General Staff Performance Review, Planning and Professional Development [HR.10/VHR.10]

Transcription

1 General Staff Performance Review, Planning and Professional Development [HR.10/VHR.10] 2013 Employee Name Position Department or Faculty Supervisor Name Supervisor Position Review Period May 2012 April 2013 Interview Date Return to HR by Friday 17 May 2013 Before completing this document, your supervisor will supply a copy of the following: 1. Your current Job Description please attach 2. Your previous Review document (unless this is the first year) please attach 1

2 Instructions This form is to be used for annual job performance review, planning and professional development in accordance with the Avondale College Enterprise Agreement. While effective evaluation of job performance is an on-going process this review will be conducted every April/May. Each year the manager/ supervisor will provide a summary of the employee s progress towards meeting job expectations and of meeting last year s objectives. This review may be repeated at other times during the year if performance management is deemed necessary by the supervisor. There are 4 easy steps to completing this document: 1. The employee first rates and reviews themselves by completing all sections pertinent to them. 2. Their supervisor then rates and reviews this employees performance by completing all sections pertinent to the supervisor. 3. Both the supervisor and the employee meet together (one hour maximum) to summarize job performance objectives, areas for improvement (if applicable) and plans for future professional development. At this stage job descriptions are also updated (if applicable). 4. Signed copies of the PRPPD and updated Job Description are scanned and ed to HR by 17 MAY 2013 LATEST. Copies are also to be kept by both employee and supervisor. Part I Job Success Factors Supervisor first enters key responsibilities taken from the employee s Job Description. Employee then rates their own performance according to the rating scale by circling the appropriate score. (The factors include key responsibilities specific to this position (Part 1A) which are identified in the job description; competencies common to Avondale General Staff job standards (Part 1B) and Avondale s values (Part 1C). Supervisor then rates the employee before the scheduled meeting. Supervisor adds notes or action required, while meeting with the employee, where performance has been deemed unsatisfactory or needs improvement. Part II Objectives from your last evaluation period Rate progress made on each of the objectives established at your previous review. Note any modifications made to the original objectives. Part III Objectives for this coming year or evaluation period Employee considers Points A-F when planning your objectives for the coming period. Completing this page (page 6) is optional. Now employee completes page 7 Part III. Select the 3 most relevant job objectives and show how you believe they should be measured using KPI s or Key Performance Indicators. (Your supervisor will assist you with this when you meet together). Part IV Your Professional Development Plan Employee enters any actions you wish to identify that you believe will assist you in developing or improving your position. These actions must support your key objectives as indicated in Part III or your specific job success factors as indicated in Part I. The plan may include career growth, job mastery, or actions to correct performance. Part V Summary Part A is completed by Supervisor and any general comments added. Part B is completed by the supervisor and employee together, along with any general comments. Job Description is updated (if necessary) and greed together, and signed off by employee and supervisor. Part VI Signatures Both employee and supervisor sign and date PRPPD document at their meeting. Supervisor also signs off on recommendation for incremental step as per the Enterprise Agreement Supervisor gives original signed PRPPD documents to HR along with the original employee s updated and signed Job Description. Please Note: Incremental increases will be delayed until HR receives these documents. Rating Scale 5 Exceptional Performance far exceeded expectations due to exceptionally high quality of work performed in all essential areas of responsibility, resulting in an overall quality of work that was superior; and either 1) included the completion of a major goal or project, or 2) made an exceptional or unique contribution in support of unit, department, or Avondale objectives. This rating is achievable by any employee though given infrequently. 4 Exceeds expectations Performance consistently exceeded expectations in all essential areas of responsibility, and the quality of work overall was excellent. Annual objectives were met. 3 Meets expectations Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding expectations, and the quality of work overall was very good. The most critical annual objectives were met. 2 Improvement needed * (Evidence must be included) Performance did not consistently meet expectations performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the most critical objectives were not met. A professional development plan to improve performance must be outlined in Section 4, including timelines, and monitored to measure progress. 1 Unsatisfactory * (Evidence must be included) Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable progress toward critical objectives was not made. Significant improvement is needed in one or more important areas. In Section 4, a plan to correct performance, including timelines, must be outlined and monitored to measure progress. 2

3 Part I. Job Success Factors FACTORS A. KEY RESPONSIBILITIES SPECIFIC TO THIS JOB Performs key responsibilities as articulated in the job description. RATING (bold to select appropriate rating according to the rating scale on page 2) Employee Supervisor COMMENTS (Supervisor inserts essential functions as listed in the job description) (Supervisor inserts essential functions as listed in the job description) (Supervisor inserts essential functions as listed in the job description) (Supervisor inserts essential functions as listed in the job description) Notes /Action Required (To be completed during interview with Supervisor) If the employee has scored a 1 (Unsatisfactory) and/or a 2 (Improvement Needed) from the above scores, the supervisor must list appropriate action to be taken for improvement. Documentation or evidence of under-performance should also be attached to this document. 3

