Executive Performance Appraisal FY15
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1 Executive Performance Appraisal FY15 Demographics Name: Job Title: Employee ID: Supervisor: Department: General Instructions The annual Performance Appraisal is intended to a) summarize employee performance over the past year, and b) provide the employee and evaluator an opportunity to discuss performance and future development. Two sections of the form count toward the employee s overall rating: Performance Goals and Success Factors. The rating scale definitions, provided below, can help the evaluator accurately document an employee s performance. The comment boxes should be used to indicate specific examples that support the rating. If a rating of or is given, a comment must be provided. Rating Scale Is a role model in the job. Exhibits mastery in all facets of the job. Puts the customer at the center of every activity. Steps outside of existing responsibilities to add value to the University. Identifies break through concepts. Is sought out by colleagues for advice on issues. Models the values of the University on a daily basis. Is in sync with the strategic direction of the University. Is universally regarded by others as a knowledgeable resource and true asset. Acts as a mentor, guide and teacher. Seeks new and improved ways to perform the job. Openly shares information and resources. Actively promotes cooperation, understanding and teambuilding. Performance consistently exceeds expectations in Performance Goal or Success Factor. Sets and meets challenging professional goals and shows initiative in meeting them. Assumes extra responsibilities and participates in projects often. Proactive in planning, problem solving and initiating solutions within work group. An exceptional contributor to the success of the work group and organization. Performance consistently meets expectations in Performance Goal or Success Factor. Requires minimal supervision and complies with work rules and regulatory requirements. Performance consistently meets the demands placed upon the position. Reliably completes routine assignments in an accurate and timely fashion. Assumes additional responsibilities when requested or assists in extra project work. Meets the University s high performance standards. Contributes positively to the success of the work group and organization. Performance meets some but not all expectations in Performance Goal or Success Factor. Performance requires occasional supervisory intervention. Does not consistently complete job assignments in some areas in an accurate and timely fashion. Performance or behavior causes occasional problems for students, customers, department/unit and/or co-workers. Overall performance does not meet expectations in Performance Goal or Success Factor. Often requires supervision, redirection and/or re-instruction. Does not consistently complete job assignments in an accurate and timely fashion. Performance or behavior causes problems for students, customers, department/unit and/or co-workers. UM 29E, June 2015
2 Instructions for Assessment of Previous Performance Goals This section is to record accomplishments of preview Performance Goals; detail your previous Performance Goals in the boxes below. Select the appropriate rating and update accomplishments as applicable. For additional goals, click on the Add Goal link. Performance Goal Results Weight Goal 1 /Progress on Goal 2 /Progress on Goal 3 /Progress on
3 Goal 4 /Progress on Goal 5 /Progress on Goal 6 /Progress on
4 Goal 7 /Progress on Performance Goals Rating Success Factors Culturally Competent Demonstrates intercultural awareness and understanding. Communicates effectively across cultures. Integrates multiple perspectives and values. Leverages differences. Performance Driven Drives excellence and sets high standards. Communicates explicit expectations. Demands accountability. Promotes innovation. Demonstrates results orientation.
5 People Centered Models high emotional intelligence, self awareness, and self-confidence. Invests in and develops others, unleashes talent in others. Practices "shared leadership." Effectively integrates work and personal life. Values Oriented Demonstrates integrity and authenticity. Models and demands ethical behavior. Inspires trust. Demonstrates wisdom and seeks common good. Builds and maintains relationships. An Integrative & Strategic Leader Develops and communicates comprehensive vision, strategy and clear purpose. Builds collaborative relationships with multiple stakeholders. Actively seeks external inputs. Proactively manages change. Success Factors Rating Overall Rating
6 Instructions for Culture of Health Competency Indicate the degree to which the employee supports the President's Culture of Health Initiative by using the rating scale below. Ratings in this section will not affect the overall score this year. Culture of Health Support Supports employees in being active during the workday. Encourages employees to eat well, including promoting healthy food options at office events. Promotes work-life fit, such as discussing flexible work arrangements that support all aspects of employees' lives. Encourages employees to work healthy, including encouraging education about ergonomic solutions. Empowers employees to engage in learning opportunities and show appreciation for their work. Compliance Training Completion Did the employee complete all of his or her compliance training required for Fiscal Year 2015? This section does not affect the overall appraisal rating. Yes No Review of Previous Year Development Plans Review each of your previously established development plans. Detail accomplishments and provide a status. This section does not affect your overall appraisal rating. Previous Development Plans Development Plan 1 Development Plan 2
7 Development Plan 3 Development Plan 4 Development Plan 5 Establish New Performance Goals It is recommended to establish 1-5 SMART goals for the upcoming performance period: S - specific, significant, stretching M - measurable, meaningful, motivational A - agreed upon, attainable, achievable, acceptable, action-oriented R - realistic, relevant, reasonable, rewarding, results-oriented T - time-based, timely, tangible, trackable Weight Goal 1 Goal 2
8 Goal 3 Goal 4 Goal 5 Establish New Development Plans Include a Development Plan title and details in the boxes below. Should this Development Plan align directly with an existing Success Factor, select it from the drop down, otherwise maintain the default selection of none. Examples of possible activities for Development Plans may include using mylearn resources, attending training sessions or professional development conferences, joining a professional organization, working towards licensures or certifications, etc. This section does not affect your overall appraisal rating. Development Plan 1 Development Plan 2 Development Plan 3
9 Development Plan 4 Development Plan 5 Supervisor Final Comments Employee Acknowledgment I have discussed my performance appraisal with my supervisor. My signature does not necessarily indicate agreement with the appraisal, but does acknowledge that I have received and reviewed this information. Employee Final Comments
UC Merced Performance Appraisal Employee Information. Appraisal Ratings. Part One: Core Competencies. Competency Comments: Performance Assessment
UC Merced Performance Appraisal Employee Information Name: Division: Job Title: Department: Supervisor's Name: Title Unit Code: Period Covered By This Appraisal: From: To: Appraisal Ratings Far Exceeds
NOT APPLICABLE (N/A): Reviewer has no direct knowledge of employee's behavior in this area. Job Knowledge Score: / 5.0
Manager Performance Appraisal Appraisal Score Overall Score: / 5.0 Employee Information Name: Manager Name: Job Title: Department: Hire Date: Rating Scale Definition (5) EXCEPTIONAL: Consistently exceeds
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