Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

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1 Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014

2 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work... 3 Quantity of Work... 4 Communication Skills... 5 Interpersonal Skills... 6 Supervision... 7 Leadership &... 8 UCR CAMPUSWIDE PERFORMANCE STANDARDS... 9 The UCR Principles of Community... 9 UC Ethical Values and Standards of Ethical Conduct... 9 Diversity... 9 Health and Safety Service Orientation /Supervision (Managers and Supervisors only) Rev. 05/06/2014

3 PERFORMANCE FACTOR GUIDELINES The Performance Factor Guidelines are provided to give performance raters clarification of what the factors are intended to measure. These behavioral statements are intended as a guide only. Raters should provide supporting statements that accurately reflect their observations of the employee s performance. Position Expertise Effectiveness with which the employee applies professional/managerial/technical and/or non-technical skills and knowledge to job. Job Mastery and Continuous Learning Diversity and Inclusion Innovation and Change Applies background, technical knowledge, education, and prior job experiences to current and new job situations. Learns quickly. Makes time for appropriate training. Shares knowledge with others to enhance performance. Promotes and sustains a community that acknowledges and celebrates differences. Creates opportunities for inclusion in a variety of settings. Shows respect for people and their differences. Works to understand the perspectives of others and demonstrates empathy. Works to build mutual respect, fairness, and equity. Ability to adapt and use alternative techniques to achieve organizational goals. Comprehends connections within complex issues. Uses sound decisions to align outcome with organizational goals. Demonstrates technical competences, job knowledge and ability to add value beyond the core job function. Continually strives to upgrade the depth and breadth of technical and professional skills. Makes time for appropriate training, keeps current on tools, technology, and information needed to meet job performance and challenges. Shares knowledge and supports peers, staff, and others to increase skills, foster improvement and enhances outcomes. Advocates for the UC Riverside Principles of Community in all interactions. Designs and advocates for inclusive practices in all settings. Advocates for deep understanding and respect for the diversity of cultures, values, perspectives, and beliefs. Works to understand the perspectives of others and encourages them to provide their perspectives. Models and promotes mutual respect, fairness, and equity to foster a sense of belonging. Uses creative techniques and skills to design and develop options that improve how the organization operates. Encourages others to appreciate connections within complex issues. Uses knowledge and experience to analyze issues and factors which influence or constrain organizational priorities, goals, and results. Rev. 05/06/2014 p. 1

4 Approach to Work Characteristics the employee demonstrates while performing job assignments including creativity, flexibility, initiative, planning and organization, time management, commitment to diversity, ethical behavior, process improvement, and/or professional development. Innovation and Change Result Orientation and Execution Resource Job Mastery and Continuous Learning Diversity and Inclusion Understand the big picture and vision of the organization. Aligns priorities with goals. Seeks input from a variety of constituencies. Considers alternative solutions. Comprehends connections within complex issues. Implements change. Organizes projects and associated time and priorities. Ability to adapt and use alternative techniques to achieve organizational goals. Measures outcomes. Manages budgets. Learns quickly. Makes time for appropriate training. Shares knowledge with others to enhance performance. Promotes and sustains a community that acknowledges and celebrates differences. Creates opportunities for inclusion in a variety of settings. Shows respect for people and their differences. Works to understand the perspectives of others and demonstrates empathy. Works to build mutual respect, fairness, and equity. Champions the organization s vision. Establishes priorities and ensures their alignment with goals. Seeks input from a variety of constituencies and uses the feedback to redirect efforts as needed. Seeks, evaluates, and implements alternative solutions. Encourages others to appreciate connections within complex issues. Manages change. Oversees project management and implements strategies. Uses creative techniques and skills to design and develop options that improve how the organization operates. Establishes methodology for measuring outcomes; communicates results. Oversees budgets. Continually strives to upgrade the depth and breadth of technical and professional skills. Makes time for appropriate training, keeps current on tools, technology, and information needed to meet job performance and challenges. Shares knowledge and supports peers, staff, and others to increase skills, foster improvement and enhances outcomes. Advocates for the UC Riverside Principles of Community in all interactions. Designs and advocates for inclusive practices in all settings. Advocates for deep understanding and respect for the diversity of cultures, values, perspectives, and beliefs. Works to understand the perspectives of others and encourages them to provide their perspectives. Models and promotes mutual respect, fairness, and equity to foster a sense of belonging. Rev. 05/06/2014 p. 2

