ST. THOMAS UNIVERSITY PERFORMANCE ASSESSMENT FORM WITH SUPERVISORY DUTIES

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1 ST. THOMAS UNIVERSITY PERFORMANCE ASSESSMENT FORM WITH SUPERVISORY DUTIES DATE: Name: Position: Department: Annual Performance Review COPY MUST BE RETURNED TO HR FOR FILE Part 1: of General Performance Factors: Codes: Check the rating that most appropriately describes the employee s performance for each factor. Unsatisfactory Performance (US) The performance factor is not achieved in a satisfactory manner. Immediate and ongoing attention needs to be given by the employee to ensure performance improves. Performance is inconsistent and unacceptable. Needs Improvement / Inconsistency (NI) Performance inconsistencies exist. The performance factor is not routinely achieved in a satisfactory manner. Although attention is required to improve, the employee demonstrates an ability and potential for improvement. Meets Expectations (ME) Performance meets position requirements in terms of results achieved. Functions under expected levels of guidance and/or supervision and exhibits behaviour/skills that consistently meet expectations. Consistently Exceeds Expectations (EE) Performance exceeds position requirements in terms of results achieved. Employee requires very limited guidance/supervision in achieving performance factor. Behaviour/skills consistently exceed expectations. No Basis For N/A Development This rating is to be used when: An employee is new and is in the learning or training stage. The performance factor is not applicable to the position. The factor is applicable to the position, but the supervisor is not able to judge. Performance Factors 1) Professionalism: Demonstrates punctuality when reporting to work. Attendance. Adheres to work breaks. Displays a professional attitude towards his/her work. Willingly accepts direction. 1

2 Performance Factors Collaborates with others to achieve team goals. Is flexible; adapts quickly to changing situations. Copes with own stress and that of others in a constructive manner. Accountable for all tasks and responsibilities as outlined within the job description. Responds well to constructive criticism. 2) Initiative: Employee is a self-starter and takes necessary action on his/her own. Takes on additional work upon completion of tasks. Seeks advice or guidance from experts when necessary. Approaches career/personal development energetically by seeking out new information and acquiring new skill sets. 3) Collegiality & Service Orientation: Responds quickly and pleasantly to internal service requests and is personally committed to providing client satisfaction. Understands how position and related responsibilities affect the overall unit. Establishes and maintains effective working relationships with other departments and individuals. Builds and maintains external relationships, both formal and informal, that positively impact job and University success. 4) Communication: Presents information and ideas in a clear, articulate, and accurate manner. Listens actively and effectively to understand the details and interprets the message correctly. Openly shares opinions, ideas and communicates relevant information with team members. Communicates positively and effectively to ensure the receiver of the information has a full understanding of what is being spoken or written. 5) Planning & Organization: Anticipates obstacles and develops alternative plans and solutions. Establishes specific, realistic, and challenging objectives. Follows up on all areas of responsibility in a timely and thorough manner. Recognizes needs and sets priorities and schedules as required. 2

3 Performance Factors Works through problems systematically and collects adequate facts. Maintains good administrative procedures to ensure reports and communications are accurate and on time. 6) Analysis & Problem Solving: Demonstrates focus and a sense of responsibility to resolve problems. Analyzes and solves problems with accuracy and timeliness. Strives to find better ways of doing things by rethinking established work methods. 7) Decision Making & Judgment: Performs effectively under pressure. Identifies sound alternatives. Takes action in a timely, responsible manner. Analyzes the impact of different solutions considering time, resources and cost. Is open-minded to new ideas. Personal views do not adversely affect judgment. Says no diplomatically and decisively. Decision making ability and sound judgment lead to positive results. 8) Productivity & Efficiency: Consistently meets deadlines with quality and reliability. Develops long term forecasts for project/work requirements. Effectively manages his/her time. Mastery of the tools required to perform the job function. Quickly learns and adapts to new concepts and tools. Brings new ideas and approaches to work situations and thinks creatively despite limited resources or time. 9) Results Orientation: Produces individual results that are aligned with the University s top priorities. Effective leadership of his/her team produces strong team results. Clearly demonstrates an understanding that he/she is responsible for both their individual and team results. Effort to produce superior results does not come at the expense of colleagues or team members. 10) Leadership: Acts as a role model for subordinates and peers within the University. 3

4 Performance Factors Influences and persuades team members to accept new ideas. Addresses and resolves conflict with integrity and sensitivity. Utilizes interpersonal skills to handle different personalities effectively. Empowers employees, takes an active interest in their growth and collaborates on career development plans. Provides fair and constructive employee feedback, identifies strengths and opportunities for improvement (i.e. Performance input). Assumes responsibility for personal and team decisions. 4

5 Part 2: Review of Accomplishments for Review Period and Objectives for Coming Year: Specific Accountabilities for Employee s Position Results and Achievements for the Review Period Objectives for Coming Year Part 3: Education and Development Plan for Employee: Learning Objectives Method of Achievement and Timeline Indicators of Achievement of Objective 5

6 Part 4: Overall of Performance & Salary Step Recommendation: Overall Comments Indicate the total number of checks for each rating category: Unsatisfactory Needs Improvement/Inconsistency Meets Expectations Consistently Exceeds Expectations N/A Based on the totals above, determine an overall rating: Unsatisfactory Needs Improvement/Inconsistency Meets Expectations Consistently Exceeds Expectations N/A Salary Step Recommendation I recommend I do not recommend This employee move to the next step in his/her salary scale at this time. 6

7 Part 5: Employee s Comments: Comments: Employee Signature: Reviewer Name: Date: Reviewer Position: Reviewer Signature: Date: *Copy to HR department for file. 7

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