PERFORMANCE APPRAISAL 360 Review Form

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1 PERFORMANCE APPRAISAL 360 Review Form Employee Name Unit / Department Position Date of Hire Date Entered Current Position Appraisal Completed By (Manager or Supervisor s Name) Date Completed PURPOSE FOR APPRAISAL: Annual Peer Review Annual Supervisor Review Change to Positiion Probation Casual / End of Contract Other: Overall Competency Rating Name of employee providing feedback: Title: Name of Staff under review Position: Date of Review:

2 Section One: Competency Areas What follows are a series of traits or competency areas that Davenport-Perth Neighbourhood Centre sees as important components in the realization of personal, departmental, and organizational goals. Each section contains several points that contribute to excellence in that particular competency area. Please provide a rating and supporting comments for each section based on the following: Evaluation Criteria Rating Definitions MEETS AND FREQUENTLY EXCEEDS EXPECTATIONS: Employee consistently demonstrates the required competencies and may be developing competencies beyond what is required in their current job CONSISTENTLY MEETS EXPECTATIONS: Employee demonstrates most required job competencies. NEEDS REFINING OF FOCUS TO MEET EXPECTATIONS Given the length of time and experience in the current position, employee demonstrates many required job competencies, but has not sustained performance and/or requires development in some competencies NEEDS TO SUSTAIN AND/OR DEVELOP PERFORMANCE TO MEET EXPECTATIONS: Employee does not demonstrate sufficient, required job competencies for someone with the training and experience acquired to date, even though some aspects of the competencies are demonstrated

3 Section Two: Ratings 1. Client Focus: Score Recognizes that our purpose is to serve our community Listens to the voice of the participant to understand their real need Makes realistic commitments that they can deliver; actively solicit feedback; provide timely and appropriate feedback Involves community members (i.e.: clients, patients, volunteers, program participants) directly in the planning and execution of actions that will directly affect them. Demonstrates flexibility when approached to supervise, give feedback, and/or provide opportunity to student placement or volunteers. 2. Communication and Listening Score Communicates clearly and consistently Delivers both good and bad news directly Demonstrates flexibility in responding to audience needs Follows directions and gives appropriate feedback Recognizes the need for patience and tact

4 3. Relationship Building Score Establishes and maintains productive relationships with others Maintains personal availability and accessibility Identifies new opportunities to build relationships Cultivates potential partnerships or alliances 4. Learning and Development Score Champion continuous innovation efforts: seeks and assess opportunities that will provide improvement. Reflects on and continually learns from experience; gathers information on best practices within and outside the organization. Accepts new challenges Seeks and assesses opportunities that will provide improvement both at personal and service level Assesses the effect of introducing new or improved practices; seeks standards for performance, against which improvements can be assessed Allows for differences in approach and style Supports the ideas of others

5 5. Cultural Competency Score Able to engage in recovery process: receive/provides constructive feedback to/from colleagues/clients, acknowledge and rectify behavior. Initiates / reviews existing projects, programs and or services to ensure that they are delivered in a culturally competent manner Practices self-reflection and self-awareness: acknowledges power, privilege and oppression; acknowledges personal principles, values, and social location and implications for practice Able to advocate for programs, policies and procedures that challenge systemic oppression. Promotes and supports an anti oppressive and harassment free service and work environment 6. Leadership Integrity: Score Demonstrates personal energy and dynamism, always demonstrating integrity in their actions and decisions. Inspire others by acting as a role model. Maintains confidentiality and fosters a work environment of trust and mutual respect Focuses on effective results. Determine what they personally can do to improve results and take responsibility and action when required Strives to improve and engages in ongoing development. Are not afraid to try new things. Set a personal standard for performance that is challenging, Embrace change as a way of working Encourages other to provide input on better ways to work together as a team; Able to build a strong sense of commitment

6 7. Strategic Planning Score Collaborates with co-workers and demonstrates initiative by participating in and supporting activities that address DPNC Strategic priorities. Supports team/ committee work to achieve their work plan activities that connect to cross centre initiatives. Able to adapt and/or develop or improve program or service delivery that is aligned with DPNC s strategic priorities. Supports team work to achieve work plan activities that connect to cross centre initiatives. Fully Participates in strategic priority task forces, supporting the activities of the task forces, takes initiative and completes assignments Able to articulate DPNC strategic priorities and aligns work plans with organizational goals (strategic priorities, mission and values) 8. Quality of Work Score Completes work with the expected degree of quality Displays a positive and cooperative attitude about job role, assigned work, and the organization Displays open-mindedness accepts and addresses of constructive feedback by peers Follows through on commitments and job duties consistently and accepts accountability for work Is proactive about OH&S matters; protects own health and safety by working in compliance with the law and with safe work practices and procedures established by the centre; is proactive and participate in adequate training in specific work tasks; ensures the health and safety of the client and/or other staff members. Functions within the agency in a professional manner including: attends regularly; always punctual; notify of absences/illness; completes assigned tasks in a timely manner; seeks and accepts direction when necessary.

7 9. Managing Human Performance (applies to supervisors only) Score Clearly articulates staff roles and responsibilities Provides frequent feedback and demonstrates commitment to an effective performance management process. Conducts regular supervision meetings. Ensures performance is viewed as an ongoing process, striving to provide timely and relevant feedback through the annual cycle. Recognizes and respects diversity of perspectives and personal styles when responding to individual staff needs Demonstrates knowledge of relevant policies, procedures and protocols; set best practices within staff and expectations for compliance and holds staff accountable Respects diversity of perspectives and personal styles when responding to individual staff needs. Considers unique individual capabilities when delegating duties. Leads by example. Demonstrates personal energy and dynamism, always demonstrating integrity in their actions and decisions. Inspires others by acting as a role model. Encourages independence, knowing when to intervene or provide assistance. Exhibits the belief that others can and want to achieve. Knows when to intervene, assigns resources, provide tools or seeks other ways to support staff efforts and motivates them to achieve. Creates an environment that supports employee achievement. Takes the time to acknowledge and celebrate successes. Promotes open and ongoing dialogue. Encourages initiative, setting clear limits without discouraging creativity. Uses setbacks as a chance to learn, rather than to punish Other

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