PROGRAMS:
(U) Demonstrates opposition or resistance to maintaining a
diverse work force through decisions on hiring, promotion,
training, and assignment of work. Does not participate in
appropriate diversity programs and/or discourages employees from
participating in such programs.
(IN) Does not always keep diversity efforts/programs in mind
when hiring, promoting, training, and/or assigning work. Does
not encourage or provide opportunities for employees to
participate in available programs.
(ME) Demonstrates a commitment to maintaining a diverse work
force through decisions on hiring, promoting, training, and
assigning work. Participates in appropriate programs, and
encourages and provides opportunities for employees to
participate in them.
(EE) Promotes and assists in the development of diversity
efforts and programs in the unit.
(O) Demonstrates leadership in the development and
implementation of diversity efforts and programs in the unit.
TRAINS AND DEVELOPS STAFF:
(U) Fails to provide opportunities for job specific training or
for employees' job-related interests. Does not encourage and
support attendance at courses, workshops, and/or conferences.
Fails to allocate staff development time in work schedule and
budget. Makes little or no effort to accurately assess employees'
strengths and delegate effectively.
(IN) Does not consistently provide opportunities for job
specific training or for employees' job-related interests. Does
not consistently encourage and support attendance at courses,
workshops, and/or conferences, nor consistently allocate staff
development time in work schedule and budget. Does not
consistently and accurately assess employees' strengths and
delegate effectively.
(ME) Provides opportunities for job specific training and for
employees' job-related interests. Encourages and supports
attendance at courses, workshops, and/or conferences and
allocates staff development time in work schedule and budget.
Accurately assesses employees' strengths and delegates
effectively.
(EE) Proactively and collaboratively identifies areas for
employees' development. Cultivates strengths of employees.
Displays an ability to turn weaknesses into strengths. Provides
opportunities for cross training within department and gives
proper attention to personnel succession planning.
(O) Excels in selecting and developing talented individuals.
Inspires staff to achieve their fullest potential.
PROPERLY ALIGNS RESPONSIBILITY, ACCOUNTABILITY, AND AUTHORITY:
(U) Responsibilities and priorities are not clearly aligned with
accountability and authority. Resources are not provided to
accomplish work.
(IN) Responsibilities, priorities, accountability, and levels of
authority are unclear or need greater definition. Does not
always provide appropriate resources to accomplish work.
(ME) Clearly defines and aligns responsibilities, priorities,
accountability, and levels of authority. Provides subordinates
with the resources needed to accomplish results.
(EE) Delegates to lowest competent level, while monitoring and
coaching performance and insuring appropriate commitment of
resources to accomplish the work.
(O) Excels in ability to effectively delegate to lowest
competent level. provides exceptional coaching for employees in
order to maximize performance.
EVALUATES STAFF REGULARLY:
(U) Fails to establish clear and meaningful performance
objectives and evaluation criteria. Fails to prepare annual,
formal performance evaluations in writing and discuss these with
employees in an appropriate and timely manner. Fails to
communicate with employees throughout the year concerning work
strengths as well as areas to be improved.
(IN) Does not consistently establish and communicate clear and
meaningful performance objectives and evaluation criteria for
staff. Annual performance evaluations may not be well thought
out or timely. Evaluations may be too harsh or too lenient.
Does not consistently communicate with employees throughout the
year concerning work strengths as well as areas to be improved.
(ME) Establishes clear and meaningful performance objectives and
evaluation criteria. Establishes a regular schedule for annual,
formal performance evaluations. Evaluations are thoughtful,
timely, are done in writing and are discussed with employees.
Communicates with employees throughout the year concerning work
strengths as well as areas to be improved.
(EE) Proactively recognizes and acknowledges employees'
accomplishments Identifies and addresses performance problems
early.
(O) Actively coaches employees, regularly channeling feedback,
both positive and corrective to maximize performance.
FACES PERFORMANCE PROBLEMS SQUARELY:
(U) Does not establish and communicate clear work standards to
employees. Fails to identify and address performance problems
directly and appropriately. Does not give constructive
suggestions to subordinates.
(IN) Does not consistently establish and communicate clear work
standards to employees. Does not consistently identify and
address performance problems directly and appropriately. Does
not consistently give constructive suggestions to subordinates.
(ME) Establishes and communicates clear work standards to
employees and insures that such work standards are met.
Identifies and addresses performance problems directly and
appropriately. Gives constructive suggestions to subordinates.
