EXHIBIT 32. Management Performance Appraisal and Development Form

Transcription

1 EXHIBIT 32 Management Performance Appraisal and Development Form

2 MANAGEMENT PERFORMANCE APPRAISAL AND DEVELOPMENT FORM Steps: Name: Title: Performance Period: Division/Department: Supervisor: Supervisor and management employee review campus/department/individual objectives and develop goals within the Areas of Performance and Expected Results in the Core Performance Areas and Job Specific Performance Areas on page 2, Management employee completes Areas of Performance and Expected Results columns using the SMART format. Supervisor and management employee review the Competency Dictionary to select Job Specific Competencies and appropriate behavioral levels for each Core and Job Specific competency. They list appropriate behavioral levels for the System Core Competencies on page 3. They choose three (or more) Job Specific Competencies and list them, with appropriate behavioral levels in the numbered spaces on page 3. Note that expected behavioral levels are based on the Levels of Contribution in the competency dictionary. Supervisor and management employee list Development Plan goals based on the evaluation of the prior year on page 4. Steps: At the half-way point of the performance cycle, the supervisor meets with the management employee and reviews progress to-date in all categories. No written evaluation is required. At the end of the performance cycle the management employee provides the supervisor with actual results achieved. The supervisor completes the Actual Results column on page 2. The supervisor assigns a rating to each goal, calculates an Overall Results Rating, and provides comments as appropriate. The supervisor then rates the employee on System Core Competencies and Job Specific Competencies and assigns an Overall Rating on Competencies on page 3. The supervisor then completes the section of the Development Plan as needed on page 4. The Overall Performance Summary section is completed and an Overall Performance Rating is given. The supervisor shares draft Performance Appraisal and Development Form with reviewing officer The management employee and supervisor meet to review the evaluation, make necessary adjustments, and sign as appropriate. 1

3 PERFORMANCE RESULTS Areas of Performance (Broad Goal Statement) Core Performance Areas Health of the University Expected Results Actual Results Rating Customers and Stakeholders Continuous Improvement Job Specific Performance Areas Rating Scale: 3: Significantly Exceeds Expectations Overall Results 2

4 SYSTEM CORE COMPETENCIES (Definitions in The Competency Dictionary) RESULTS ORIENTATION CUSTOMER SERVICE ORIENTATION VALUING DIVERSITY CONTINUOUS IMPROVEMENT TEAMWORK AND COLLABORATION JOB SPECIFIC COMPETENCIES (Select from the Competency Dictionary) Rating Scale: 3: Significantly Exceeds Expectations Overall Results 3

5 DEVELOPMENT PLAN Performance Results-Based Development Goals: Competency-Based Development Goals: Other Training & Continuing Education: Overall Performance Summary: Rating Scale: 3: Significantly Exceeds Expectations Overall Results Goals reviewed at preparation stage. Supv Initials ; Employee Initials Date: I am in general agreement with this evaluation. I am not in general agreement with this evaluation and request a meeting with my reviewing officer. Please explain basis of disagreement: Management Employee Title Date Supervisor Title Date Reviewing Officer Title Date 4