University of Maryland Nonexempt Staff Employee Form
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1 Employee Name: PERFORMANCE REVIEW AND DEVELOPMENT PROCESS University of Maryland Nonexempt Staff Employee Form Supervisor: UID: Rating Cycle: Yearly Job Title: Date of Final Review: Division/Department: IPST Section/Unit: 1. EXPECTATION-SETTING meeting held and job priorities discussed: Date Employee s Signature Supervisor s Signature 2. MIDWAY FEEDBACK meeting held: Date Employee s Signature Supervisor s Signature 3. FINAL PERFORMANCE REVIEW meeting held: Date *Employee s Signature Supervisor s Signature (*The employee s signature indicates only that the performance appraisal was held; it does not necessarily indicate agreement with the performance appraisal.) FINAL OVERALL PERFORMANCE RATING FOR PRD CYCLE The supervisor must assign an overall rating to the employee s cumulative performance throughout the review cycle. The determination of the overall PRD rating shall be consistent with the rating scale below. Final Rating Scale all important areas of the job. Performance is satisfactory for this rating period. job. Performance improvement is needed. The employee and supervisor are: in agreement, or not in agreement with the overall performance review rating. If there is not agreement, the area(s) of disagreement may be indicated, as follows: 4. NEXT LEVEL SUPERVISOR (OR DESIGNEE) REVIEW OF FINAL PRD RATING: Date Reviewer s Name (Print) Reviewer s Signature
2 PERFORMANCE FACTORS 1. CUSTOMER SERVICE Understanding the needs of the internal and external customers; making special efforts to be responsive in meeting their needs and in building customer satisfaction. A. Definition of : Customer Service Rating 2. COOPERATION AND TEAMWORK Putting the group s success ahead of personal goals; sharing information and resources with others; giving timely responses to requests made by others; promoting teamwork; exhibiting positive attitudes during times of change; taking on new tasks with enthusiasm and energy. A. Definition of : Cooperation and Teamwork Rating 3. COMMUNICATION Speaking clearly, concisely, and using words easily understood; exchanging ideas with others; listening to understand meaning of oral material; using appropriate style, format, spelling, grammar; writing in a clean, concise, and appropriate manner. A. Definition of : Communication Rating 2
3 PERFORMANCE FACTORS (Continued) 4. ATTENDANCE AND PUNCTUALITY Coming to work regularly without excessive absences; maintaining assigned work schedules. A. Definition of : Attendance and Punctuality Rating 5. QUALITY OF WORK Completing work thoroughly, accurately, neatly, and according to specifications; producing output with minimal errors. A. Definition of : Quality of Work Rating 6. QUANTITY OF WORK Consistently producing a high volume of acceptable work; producing services our output quickly and efficiently. A. Definition of : Quantity of Work Rating 3
4 PERFORMANCE FACTORS (Continued) 7. JOB KNOWLEDGE Understanding job procedures, policies, and responsibilities; keeping up-to-date technically; acting as a resource person on whom others rely for assistance. A. Definition of : Job Knowledge Rating 8. SUPPLEMENTARY PERFORMANCE FACTOR/PROJECT A. Definition of : Supplementary Performance Factor Rating 9. SUPPLEMENTARY PERFORMANCE FACTOR/PROJECT A. Definition of : Supplementary Performance Factor Rating 4
5 PRD DEVELOPMENT PLAN *The PRD Development Plan is a recommended part of a comprehensive performance management system that encourages communication and employee growth and improvement. 1. Employee s major strengths during PRD rating cycle: 2. Areas for improvement/enhancement (if any): 3. Action Plan: What action should be taken by the employee and/or supervisor to improve the employee s performance to help achieve the goals during the next performance period? Or, what professional development opportunities may be appropriate for the employee that may lead to broader professional growth and development? Employee: Action Plan Timeframe Recommended or Mandatory? Supervisor Comments: (may include commitments) 5
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