5 Quality of Work Manner in which the employee completes job assignments including accuracy, responsiveness, follow-through, judgment, decision making, reliability, and compliance assurance. Resource Result Orientation and Execution Innovation and Change Employee Engagement Uses discretion and sound judgment. Focuses on work quality. Sets and meets quality improvement targets. Strives for efficient, effective, high quality performance. Responds to difficult situations and takes initiative to make improvements. Develops solutions to overcome obstacles. Uses effective organizational skills to accomplish goals and objectives. Sets measurable outcomes to evaluate the quality of results. Understand factors that may influence decision making. Completes assignments. Ability to adapt and use alternative techniques to achieve organizational goals. Completes tasks and assignments and seeks feedback. Models the use of discretion and sound judgment. Develops relationships with clients, stakeholders, and colleagues and applies emerging ideas, innovations and new technologies to ensure high quality results. Uses benchmarking and reviewing best practices to set and meet quality improvement targets. Takes initiative and evaluates trends to improve efficiency and effectiveness resulting in high quality performance in self and in the organization. Displays resiliency and takes proactive measures to make improvements. Leverages personal and organizational resources to creatively develop solutions, overcome obstacles, resolve conflicts among goals to achieve high quality outcomes. Uses critical thinking to analyze issues systematically by planning, prioritizing, and organizing work while anticipating and adjusting to changes. Develops and implements work plans with actionable components and measurable outcomes. Anticipates and identifies overriding organizational factors which influence or constrain direction, decision-making, and organizational priorities. Work is consistently without error. Uses creative techniques and skills to design and develop options that improve how the organization operates. Invites input from others and shares ownership and recognition. Rev. 05/06/2014 p. 3

6 Quantity of Work Employee's success in producing the required amount of work including priority setting, productivity, and timelines. Result Orientation and Execution Strives for efficient, effective, high quality performance. Delivers results by deadlines. Responds to difficult situations and takes initiative to make improvements. Develops solutions to overcome obstacles. Uses effective organizational skills to accomplish goals and objectives. Sets measurable outcomes to evaluate the quality of results. Takes initiative and evaluates trends to improve efficiency and effectiveness resulting in high quality performance in self and in the organization. Manages timeframes and deadlines. Displays resiliency and takes proactive measures to make improvements. Leverages personal and organizational resources to creatively develop solutions, overcome obstacles, resolve conflicts among goals to achieve high quality outcomes. Uses critical thinking to analyze issues systematically by planning, prioritizing, and organizing work while anticipating and adjusting to changes. Develops and implements work plans with actionable components and measurable outcomes. Rev. 05/06/2014 p. 4

7 Communication Skills Effectiveness of the employee in transmitting information including confidentiality, facilitation/participation in sharing information, and oral and written expression. Communication Diversity and Inclusion Receives information to seek and understand differing perspectives. Creates clear and concise written communication. Tailors and presents information to diverse audience using a variety of communication delivery methods (e.g., written, electronic, oral, interpersonal). Clarifies project/task and goals as necessary. Keeps others informed in a timely manner. Remains respectful when in conflict with others. Shows respect for people and their differences. Works to build mutual respect, fairness, and equity. Uses negotiation and mediation skills. Has the ability to respond to diversity-related conflict or concerns in a way that lessens tension and furthers communication. Proactively addresses bias, prejudice, or discrimination. Actively seeks perspectives from others to ensure inclusiveness and understanding. Creates impactful written communication; improves others writing through editing and feedback process. Tailors and delivers high-level presentations to diverse audiences using a variety of communication delivery methods (e.g., written, electronic, oral, interpersonal). Uses effective communication techniques such as active listening and feedback to clarify project/task and goals. Communicates information effectively with other members of the organization to ensure effective progress of project plans. Uses appropriate conflict resolution techniques when necessary. Advocates for deep understanding and respect for the diversity of cultures, values, perspectives, and beliefs. Models and promotes mutual respect, fairness, and equity to foster a sense of belonging. Facilitates management of differences by addressing them openly and encouraging mutually beneficial resolutions. Promotes and facilitates an environment that encourages communication to resolve diversity-related conflict and to lessen tension. Proactively addresses bias, prejudice, or discrimination and promotes an environment that celebrates and values individual differences. Rev. 05/06/2014 p. 5

