1, 2, 3, 4, & 5 whole numbers only, no fractions! Ratings 1 & 5 should be very rare and MUST include comments
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2 EVALUATION page 1 Ratings: 1, 2, 3, 4, & 5 whole numbers only, no fractions! Ratings 1 & 5 should be very rare and MUST include comments Weighting: 1, 2, & 3 whole numbers only Conversion from percentages on 2010 planning 30% or higher = 3 20% to 30% = 2 Below 20% = 1 Suggestions, only. Weighting is NOT required. Overall Rating calculated automatically
3 EVALUATION page 2 Essential Duties and Responsibilities PDQ Essential Duties short description Job-Related Performance Factors Replaces Citizenship Goals and Objectives Carryover from 2010 Are they covered under Essential duties, if so, they are not repeated here
4 EVALUATION page 3 Goals and Objectives for the coming year Stretch goals Special projects Training, certifications, courses Other factors for employee development Supervisor s Overall Comments Performance Enhancement Plan REQUIRED for overall scores of less than 3 PDQ Review
5 EVALUATION page 3, cont. Employee Review Allow the employee enough time to make adequate comments Signature means you and the employee discussed the evaluation Management Review Supervisors are expected to meet with each employee to review the performance evaluation and the PDQ. Online training is available through the HR Training website.
6 CHANGES IN 2012 Entering Employee ID will automatically populate the first page At-Will disclaimer will automatically display Essential Duties will automatically pull from PDQ short description Performance Enhancement Plan only when overall score is below 3
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8 UNIVERSITY OF WYOMING STAFF PERFORMANCE APPRAISAL/PLANNING Enter Name Enter Name EMPLOYEE ID EMPLOYEE NAME SUPERVISOR NAME Enter Title Enter Department POSITION NUMBER TITLE DEPARTMENT 2/1/ Non-Probationary Staff CURRENT DATE YEAR OF REVIEW EMPLOYMENT STATUS PERFORMANCE RATING DEFINITIONS Each duty must be assigned a rating based on the level of performance exhibited by the employee. A rating of 5 should only be given in unusually excellent situations; conversely, a rating of 1 should only be used in unusually poor situations. 5 Exceptional Performance far exceeded the job responsibilities and requirements. 4 Exceeds Expectations Performance exceeded the job responsibilities and requirements. 3 Meets Expectations Job responsibilities and requirements were successfully achieved, demonstrating complete position competency. 2 Almost Meets Expectations Typically meets majority of the key requirements of the job, but occasionally falls below established limits. Fails to progress toward one or more targeted results. 1 Unsatisfactory Fails to meet general requirements of the job and progress towards targeted results. Competency level is inadequate to satisfy requirements of this position. PERFORMANCE WEIGHTING DEFINITIONS Each duty/responsibility can be assigned a weight. The ranges follow. 3 Very Important This role carries more weight and importance than other responsibilities. 2 Important This role is valuable in content and relationship to the given responsibility. 1 Less Important This role carries less weight and importance than other responsibilities. OVERALL PERFORMANCE RATING Evaluate the employee s overall performance in the accomplishment of major responsibilities, other contributions, quality of service, and other job related performance factors. This should be the average of all individual factor ratings. Comments are strongly suggested in the space provided below. OVERALL RATING 0.00 UW STAFF PERFORMANCE APPRAISAL PAGE 1 OF 3
9 ACCOMPLISHMENT OF ESSENTIAL DUTIES AND RESPONSIBILITIES List duties and responsibilities from the PDQ. Provide brief comments on performance which describe the accomplishment and justify the level of evaluation. WEIGHT ESSENTIAL DUTIES AND RESPONSIBILITIES PERFORMANCE RATING COMMENTS ON PERFORMANCE ESSENTIAL DUTIES AND RESPONSIBILITIES SCORE JOB-RELATED PERFORMANCE FACTORS WEIGHT CATEGORY PERFORMANCE RATING 0 0 Dependability / Reliability / Attendance 0 COMMENTS ON PERFORMANCE 0 0 Initiative / Accountability / Professionalism Interpersonal Relationships / Teamwork Customer / Student Service Flexibility / Adaptability / Resourcefulness Planning / Organization / Time Management Communication Skills 0 JOB RELATED PERFORMANCE FACTORS SCORE GOALS AND OBJECTIVES FROM PREVIOUS APPRAISAL PERIOD WEIGHT GOALS AND OBJECTIVES PERFORMANCE RATING COMMENTS ON PERFORMANCE GOALS AND OBJECTIVES SCORE UW STAFF PERFORMANCE APPRAISAL PAGE 2 OF 3
10 IMMEDIATE SUPERVISOR REVIEW Goals and Objectives for the Coming Year: In consultation with the employee, identify specific goals for professional development, special projects, or other duties to further the University s mission. WEIGHT GOALS AND OBJECTIVES Supervisor s Overall Comments: Performance Enhancement Plan: This is required for overall ratings of less than Meets Expectations (a score of less than 3. ) I have reviewed the PDQ, and it is consistent with the major duties and responsibilities of this position. SUPERVISOR SIGNATURE DATE EMPLOYEE REVIEW Comments: To be completed after the performance review. What can your supervisor do to help improve your performance? You are encouraged to include feedback on any portion of this evaluation. I have participated in a discussion about my performance and understand the goals and objectives that have been set forth herein. I understand the expectations established for me may increase as I grow in my position. I recognize that my signature does not necessarily mean that I agree with this review; it is only to acknowledge that my supervisor has met and reviewed it with me. EMPLOYEE SIGNATURE DATE MANAGEMENT REVIEW Comments: UW STAFF PERFORMANCE APPRAISAL PAGE 3 OF 3
11 REVIEWER SIGNATURE DATE UW STAFF PERFORMANCE APPRAISAL PAGE 4 OF 3
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