University of Maryland Nonexempt Staff PRD Form
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1 PERFORMANCE REVIEW AND DEVELOPMENT PROCESS University of Maryland Nonexempt Staff PRD Form Employee Name: UID: Job Title: Division/Department: Supervisor: Rating Cycle: Date of Final Review: Section/Unit: 1. EXPECTATION-SETTING meeting held and job priorities discussed: Date Employee s Signature Supervisor s Signature 2. MIDWAY FEEDBACK meeting held: Date Employee s Signature Supervisor s Signature Check if applicable: The employee has been notified that as of this midway evaluation they are not meeting expectations. The comments provided on the evaluation, and on the development plan, identify the specific performance deficiencies and concerns, and areas in need of improvement. 3. FINAL PERFORMANCE REVIEW meeting held: Date *Employee s Signature Supervisor s Signature (*The employee s signature indicates only that the performance appraisal was held; it does not necessarily indicate agreement with the performance appraisal.) FINAL OVERALL PEFORMANCE RATING FOR PRD CYCLE The supervisor must assign an overall rating to the employee s cumulative performance throughout the review cycle. The determination of the overall PRD rating shall be consistent with the rating scale below. Final Rating Scale most or all important areas of the job. Performance is satisfactory for this rating period. of the job. Performance improvement is needed.
2 The employee and supervisor are: in agreement, or not in agreement with the overall performance review rating. If there is not agreement, the area(s) of disagreement may be indicated, as follows: 4. NEXT LEVEL SUPERVISOR (OR DESIGNEE) REVIEW OF FINAL PRD RATING: Date Reviewer s Name (Print) Reviewer s Signature Date Reviewer s Name (Print) Reviewer s Signature Date Reviewer s Name (Print) Reviewer s Signature
3 PERFORMANCE FACTORS 1. QUALITY (includes Job Knowledge) A. Definition of : Demonstrates necessary technical skills and knowledge needed to perform the basic tasks involved in the position. Understands job procedures, policies, and responsibilities. Keeps up-to-date technically and professionally. Acts as a resource person on whom others can rely for assistance. Consistently completes work thoroughly, accurately, neatly, and in accordance with unit and departmental standards and customer requirements. Produces output with a minimum of errors. Quality Rating 2. QUANTITY A. Definition of : Consistently provides a high volume of acceptable work; delivering services quickly and efficiently. Meets departmental, unit and/or industry standards or job estimates for productivity. Delivers services to customers quickly and efficiently, moving promptly to next task. Quantity Rating
4 PERFORMANCE FACTORS (cont d) 3. ATTENDANCE, PUNCTUALITY, WORK HABITS A. Definition of : Comes to work and on time, each scheduled work day without excessive absences. Schedules leave in advance as per unit policy. Maintains assigned work schedule by working consistently throughout the work-shift. Takes the appropriate amount of time for lunch and breaks. Works during critical periods as defined by the unit. Adheres to campus and departmental policies, procedures and work rules. Attendance, Punctuality, Work Habits Rating 4. INTERPERSONAL SKILLS (includes: Customer Service, Cooperation, Teamwork, and Communication) A. Definition of : Customer Service Understands the needs of the internal and external customers and is responsive in meeting their needs and resolving their concerns in a timely fashion. Considers customer needs before taking breaks or ending the shift. Projects a professional image and treats customers and members of the campus with courtesy and respect. Communicates clearly with customers by explaining work to be done, updating work status, and listening to concerns. Follows-up as appropriate. Cooperation and Teamwork Puts group success ahead of personal goals, shares information and resources with others, promotes teamwork, shows positive attitude during times of change, takes on new tasks with enthusiasm, helps and support projects of others in unit. Attends and participates in shop and unit meetings. Accepts work related constructive suggestions, works with others to solve problems, seeks advice of supervisor when appropriate. Models behavior that shows respect for others, promotes harmony in the workplace. Communication Speaks clearly in an easily understood fashion, exchanges ideas and suggestions with others, exchanges information with supervisor about work progress as required, listens carefully to verbal instructions and questions from customers and co-workers to insure that they are understood, and their information is acted upon. Prepares written work accurately with attention to detail. Demonstrates understanding of written work orders and other job related written communication. Communicates professionally in a customer-oriented manner.
5 PERFORMANCE FACTORS (cont d) INTERPERSONAL SKILLS (includes: Customer Service, Cooperation, Teamwork, and Communication) Interpersonal Skills Rating 5. SAFETY (Critical factor for uniformed service classifications only- Optional factor for other non-exempt classifications) A. Definition of : Works in a safe manner to minimize workplace accidents. Follows departmental and industry standards for maintaining a safe work environment. Consistently demonstrates safe work practices and uses the proper safety equipment and personal protective equipment. Attends and participates in unit safety meetings. Addresses unsafe acts in the workplace and takes action as appropriate. Safety Rating
6 PERFORMANCE FACTORS (cont d) 6. LEADERSHIP EFFECTIVENESS (Non-exempt supervisors only) A. Definition of : Sets clear expectations and establishes effective work direction for subordinates; sets challenging goals; measures accomplishments; supports and is consistent in the enforcement of policies and work rules; treats staff fairly and with respect; promotes teamwork; manages conflict; addresses employee performance problems; supports university and FM goals for creating a climate that embraces diversity. Sets a positive example for others to follow. Leadership Effectiveness Rating OVERALL Rating
7 PRD DEVELOPMENT PLAN *The PRD Development Plan is a required part of a comprehensive performance management system that encourages communication and employee growth and improvement. 1. Employee s major strengths during PRD rating cycle (please include at least one strength): 2. Areas for improvement/enhancement (please include at least one): 3. Action Plan: What action should be taken by the employee and/or supervisor to improve the employee s performance to help achieve the goals during the next performance period? Or, what professional development opportunities may be appropriate for the employee that may lead to broader professional growth and development? Employee: Action Plan Timeframe Recommended or Mandatory? Supervisor Comments: (may include commitments) 4. Training Plans: List the training actions that will be taken to improve performance weaknesses in the current job or to develop additional employee skills.
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