8 Interpersonal Skills Effectiveness of the employee's interactions in responding to and working with others, including interactions with co-workers, supervisor(s), faculty, staff, students and/or the community. Communication Teamwork and Collaboration Diversity and Inclusion Builds and maintains effective working relationships with customers and colleagues. Uses interpersonal skills to build cooperative relationships. Remains respectful when in conflict with others. Uses negotiation and mediation skills. Is polite. Is sensitive to other people's feelings. Addresses conflict. Demonstrates respect and empathy for others. Is flexible to accept others opinions. Works to understand the perspectives of others and demonstrates empathy. Leverages working relationships with customers and colleagues to build strong connections, cooperation, and collaboration. Models interpersonal communication that invites participation and future dialogue. Uses appropriate conflict resolution techniques when necessary. Facilitates management of differences by addressing them openly and encouraging mutually beneficial resolutions. Demonstrates emotional control and professionalism when interacting with others. Takes actions that demonstrate consideration for the feelings and needs of others. Manages and controls emotions and behavior in the face of interpersonal conflict. Is aware of own biases, style preferences, and cultural lenses. Solicits ideas and learns from others whose experiences and opinions are different from their own. Works to understand the perspectives of others and encourages them to provide their perspectives. Rev. 05/06/2014 p. 6

9 Supervision Provides oversight, direction, recognition and development opportunities, and addresses performance problems. People Diversity and Inclusion Result Orientation and Execution Resource Sets goals and objectives. Promotes diversity accountability through the performance management system. Understands each employee in terms of technical competence, motivation, and supervision needed. Monitors and assesses work performance. Delegates tasks, sets performance expectations and supervises work of others. Leads other organizational members toward achieving organizational goals. Works toward achieving the mission of the university. Recognizes other s contribution. Provides objective behavioral feedback. Promotes and sustains a community that acknowledges and celebrates differences. Creates opportunities for inclusion in a variety of settings. Shows respect for people and their differences. Works to understand the perspectives of others and demonstrates empathy. Works to build mutual respect, fairness, and equity. Understands and values individual differences. Creates a comfortable work environment that is free of harassment. Measures outcomes. Uses discretion and sound judgment. Sets goals and objectives with clear outlined expectations and measures of success. Assesses subordinate s readiness and skill in regards to work diversity and job assignment; provides feedback for improvements. Understands each employee knowledge, skills, abilities, and work style and adjusts supervisory style to individuals needs. Coaches to maximize achievement of performance expectations. Delegates assigned tasks fairly and in alignment with operational goals. Leads and motivates people by modeling interpersonal effectiveness, communication, trust, advocacy and political acumen. Inspires and supports others to achieve the mission of the University. Recognizes and rewards people for their contribution and participation. Models objective behavioral feedback. Advocates for the UC Riverside Principles of Community in all interactions. Designs and advocates for inclusive practices in all settings. Advocates for deep understanding and respect for the diversity of cultures, values, perspectives, and beliefs. Works to understand the perspectives of others and encourages them to provide their perspectives. Models and promotes mutual respect, fairness, and equity to foster a sense of belonging. Advocates for understanding the values and benefits of diversity. Creates a comfortable work environment that is free of harassment and provide opportunities to report harassment. Establishes methodology for measuring outcomes; communicates results. Models the use of discretion and sound judgment. Rev. 05/06/2014 p. 7