(EE) Identifies problems early and takes prompt corrective
action. Keeps small situations from becoming big problems.
(O) Minimizes performance problems by creating a positive work
environment that is conducive to good performance.
SUPPORTS RESPONSIBLE RISK TAKING:
(U) Does not provide a work environment that supports risk-
taking. Does not encourage employees to explore new projects or
alternative solutions.
(IN) Encourages minimal risk-taking. Does not consistently
allow time for new projects or provide consistent support for
exploring alternative solutions.
(ME) Encourages and rewards responsible risk taking and creates
a work environment where outcomes, regardless of degree of
success, are dealt with in a positive manner. Is receptive to
new ideas. Encourages and allows employees to explore new
projects and alternative solutions or methods to complete tasks.
Makes time and resources available for new projects and methods.
Meets with employees to provide assistance and to evaluate
progress.
(EE) Promotes an environment conducive to creativity. Taps the
creative potential of the group. Integrates and implements good
conceptual ideas with practical applications. Successfully
develops creative strategies.
(O) Encourages an environment for creative excellence. Excels in
nurturing new ideas. Excels in promoting creative thinking,
problem solving, and experimentation among staff.
CONTROLS COSTS AND MAXIMIZES RESOURCES:
(U) Does not meet budget allocations. Makes poor use of
departmental resources.
(IN) Budget decisions are not always well thought out.
Occasionally needs assistance in use of resources.
(ME) Makes sound, responsible budget decisions and uses resources
effectively.
(EE) Ensures that all expenditures are in the best interests of
the organization.
(O) Excels in controlling costs; maximizing resources of staff,
materials, funds, and time; and eliminating waste.
INSTILLS PRIDE IN PERFORMANCE, SERVICE, INNOVATION, AND QUALITY:
(U) Does not provide a positive work environment for employees
regarding accomplishments or achievements. Makes little or no
effort to impart a need for excellence in performance, service,
innovation, or quality.
(IN) Does not consistently maintain a positive approach to work
or has difficulty in instilling a need for excellence in
performance, service, innovation, or quality to employees.
Provides little in the way of positive feedback to improve
employee sense of accomplishment.
(ME) Maintains a positive approach to work and gives positive
feedback to employees regarding their accomplishments and
achievements. Strives for excellence in performance, service,
innovation, and quality. Demonstrates a sense of pride in the
efforts and accomplishments of the work group.
(EE) Provides positive reinforcements to achieve results. Makes
extra efforts to sincerely praise and meaningfully reward
employees. Achieves success in these areas.
(O) Generates enthusiasm.
SETS HIGH STANDARDS FOR SELF, AS WELL AS OTHERS:
(U) Fails to demonstrate high performance standards for self.
Does not communicate performance standards and expectations to
employees, and/or establishes and communicates standards that are
inappropriate.
(IN) Does not always demonstrate or foster high standards of
performance. Occasionally fails to communicate high performance
standards and expectations to employees.
(ME) Demonstrates commitment to high standards of performance by
exemplifying such standards in own behavior and work.
Establishes and communicates high performance standards and
expectations to employees.
(EE) Interacts with others on a regular basis for the sake of
maintaining high standards of performance and improving upon the performance for all.
(O) Takes a leadership role by demonstrating and promoting high
standards of performance in the unit.
EMPLOYS BROAD INSTITUTIONAL GOALS IN EVALUATING UNIT
EFFECTIVENESS:
(U) Fails to recognize the relationship between the unit's goals
and priorities and those of the organization/institution.
(IN) Occasionally fails to recognize the relationship between the
unit's goals and priorities and those of the
organization/institution.
(ME) Is knowledgeable of broad organizational and institutional
goals and priorities; defines and evaluates unit's
accomplishments within the context of same.
(EE) Regularly evaluates and redefines the unit's goals and
priorities in relation to those of the organization and
institution.
(O) Proactively plans for the future by analyzing and realigning
the unit's goals and priorities in relation to those of the
organization and institution. Sees the big picture.
SUPPORTS USEFUL DEBATE AND DISAGREEMENT:
(U) Fails to demonstrate openness to examine conflicting
opinions when appropriate.
(IN) Occasionally fails to demonstrate openness to examine
conflicting opinions when appropriate.
(ME) Demonstrates openness to examine conflicting opinions when
appropriate.
(EE) Welcomes appropriate debate and disagreement as necessary
for healthy decision making.
