PERFORMANCE APPRAISAL

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1 Blinn College is the premier two-year college in Texas for those seeking educational excellence in academic programs, technical education, and workforce development. We expect excellence and we encourage individual success by providing challenging learning experiences within a supportive environment. Outstanding faculty and staff prepare our students to succeed at universities, in their careers, and in life. PERFORMANCE APPRAISAL FOR EXEMPT EMPLOYEES EMPLOYEE'S NAME: Effective evaluation of job performance is an ongoing process. Performance appraisals are intended to measure the extent to which an employee s performance meets the requirements of a particular position, and to establish measurable goals for the future. The process endeavors to strengthen the relationship between supervisor and employee; provide open communication; evaluate past performance; recognize accomplishments; and identify opportunities for improvement. Information from these appraisals may also be used by the administration in making decisions relative to promotions, job duties or assignments, and continued employment. Page 1 of 7

2 Instructions: Effective evaluation of job performance is an on-going process. Annually each manager or supervisor provides a summary of progress toward meeting job expectations and last year s goals. This form is to be used for annual evaluations, and at other times during the year when formal feedback is needed. Part I Job Success Factors These include key responsibilities and basic competencies. Rate each factor based on performance during the period identified above. The factors include key responsibilities specific to this position and competencies common to the campus operational/technical job standards. Part II Goals from last year or last evaluation period Rate the progress made on each of the goals established at the beginning of the period.. Also include any new goals established during the evaluation period and note any modifications to the original goals. Part III Goals for this coming year or evaluation period Enter the performance goals for the next period to be evaluated. Individual goals and objectives should align with those of the department and the campus. Performance Scale: Level 4 (EE) Level 3 (ME) Level 2 (I) Level 1 (U) Exceeds expectations Performance consistently exceeded expectations in all essential areas of responsibility, and the quality of work overall was excellent. Annual goals were met. Meets expectations Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The most critical annual goals were met. Improvement needed Performance did not consistently meet expectations performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical goals were not met. A professional development plan to improve performance must be outlined in Section 4, including timelines, and monitored to measure progress. Unsatisfactory Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areas. ANY RATING OTHER THAN MEETS EXPECTATIONS (ME) REQUIRES COMMMENT Page 2 of 7

3 Part I. Job Success Factors Factors (place X in appropriate box) JOB KNOWLEDGE Demonstrates the knowledge, skills, and essential functions of the job and all required duties; executes mission and goals of the College and department; employs tools of the job competently; shows willingness to perform other work in his/her department with application of current job knowledge in new or unfamiliar work; accepts change and reacts well to pressure; provides suggestions for work improvements QUALITY OF WORK Strives for effective, efficient, high quality performance in self and department; delivers accurate and timely results; responds to and takes initiative to enact ongoing improvements; expresses desire for growth, development, and learning; motivated and self-starter PRODUCTIVITY AND EFFICIENCY Utilizes time effectively, multi-tasks, and efficiently manages resources for successful completion; executes plan and follows instructions to complete assignments and projects on schedule WORKING RELATIONS/TEAMWORK Promotes cooperation, collaboration, equity, and fairness; demonstrates respect for people and diversity; listens to other perspectives; strives to create a positive work culture; builds formal and informal partnerships and methods to accomplish common goals; adjusts to meet needs through flexibility Page 3 of 7

4 Part I. Job Success Factors (continued) Factors (place X in appropriate box) CUSTOMER SERVICE/SATISFACTION Values the importance of providing excellent customer service to internal and external contacts; listens and understands client needs; focused on customer service/satisfaction; monitors routinely to ensure satisfaction and improvements; shares and accepts accountability for results LEADERSHIP Demonstrates honest and ethical behavior; inspires trust, credibility, and confidence; leads, trains, and achieves positive results; accepts responsibility for assigned tasks; leads by example; sets high standards for self and others; welcomes constructive dialogue STEWARDSHIP Accepts ownership and accountability for job duties and projects; adheres to the College values, policies, procedures, confidentiality, and safety guidelines; efficiently and transparently manages college resources STRATEGIC PLANNING AND ORGANIZATION Assesses needs and aligns priorities to determine goals and objectives; executes plan to achieve successful outcomes; utilizes feedback for ongoing change; evaluates best practices and alternatives to achieve results and meet deadlines; understands the big picture, and is results and solutions oriented; organizes work and flow, and delegates responsibilities when appropriate Page 4 of 7

5 Part I. Job Success Factors (continued) Factors (place X in appropriate box) PROBLEM SOLVING Identifies problems, conducts effective analyses, and implements effective solutions; responds quickly to and actively manages new challenges; utilizes resources to develop best solutions; conducts ongoing evaluations to support alternative solutions JUDGEMENT AND DECISION MAKING Exercises sound reasoning, common sense, consistency, and transparency in decision making; acts with integrity; differentiates between major and minor information; performs due diligence; makes informed and timely decisions COMMUNICATION Demonstrates effective verbal and written communication skills; actively listens and connects with peers, subordinates, management, and clients; encourages feedback; presents clear information that is easily understood; employs tact and diplomacy in all exchanges HUMAN RELATIONS Maintains awareness and sensitivity to the needs, rights, experiences, and backgrounds of all employees both within and outside department; demonstrates empathy; coaches, counsels, guides, and trains employees for improved performance and acceptance of increased responsibilities; encourages and inspires employees to do their best; fair, equitable, and consistent in all areas of discipline; complies with Affirmative Action Program in pursuance of equal employment opportunities Page 5 of 7

6 Part II. Last Period s Goals INSTRUCTIONS: Rate the progress made on each of the goals established at the beginning of the period and any new goals. Note any modifications to the original goals. 1. Goals (place X in appropriate box) OVERALL RATING (based on Parts I and II) Job success factors and performance goals are determined by the manager or supervisor. Higher priority items may be highlighted (place X in appropriate box) Page 6 of 7

7 Part III. Next Period s Goals INSTRUCTIONS: Enter the performance goals for the next period to be evaluated. Individual goals and objectives should align with those of the department and the campus. Progress toward meeting these goals will be reviewed at the time of the next evaluation. Next Period s Goals Timeframe (A realistic timeframe in which to complete this goal) Measure of Success (How will I know for sure that this goal has been accomplished?) NOTE: Progress toward meeting these goals will be reviewed at the time of the next evaluation. Signatures Employee: Date: *My signature indicates that I have received a copy of this evaluation. Manager/Supervisor Printed Name: Date: Signature: Manager/Supervisor Printed Name: Date: Signature: Page 7 of 7

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