10 Leadership & Communicates a vision, sets unit goals, develops strategies and takes action to ensure the efficient stewardship of University resources (operational, financial, and human). People Innovation and Change Diversity and Inclusion Teamwork and Collaboration Sets goals and objectives. Delegates tasks, sets performance expectations and supervises work of others. Monitors and assesses work performance. Leads other organizational members toward achieving organizational goals. Recruits, selects, and works to retain employees. Creates opportunity for employee development. Treats all employees fairly. Values workplace diversity. Attempts to create a satisfying work environment for everyone. Uses sound decisions to align outcome with organizational goals. Implements change. Recognizes the impact of decisions on organizational outcomes. Resolves conflicts among goals and sets priorities. Ability to adapt and use alternative techniques to achieve organizational goals. Creates a comfortable work environment that is free of harassment and discrimination. Promotes and sustains a community that acknowledges and celebrates differences. Creates opportunities for inclusion in a variety of settings. Shows respect for people and their differences Promotes respectful behavior. Sets goals and objectives with clear outlined expectations and measures of success. Delegates assigned tasks in alignment with operational goals. Coaches to maximize achievement of performance expectations. Leads and motivates people by modeling interpersonal effectiveness, communication, trust, advocacy and political acumen. Facilitates the recruitment, selection, and retention of employees. Champions employee development for career growth and mobility. Promotes equal opportunities for all employees regardless of their individual differences. Workplace diversity is referred to and cited at meetings. Assesses the climate of the organization to determine the degree to which individuals and members of groups perceive they are valued, rewarded, and have opportunities for growth. Uses knowledge and experience to analyze issues and factors which influence or constrain organizational priorities, goals, and results. Manages change. Anticipates and seeks an understanding of the impact and implications of decisions on planned outcome or results. Resolves conflicting goals and priorities using formal organizational knowledge and informal network relationships to accomplish objectives. Uses creative techniques and skills to design and develop options that improve how the organization operates. Complaints such as harassment and discrimination are addressed promptly and fairly in accordance with established guidelines. Advocates for the UC Riverside Principles of Community in all interactions. Designs and advocates for inclusive practices in all settings. Provides training and educational opportunities regarding nonharassment policies and respectful work behavior. Uses self-assessment and feedback from staff and others to insure that respectful behavior is being exhibited. Rev. 05/06/2014 p. 8

11 UCR CAMPUSWIDE PERFORMANCE STANDARDS The UCR Campuswide Performance Standards represent six areas of individual performance that are critical to UCR s success: The UCR Principles of Community, UC Ethical Values and Standards of Ethical Conduct, Diversity, Health and Safety, Service Orientation, and /Supervision (for managers and supervisors). The description for each area includes the standard for satisfactory performance. These standards focus on the campus principles, values, and goals and supplement the regular performance appraisal which focuses on the individual s accomplishments and level of performance. The UCR Principles of Community The University of California Riverside is committed to equitable treatment of all students, faculty, and staff. UCR strives to create an environment in which each person has the opportunity to grow and develop, and is recognized for his or her contribution. There are three objectives: Ensure that we have an environment that nurtures the intellectual and personal growth of our students, faculty, and staff. Ensure that our campus sets an example of respect for all people. Ensure that our campus is a safe and welcoming environment for everyone. Understands the significance of The UCR Principles of Community. Satisfactory performance is demonstrated when employee s behavior reflects The UCR Principles of Community. Ensures that the significance of The UCR Principles of Community is integrated into operational activities within the manager s and supervisor s area of responsibility. {For managers and supervisors} Satisfactory performance is demonstrated when managers and supervisors communicate and affirm, verbally and in writing, the UCR Principles of Community to employees and others, as appropriate. UC Ethical Values and Standards of Ethical Conduct Members of the University of California community are committed to the highest ethical standards in furtherance of our mission of teaching, research and public service. We are committed to: Integrity conducting ourselves with integrity in our dealings with and on behalf of the University. Excellence conscientiously striving for excellence in our work. Accountability being accountable for our ethical conduct and for compliance with applicable laws and University policies and directives. Respect respecting the rights and dignity of others. Understands the significance of the UC Statement of Ethical Values and Standards of Ethical Conduct. Satisfactory performance is demonstrated when employee s behavior reflects the University s ethical values and standards of ethical conduct. Ensures that policies, procedures and standards provide guidance for the application of ethical values. {For managers and supervisors} Satisfactory performance is demonstrated when policies, practices, services and behaviors are reviewed, assessed, applied, and monitored to ensure they support the ethical values and standards of ethical conduct of the University. Diversity A general term indicating that many people with many differences are present, welcome, and productive in an organization. Diversity refers to culture, race, ethnicity, language, national origin, religion, gender, age, disability, sexual orientation, as well as educational background, socio-economic class, geographic location, work experience, classification, and marital status. Understands the importance of diversity. Satisfactory performance is demonstrated when employees exhibit behaviors that encourage acceptance in a culturally diverse environment. Specific satisfactory behaviors include but are not limited to: Being actively involved in diversity activities and initiatives. Soliciting ideas and learning from others who have experiences and opinions that are different from their own. Refraining from perpetuating stereotypical or derogatory comments about individuals or groups. Using speech that is inclusive and affirming for all groups. Ensures that policies, practices, services, and behaviors support and accept diversity. {For managers and supervisors} Satisfactory performance is demonstrated when the manager reviews, assesses, applies and monitors policies, practices, services, and behaviors to ensure that they support diversity. Specific satisfactory behaviors include, but are not limited to: Applying management policies and practices fairly and consistently. Utilizing Affirmative Action and EEO statistics to address deficiencies in the unit. Rev. 05/06/2014 p. 9