(O) Encourages and provides a forum for the appropriate
expression of conflicting opinions and/or for debate of opposing
ideas.
WELCOMES CONSTRUCTIVE CRITICISM:
(U) Demonstrates an unwillingness to hear of consider
constructive criticism and appropriate suggestions and/or fails to respond appropriately.
(IN) Occasionally fails to be open or responsive to constructive
criticism or appropriate suggestions from subordinates.
(ME) Is open and responsive to feedback even when it may be uncomfortable to hear. Takes time to listen to concerns and is responsive to appropriate suggestions.
(EE) Effectively seeks, obtains, and responds to constructive
Feedback.
(O) Turns complaints into opportunities for improvement. Elicits
comments and provides a forum for productive discussions.
FOSTERS RESPECT FOR FACTS, DATA, AND OBJECTIVE ANALYSIS:
(U) Does not grasp need for objective analysis. Does not
convey to employees the need for facts and data, or does not
provide the means to obtain them.
(IN) Occasionally uses objective analysis in decision making.
(ME) Encourages use of facts, data, and objective analysis in
decision and policy-making and sets an example for those
supervised through the use of these tools.
(EE) Promotes regular and effective use of facts, data, and
objective analysis for use in decision- and policy-making.
Provides a positive role model in the use of these tools to
employees.
(O) Makes best possible use of facts, data and objective
analysis for decision making. Assists and trains employees in
the creative use of these tools.
USES ANALYTICAL TOOLS AND MODELS FOR PROCESS IMPROVEMENT:
(U) Does not use analytical tools or models for process
improvements. Does not provide effective examples for employees.
(IN) Does not consistently use analytical tools or models for
process improvements. Does not consistently provide effective
examples for employees to follow.
(ME) Uses analytical tools and models in striving for improved
processes.
(EE) Consistently and effectively uses analytical tools or
models for process improvements. Provides training and
encouragement to staff in their use.
(O) Develops and makes creative use of analytical tools for
process improvements. Provides a role model for other
supervisors and employees in the use of these tools.
USES DATA TO MEASURE OUTCOMES, TRACK QUALITY, AND ENABLE
IMPROVEMENT:
(U) Fails to use data and quantitative measures to assess
outcomes, track quality, and enable improvement.
(IN) Sometimes relies on anecdotal information rather than data
and quantitative measurements to assess outcomes, track quality
and/or enable improvement. As a result, some outcome measures or
assessments of quality/process improvement are not accurate.
(ME) Uses data and quantitative measurements, rather than
anecdotal information, to assess outcomes, track quality, and
enable improvement.
(EE) Effectively analyzes data gathered to make valid and
accurate assessment of outcomes, quality, and to judge where
improvements can be made. Uses assessments to provide well
thought out plans for improvements.
(O) Has a comprehensive and detailed picture of unit's
productivity and level of quality in products/services provided.
Uses data and quantitative measures to judge how changing
conditions will impact the unit's and, possibly, other unit's
work and to assess how to compensate.
SETS SPECIFIC GOALS FOR SIMPLICITY, PRODUCTIVITY, AND PROCESS
IMPROVEMENTS:
(U) Fails to establish clear, attainable written goals and
objectives for the unit. Written goals and objectives do not
support enhancements in process and operations.
(IN) Written goals and objectives occasionally exceed or
underrate the unit's ability to achieve them. Goals and
objectives may not clearly support enhancements in operations.
(ME) Establishes clear, attainable written goals and
objectives which support enhancements in process and operations.
These goals and objectives are distributed and discussed with the
unit.
(EE) Provides an example for employees to model in setting
goals an achieving productivity. Encourages employee
participation in setting goals and identifying potential process
improvements.
(O) Gains maximum productivity from employees.
SUPPORTS EXPERIMENTATION AND BRAINSTORMING THAT LEADS TO
INNOVATION AND LEARNING:
(U) Does not encourage an environment which supports innovation
and continued learning. Does not encourage experimentation and
brainstorming by staff members.
(IN) Does not consistently encourage an environment which
supports innovation and continued learning. Does not
consistently encourage experimentation and brainstorming by staff
members.
(ME) Creates an environment which encourages innovation and
continued learning. Encourages brainstorming and controlled risk-
taking by staff members.
(EE) Actively promotes experimentation and brainstorming that
leads to innovation and learning.
(O) Excels in drawing out the creative potential of the group
and in directing the energy of the group to innovation and
continued learning.
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