Performance Appraisal Core Values Behavior Descriptions as Tool for Rating Decisions

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1 Performance Appraisal Core Values Behavior Descriptions as Tool for Rating Decisions 1. Adaptability Exhibits some difficulty in adjusting to changing situations, priorities, and responsibilities which could impede the s progress Resists using new information, and/or trying new ideas and approaches Displays an unwillingness to try or support a new or difficult approach Exhibits negative attitude and/or behaviors during transitional periods Has difficulty managing multiple priorities Consistently adapts to changing priorities, situations, and demands Is flexible, open, and receptive to new information, ideas, and approaches Modifies preferred way of doing things to support al objectives Uses influence to assist others in adapting to and embracing change Handles multiple tasks and priorities Anticipates and promotes change in direction, priorities, and responsibilities to improve the Generates new ideas and approaches and, with a high level of objectivity, identifies pros and cons of the benefit/impact Is willing to experiment and take informed risks in trying a different approach Models receptivity, flexibility, and focus when dealing with uncertainty and transition Is instrumental in bringing about systemic changes, esp. ones that require cooperation of cross-functional entities 2. Motivation Effort or enthusiasm for work sometimes missing Usually turns to others to solve problems Reluctant to assist others when help is needed; seldom volunteers Does not seek new challenges beyond the scope of the position Resists learning new aspects of the job as they evolve Enthusiastic about work and welcomes new responsibilities Effectively addresses problems and demonstrates proactive problem solving Willing to pitch in when needed Actions evoke initiative in others Contributes creative ideas Creates opportunities that expand the impact of the unit and success of the Inspiring others towards improvement by taking positive action on problemsolving and/or new assignments Consistently demonstrates motivated behaviors and inspires it in others Operationalizes creative ideas into the structure and function of the

2 3. Professional & Self-Development Infrequently uses feedback, generally does not change behaviors in response to it Has difficulty learning and/or applying new skills and knowledge effectively Infrequently pursues developmental opportunities related to job skills Does not always identify and address needs for improvement Receptive to feedback; often uses feedback to improve Utilizes new skills, technology, and/or emerging theories and practices to improve work quality & efficiency Seeks opportunities for continuous learning Identifies areas for self improvement and sets and achieves goals to addre3ss those areas Consistently solicits feedback from supervisor, colleagues and/or supervisees to improve individual Explores and implements new skills, technologies and/or advances in field to improve quality & efficiency Engages in regular self-reflection to assess personal and professional needs Demonstrates continuous improvement in self and inspires others toward it Has exceptional skills in mentoring and coaching and is sought out by others 4. Job Knowledge & Quality of Work Lacks knowledge & skills in some areas that affect in certain aspects of the job Has the knowledge and skills to perform the functions of the job Does not have full knowledge or follow all the policies & procedures of the Shows inconsistent work habits; is prone to make mistakes Does not meet or achieve all assigned tasks; falters on some areas of responsibility Understands/applies policies and procedures proactively and initiates discussion on issues and/or improvements Accepts additional responsibilities (assigned or self initiated) and produces high quality results Achieves goals, fulfills responsibilities and meets expectations Seeks out and implements best practices in the field Shows mastery of skills and expertise and has ability to instruct others Develops or implements policies & procedures that enhance productivity and efficiency Produces high quality work that is recognized beyond the department and/or the institution Consistently establishes and realizes goals with strategic component Is recognized by constituents as very knowledgeable and surpasses their expectations in providing services

3 5. Stewardship Does not always accept responsibility & accountability for actions; makes excuses Accepts responsibility and accountability for own actions activities Takes more time & effort than needed to complete some work tasks; does not accomplish all that is expected Somewhat negligent of resources; manages budget poorly Some actions show lack of complete honesty & integrity Is careless with personal & confidential information; action may promote the spread of misinformation Irregular attendance hinders ; adjusts work schedule without approval Is efficient in completing assigned work; meets expected output Conserves or shares resources; exhibits good fiscal management Is proactive in maintaining personal & confidential information Recognizes & refuses to propagate misinformation; clarifies when possible Maintains consistently high attendance & ensures work is covered during absences Holds self and others accountable for integrity & trustworthiness in all Is extremely efficient, work productivity rate is at the highest level Proactively initiates resource savings & reductions; demonstrates excellent fiscal management Initiates practices to ensure personal & confidential information is maintained Seeks out source & takes action against misinformation 6. Service Orientation Sometimes exhibits behaviors that are Is approachable, diplomatic & Shows initiative by routinely seeking to discourteous or unresponsive accessible to constituents & improve relationships with constituents Is inconsistent in providing quality customer service Does not recognize changing constituents needs Does not sense urgency in solving problems May be slow & defensive in correcting errors colleagues Performs high level customer service Consistently works to understand & meet constituents needs Resolves issues & concerns & corrects errors in a timely manner Prioritizes work appropriately to meet the most immediate needs & colleagues Is recognized by constituents as very knowledgeable & surpasses their expectations in providing services Understands the culture & history of constituents & anticipates future needs Creates a service-minded culture through innovative solutions Assesses whether an issue is specific or systemic & initiates a resolution Serves as a role model for excellence in commitment, interactions &

4 7. Teamwork Has difficulty cooperating with others which may impede the work of the team Shares information & cooperates with other team members Models a collaborative team spirit, sharing information & offering to assist others Shows poor effort in trying to Respects & considers other team Solicits input from diverse perspectives understand other perspectives Rarely volunteers for team assignments Sometimes fails to accomplish assignments At times resists or is unsupportive of team decisions members ideas Is accountable to other team members & holds them accountable for work Is prepared & fulfills assigned responsibilities Appreciates & is able to function in many team roles Provides constructive feedback to team members Consistently takes assignments beyond original intent to further team s efforts Offers creative solutions to help facilitate work of the team 8. Communication Writes & speaks in ways that are less effective and, at time, unclear in conveying messages & ideas Writes & speaks clearly & succinctly in a variety of settings & styles to convey messages & Writes & speaks in varied settings & styles to convey messages & ideas in a persuasive, effective, & inspiring manner Exhibits less than effective listening which may include interrupting, inappropriate responses, and/or inaccurate restatement of others views, & display as distraction or disinterest Inconsistently shares knowledge and/or information in a timely, effective manner Communicates without understanding implications of what is being said ideas effectively Demonstrates attentive, patient & active listening; open to and respects ideas of others; accurately restates others views Shares knowledge & information with timeliness in manners appropriate to particular audience Exhibits balance in listening to, seeking & drawing out others views; accurately synthesizes individual & group conclusions Assesses the needs regarding sharing of information & communicates in an appropriate way to various audiences Understands the broader context of the institution; communicates in a strategic way to bring stakeholders on board

5 9. Inclusiveness Shows disrespect for people different from oneself in use of language, inappropriate humor, exclusion Demonstrates respect for all May exhibit difficulty in establishing effective working relationships with people different from oneself Does not take initiative to build knowledge of the University s diversity & inclusiveness objectives Does not challenge or report unacceptable behaviors towards or about certain groups Establishes & welcomes effective working relationships with all members of the community Regularly builds knowledge of and seeks improvement in areas of cultural awareness Challenges or reports unacceptable behaviors toward people of different than oneself Actively seeks & considers perspectives from people different than oneself Models behavior which encourages others to demonstrate equitable & respectful treatment for all Initiates conversation about how to make Miami a welcoming environment for all Recognizes systemic barriers to inclusion Takes action against behaviors that are intolerant, demeaning, & disrespectful of all Leads & communicates in a way that inspires & positively impacts the ability of Miami to embrace differences

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