12 Complying with Affirmative Action and Equal Opportunity laws and policies. Proactively addressing bias, prejudice or discrimination when it occurs in the unit and in the workplace. Responding to diversity related conflict or concerns in the unit and in the workplace. Providing timely feedback when someone does something that is discriminatory or demeaning. Championing equal employment and inclusion. Coaching others to work productively and respectfully across differences. Health and Safety As with any progressive organization, UCR s primary strength is its people, the many individuals that comprise the faculty, staff, and student populations. To ensure that these individuals have a chance to contribute to the University s mission, each must be afforded a safe, healthy and environmentally sound workplace. Ensures that policies, practices, services, and behaviors support accepted safety, health, and environmental standards. Satisfactory performance is demonstrated when employees observe safety and environmental compliance standards by practicing safe behaviors and by reporting hazardous conditions. Managers and supervisors ensure that all employees participate in safety, health, and environmental protection, and receive appropriate training. {For managers and supervisors} Satisfactory performance is demonstrated when employees participate in appropriate activities (e.g., workshops, presentations, dialogue with supervisor) designed to foster awareness and assist employees to work safely without degrading the environment. Service Orientation UCR is a large, complex organization with many internal and external customers. UCR has an organizational philosophy to provide the best possible products and services. Maximizes Customer Satisfaction: Satisfactory performance is demonstrated when employees respond to customers requests or provide alternatives and referrals in a professional and timely manner. Acknowledges Customer Service Contributions: {For managers and supervisors only} Satisfactory performance is demonstrated when managers and supervisors have an established process to support, recognize, and acknowledge employees for their customer service. In addition, satisfactory performance is demonstrated when employees follow established customer service practices and show personal commitment to customer satisfaction. /Supervision (Managers and Supervisors only) UCR managers and supervisors play a crucial leadership role in ensuring the effectiveness and productivity of their units. Their job is to inspire and support employees to achieve the mission and goals of their organization and the university. They demonstrate effective supervision by performance consistent with campus-wide standards for the UCR Principles of Community, the UC standards of ethical conduct, diversity, health and safety, and customer service, and for the following: Leadership: Creating a climate of trust and mutual respect; increasing the potential for employees to be productive and to feel welcome, valued, and motivated. Satisfactory performance is demonstrated when supervisors or managers model the conduct they expect from those they lead and: Communication: Provide clear, concise, and timely verbal and written communication. Encourage and practice two-way communication. Keep employees updated on information they need to perform effectively. Recognition: Provide recognition to employees for extra effort and significant achievements in an effort to encourage excellence in University service. Performance : Manage employee performance in alignment with the mission and goals of the department or unit and consistent with relevant policies and collective bargaining agreements. Organizational Accountability: Create structures to ensure oversight and accountability without conflict of interest, delegate appropriate tasks, and review delegations regularly for compliance. Resource and Planning: Manage available resources efficiently to provide the best services possible while enabling employees to achieve their work goals. Analyze and project needs effectively and assign work equitably according to the priorities of the unit or department. Rev. 05/06/2014 p. 10

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