4 FACTORS General Staff answer 1-8 Supervisor Positions answer 1-10 B. CORE COMPETENCIES 1. Communication Connects with peers, subordinates and customers, actively listens, clearly and effectively shares information, demonstrates effective oral and written communication skills. RATING (bold or underline to select) Employee Supervisor COMMENTS 2. Teamwork Cooperates and collaborates with colleagues as appropriate; works in partnership with others. 3. Service focus Values the importance of delivering high quality, innovative service to internal and external clients; understands the needs of the client; customer service focus. 4. Inclusiveness Shows respect for people and their differences; promotes fairness and equity; engages the talents, experiences, and capabilities of others; fosters a sense of belonging; works to understand the perspectives of others; and creates opportunities for access and success. 5. Stewardship Implements a process or takes some action that significantly reduces risk on campus (e.g., making information for decision-making more accessible, reliable, consistent, and secure; supporting continuity planning or emergency preparedness; etc.). 6. Problem solving / Decision Making Problem solving - Identifies problems, involves others in seeking solutions, conducts appropriate analyses, searches for best solutions; responds quickly to new challenges. Decision making - Makes clear, consistent, transparent decisions; acts with integrity in all decision making; distinguishes relevant from irrelevant information and makes timely decisions. 7. Quality improvement Strives for efficient, effective, high quality performance in self and the unit; delivers timely and accurate results; resilient when responding to situations that are not going well; takes initiative to make improvements. 8. Unit or department specific competency (optional) Complete for supervisor positions only 9. Leadership Accepts responsibility for own work; develops trust and credibility; demonstrates honest and ethical behaviour. 10. Strategic planning and organizing Understands big picture and aligns priorities with broader objectives, measures outcomes, uses feedback to change as needed, evaluates alternatives, solutions oriented, seeks alternatives and broad input; can see connections within complex issues. Notes /Action Required (To be completed during interview with Supervisor) If the employee has scored a 1 (Unsatisfactory) and/or a 2 (Improvement Needed) from the above scores, the supervisor must list appropriate action to be taken for improvement. Documentation or evidence of under-performance should also be attached to this document. 4

5 FACTORS C. VALUES Add comments where possible 1. Excellence Accepts the challenge of learning and discovery, of striving for excellence, and of fostering a creativity that blends individuality, wisdom and healthy selfevaluation. Promotes excellence in spiritual and academic support services 2. Spirituality Respects the ethos, values and culture of Avondale College of Higher Education. COMMENTS Employee Supervisor 3. Nurture Enhances social skills, values friendships and supports family relationships. 4. Service Shows an understanding of humanitarian needs and responses, and a greater commitment to fulfilling the needs of those less fortunate and in want of human care and support both in Australia and overseas. 5. Balance Supports a balanced program of spiritual growth, intellectual development, cultural enrichment, physical activity, relaxation and recreation. Part II. Last Period s Objectives Rate progress made on each of the objectives established at your previous review. Note any modifications to the original objectives. OBJECTIVE RATING COMMENTS Employee Supervisor 1. Add previous objectives here Notes/Action Required (To be completed during interview with Supervisor) If the employee has scored a 1 (Unsatisfactory) and/or a 2 (Improvement Needed) from the above scores, the supervisor must list appropriate action to be taken for improvement. Documentation or evidence of under-performance should also be attached to this document. 5

6 Part III. Next Period s Objectives This page is optional however you may wish to consider the following points to assist you to summarize your 3 key objectives for the next period on page 7 (over page). A. Review the Avondale Strategic Plan and identify any areas in which you believe you could contribute to the institution s objectives. B. Review the objectives of your Faculty, School or Organisational Unit and identify any areas in which you believe you could contribute to its objectives. C. Review your Job Description and identify any areas in which you would like to improve. D. Review your personal Career Objectives and identify any areas in which you could work towards achieving these in the immediate future period. E. What could the institution and/or your supervisor contribute by way of support to help you achieve these objectives? F. What would help you achieve these objectives? 6

7 Part lll continued: Enter your performance objectives for the next period to be evaluated. Individual objectives should align with those of your Department and Avondale College of Higher Education. Please note: This page must be completed. Objective 1: Measure of success: Objective 2: Measure of success: Objective 3: Measure of success: Progress toward meeting these objectives will be reviewed at the time of the next evaluation. Part IV. Your Professional Development Plan Please identify any professional development activities that you would like to undertake in relation to your position. 7

8 A: To be completed by the Supervisor Part V Summary In what areas is the staff member to be commended? List areas that have been identified for improvement? General Comments Additional Resources Required B: To be completed by the Supervisor and Staff Member together What are the three agreed objectives and their KPIs* for achievement/development over the next 12 month period? *Key Performance Indicators need to be specific, measurable, achievable, relevant & time-phased 8

9 Employee s general comments Supervisor s general comments Part VI. Signatures Please sign as indicated and return the original document to the Human Resource Office. One copy must be kept by both the employee and the supervisor. Employee Name: Signature: Date: My signature indicates that I have received a copy of this evaluation. Supervisor Name: Please tick one only I am of the view that, on the basis of satisfactory performance, this staff member is eligible for movement to the next higher step within their Grade Classification on their next Incremental Progression Date. (Note: An employee already at the highest step does not move up to the higher EA Grade Level). I recommend that, as this staff member s performance has been less than satisfactory during the past 12 months, they should NOT be eligible for movement to the next higher step within their Grade Classification on their next Incremental Progression Date. May 2013 Follow-up if applicable Nov.2013 Signature: Date: Job Descriptions must be updated during this process, and signed and dated by both the employee and the supervisor. Supervisor Checklist PRPPD Copy for employee PRPPD Copy for Supervisor Original PRPPD document + signed updated Job Description handed in to HR Department Updated Job Description ed to HR Department (HR@avondale.edu.au) 9