PERFORMANCE REVIEW NON- UNIT PROFESSIONAL
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1 PERFORMANCE REVIEW NON- UNIT PROFESSIONAL Name: Title: Hire Date: Employee ID #: Department: Date Started in Position: Evaluation Period: Performance Review Attach the employee s current job description. Provide the evaluation form to the employee and have him/her complete each section by indicating the appropriate numerical value and providing any comments. The supervisor will next rate the employee s level of performance, using the definitions below. The supervisor will review with the employee each performance factor used to evaluate his/her performance. Comments should be added in each comment section. Give an overall rating in the space provided, using the definitions below as a guide. Forward the evaluation instrument to the appropriate Vice President for signature. Submit the Performance Review and Employee Action Record to Human Resources for approval signature from President Sbrega. Include the current (newly revised, if necessary) Job Description. Provide a copy of the final evaluation and new job description to the employee. PERFORMANCE RATING DEFINITIONS BELOW EXPECTATIONS (1): Marginal/Unacceptable Performance. Requires weekly review and an Improvement Plan. Significant improvement is required. PARTIALLY MEETS EXPECTATIONS (2): Requires some development, should be connected to a Professional Development Plan. FULLY MEETS EXPECTATIONS (3): Complete duties of each and every specified function, duty and responsibilities in a fully satisfactory manner. EXCEEDS EXPECTATIONS (4): Consistently exceed job requirements.
2 Section I (Job Responsibilities) JOB KNOWLEDGE (Rank from 1 lowest to 4 highest) Demonstrates knowledge, skills, and abilities to perform the core competencies of the position (refer to Job Description.) PROFICIENCY IN WORK (Rank from 1 lowest to 4 highest) Demonstrates their knowledge and skills in the execution of duties. RESPONSIVENESS/ACCOUNTABILITY (Rank from 1 lowest to 4 highest) Results oriented and assumes responsibility and accountability for work/own actions and that of subordinates.
3 SECTION II (Leadership and Management Skills) INNOVATION (Rank from 1 lowest to 4 highest) Originates and develops innovative approaches for improving services and processes. DECISION MAKING (Rank from 1 lowest to 4 highest) Uses critical thinking skills when exercising professional judgment to make sound and timely decisions. COMMUNICATION (Rank from 1 lowest to 4 highest) Ability to communicate complex information clearly and concisely in written and oral form. Maintains constructive relationships.
4 TEAMWORK (Rank from 1 lowest to 4 highest) Willingness to work harmoniously with others in getting a job done. Respects the rights of other employees and shows a cooperative spirit. SUPERVISORY SKILLS (Rank from 1 lowest to 4 highest) Counsels, develops, and evaluates subordinates effectively. Promotes and encourages staff development through training opportunities, adequate supervision, and evaluation.
5 SECTION III (COMMITMENT TO COLLEGE AND COMMUNITY) DIVERSITY/COMMITTEE WORK/OUTREACH TO COMMUNITY/MISSION AND STRATEGIC PLAN INTEGRITY (Rank from 1 lowest to 4 highest) Conducts self in professional, ethical manner and setting the example for peers, subordinates and superiors. COLLEGE MISSION AND STRATEGIC PLAN (Rank from 1 lowest to 4 highest) Understands the mission and strategic plan of the college and his/her role in accomplishing it. SERVES COLLEGE COMMUNITY/COMMITMENT TO COLLEGE COMMUNITY (Rank from 1 lowest to 4 highest) Participates in college wide committees.
6 EMPLOYEE COMMENTS (If additional space is needed please attach sheet) Noteworthy strong areas of present performance: Areas requiring improvement in job performance: SUPERVISOR COMMENTS (If additional space is needed please attach sheet) Noteworthy strong areas of present performance: Areas requiring improvement in job performance: EMPLOYEE GOALS (If additional space is needed please attach sheet) To what extent have previous goals been accomplished?
7 Cumulative: Section IV OVERALL PERFORMANCE RATING Divided by 11 or number of performance ratings minus any N/A: Circle one category below: * Below Partially Fully Exceeds Expectation Meets Expectations Meets Expectations Expectations *Manager must submit a detailed plan (PIP) to address below expectation performers, prior to the performance discussion with the employee, to the Department Head and Human Resources. Revised/Approved Job Description attached: No Yes Performance Improvement Plan (PIP) attached: No Yes SIGNATURES: Signatures acknowledge that this form was discussed and reviewed. Employee: Supervisor: Vice President: President:
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