Employee Performance Review and Development (Non-Exempt)

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1 Employee Performance Review and Development (Non-Exempt) Employee Name Employment Status: Regular Contingent II Period Covered Date of Review Job Title Division/Department Section/Unit Supervisor Rating Scale: (5) OUTSTANDING: Exemplary performance in that factor; exceptional achievement and contribution to TU. (4) ABOVE STANDARDS: Performance surpasses standards and exceeds normal expectations for the factor. (3) MEETS STANDARDS: Performance consistently meets standards with all aspects of the factor. (2) BELOW STANDARDS: Performance below standards in some important aspects but meets standards in other factors; improvement needed. (1) UNSATISFACTORY: Performance below standards in many factors and in critical aspects of the job; improvement crucial. NOTE: Descriptions listed below are examples for the Meets Standards performance level. 1. CUSTOMER SERVICE Description: Understands and appropriately responds to the needs of internal and external customers; makes special effort in meeting their needs and in building customer satisfaction/relationship. 2. COOPERATION AND TEAMWORK Desc.: Puts the group s success ahead of personal needs; shared information and resources with others; gives timely response to requests made by others; promotes teamwork; exhibits positive attitudes during times of change; takes on new tasks with enthusiasm and energy.

2 3. COMMUNICATION SKILLS Desc.: Speaks clearly and concisely, and using words easily understood; exchanges ideas with others; listens to understand meaning of oral material; writes reports, memos, letters, etc., using appropriate style, format, spelling and grammar; writes in a clear, concise and appropriate manner. 4. ATTENDANCE AND DEPENDABILITY Desc.: Comes to work regularly without excessive absences and maintains assigned work schedules so that assigned tasks are accomplished within the expected time. 5. QUALITY OF PERFORMANCE Desc.: Completes work thoroughly, accurately, neatly and according to specifications; produces output with minimal errors. 6. QUANTITY OF WORK Desc.: Consistently produces a high volume of acceptable work; producing services or output quickly and efficiently. 7. JOB KNOWLEDGE Desc.: Understands job procedures, policies and responsibilities; keeps up-to-date procedurally and technically; acts as a resource person on whom others rely for assistance. 2

3 8. INITIATIVE AND JUDGMENT Description: Demonstrates interest and ability to suggest and develop new ideas and methods; considers degree to which suggestions are sound and used to implement changes. 9. SUPPLEMENTARY PERFORMANCE FACTOR 10. SUPPLEMENTARY PERFORMANCE FACTOR 11. SUPPLEMENTARY PERFORMANCE FACTOR 12. SUPPLEMENTARY PERFORMANCE FACTOR 3

4 Supervisory Performance Factors (only for employees who supervise staff) 13. PLANNING SETTING OBJECTIVES Desc: Establishes appropriate objectives and priorities for the unit, based on strategic goals of the university; communicates objectives and priorities to others; updates objectives as needed. Develops budgets for the strategic goals; monitors status during year. 14. ORGANIZATION AND WORK ALLOCATION - COORDINATION Desc.: Organizes the work flow and relationships among people and functions in the unit; delegates work to make efficient use of resources and to develop people's capabilities; facilitates the flow of information among individuals and groups. Comments on performance 15. STAFFING Desc: Plans and staffs the unit with the appropriate number and skills mix of employees; selects a highly qualified and diverse work force for the unit consistent with the University's policies on equal employment and affirmative action; uses staff creatively to solve staffing shortages. 16. LEADERSHIP AND MOTIVATION - COMMUNICATION LINK Desc: Creates and maintains a productive environment where people strive for quality service supporting all staff; fosters commitment for achieving university goals; sets a positive example for others to follow. Supports employees in increasing the capabilities to contribute more on their present jobs and to prepare them for future jobs; identifies training needs and suggests training program. Acts as a communications link between employees and high management; keeps staff in unit informed. 17. PERFORMANCE REVIEW AND DEVELOPMENT PROCESS Desc.: Reaches agreement with employees on their objectives, priorities, and measures; provides employees with frequent performance feedback and coaching; works with people to correct performance problems; evaluates performance and conducts performance review discussions; supports employee in increasing their capabilities; identifies training needs and suggests training program. 4

5 Developmental/Action Plans I. To be completed by employee and supervisor together using information from previous sections. A. AREAS FOR IMPROVEMENT/ENHANCEMENT Which performance factors/projects are in need of improvement or enhancement for next evaluation period? B. DEVELOPMENT PLANS What actions should be taken by the employee and/or supervisor to improve the employee s performance and help achieve goal(s) during the next performance period? Employee: Action Plan Time Frame Supervisor: II. Overall Performance comments III. Employee Comments (optional) 5

6 EPRD Ratings Worksheet Employee Name Individual Performance Factors Factor Rating Overall Score Rating 1. Customer Service 2. Cooperation and Teamwork 3. Communication Skills 4. Attendance and Dependability 5. Quality of Performance 6. Quantity of Work 7. Job Knowledge 8. Initiative and Judgment 9. Supplementary Factor 10. Supplementary Factor 11. Supplementary Factor 12. Supplementary Factor 1. Individual Performance Factors 2. Managerial/Supervisory Performance Factors Total Rating Total /Number of Factors Overall Score Overall Score Managerial/Supervisory Performance Factors Overall Performance Rating Factor Rating Outstanding Above Standards Meets Standards Below Standards Unsatisfactory 13. Planning Setting Objectives 14. Organization and Work Allocation Coordination Staffing 16. Leadership and Motivation Communication Link 17. Performance Review and Development Process Employee s signature Date Supervisor s signature Date Next-level supervisor or designee Date 6

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