Performance Description for Employee

Transcription

1 Decision Making: Able to analyze situations fully and accurately to reach productive decisions. Consults appropriate parties when necessary and identifies the key concerns and/or issues that need to be addressed in order to make the best decision possible, at the correct level of the decision hierarchy. Desired outcome: Excellence and credibility in decisions made. Description for Employee Description for Supervisor Decision making was enhanced by the employee s consistent willingness and skills to go beyond the standards noted for solid performance. Strives to make effective and consistent decisions by following the law, using sound science, and demonstrating common sense as appropriate. Takes ownership for decisions by standing by them and accepting consequences. Aware of his/her biases in decision making and manages them; does not operate from his/her beliefs or personal opinions. Follows administrative code/law/ policy and accepted guidance. Decisions are made in a timely manner. Strong decision track record: Most decisions turn out to be correct when judged over time. Knows when to wait and when to act. Practices shared decision making (when appropriate) by including diverse perspectives in looking at alternatives. Takes into account the possible consequences of decisions and their impact on others. Strives to make effective and consistent decisions by following the law, using sound science, and demonstrating common sense as appropriate. Takes ownership for decisions by standing by them and accepting consequences. Aware of his/her biases in decision making and manages them; does not operate from his/her beliefs or personal opinions. Follows administrative code/law/ policy and accepted guidance. Decisions are made in businesstime/timely Strong decision track record: Most decisions turn out to be correct when judged over time. Knows when to wait and when to act. Practices shared decision making (when appropriate) by including diverse perspectives in looking at alternatives. Takes into account the possible impact of decisions both on people and actions. Comfort with ambiguity, paradox, risk and uncertainty, can shift gears, can decide without having all the information Willingness to make the tough calls or negative decisions. Decision making was compromised in a unique situation or there was a pattern of poor decisions with negative impact to employee or program credibility. Decision making was compromised critically, caused damage to customer-relationship(s), hindered and/or delayed the results that were expected; or staff had been provided guidance and counseling from management regarding decision making and did not demonstrate improvement.

2 Service Excellence: Makes customer service a top priority and constantly seeks to improve customer service. Is responsive to changes in what customers want and need. Delivers on promises made to customers and follows up appropriately. Desired outcome: A strong connection to our customers. Description for Employees & Supervisors Service delivery was enhanced by the employee s consistent willingness and skills to go beyond the standards noted for solid performance and, if a supervisor, lead his/her team effectively. Providing excellent customer service at DNR means that we are: Timely: We strive to return phone calls within one business day, s within 2 calendar days, and deliver service and products in a timeframe that meets our customers needs. Responsive: We are approachable and attentive and demonstrate a strong desire to resolve issues. Informative: We actively share information and clearly explain requirements, options, expected results, and timelines. Collaborative: We work collaboratively by openly communicating even if the communication is not what the customer was hoping to hear, by helping customers solve problems, and by listening to customers ideas and considering them appropriately. Effective Decision Makers: We strive to make effective and consistent decisions by following the law, using sound science, and practicing common sense. Dependable: We follow through on our commitments and support our decisions. Service delivery was compromised in a unique situation or there was a pattern of poor judgments/choices that negatively impacted customer-relationship(s). Service delivery was compromised critically, caused damage to customer-relationship(s), hindered and/or delayed the results that were expected; or staff had been provided guidance and counseling from management regarding service excellence and did not demonstrate improvement.

3 Effective Communication: Able to express ideas in a clear, concise and effective manner, whether speaking or in writing. Uses correct grammar and sentence structure in communications. Is a good listener, even when differing viewpoints are being expressed. Openly shares information and keeps all relevant parties updated. Desired outcome: Understanding and strategic unity built on trust. Description for Employee Description for Supervisor Communication was enhanced by the employee/supervisor s consistent willingness and skills to go beyond the standards noted for solid performance. Consistently shows excellent verbal and written communication skills to clearly and accurately rely the message(s). Consistently identifies needs of the intended audience and uses the appropriate method(s) and tools to communicate with them. Provides the information people need to know to make accurate decisions. Is timely and transparent. Knows when to pass along information, to whom, and when. Identifies opportunities for integration and acts to communicate accordingly. Is effective in a variety of settings, inside and outside organization, on both technical and emotional issues. Uses appropriate tone, body language, grammar and spelling in communications. Represents and shares viewpoints in a way that fosters dialogue. Can read others accurately and can pick up social cues. Presents information or messages in multiple ways (when appropriate) in order to be effective and enhance understanding. Relays complicated information in ways that allow others to understand and interpret it correctly. Communicates core purpose, priorities, and/or strategies; creates relevance and unity within team/function. Establishes a practice of communication excellence that s clear, concise, timely, transparent, accurate and professional. Establishes regular check-ins and performance monitoring mechanisms with direct reports. Provides information others need to do their jobs and feel connected to the team/unit/organization Clearly assigns responsibility for tasks, objectives, projects and decisions and holds staff accountable for delivering. Designs feedback loops into work so staff know what is happening and where they fit into the picture. Provides the information people need to know to make accurate decisions. Knows when to pass along information, to whom, and when. Identifies opportunities for integration and acts to communicate accordingly. Can read others accurately and can pick up social cues. Presents information or messages in multiple ways (when appropriate) in order to be effective and enhance understanding. Communication was compromised in a unique situation or there was a pattern of poor or untimely communication that negatively impacted customer-relationship(s). Communication was compromised critically, caused damage to relationships, hindered and/or delayed the results that were expected; or staff had been provided guidance and counseling from management regarding effective communication and did not demonstrate improvement.

4 Interpersonal Relationships: Builds and maintains effective working relationships with others both internally and outside the organization; takes a positive and productive approach to resolving any conflicts which may arise. Exemplifies the commitment to the DNR s core value of respect; to work with people, to understand each other s views and to carry out the public will, maintain integrity, and treat everyone with fairness, compassion and dignity. Desired outcome: A shared mind set and pool of meaning. Description for Employee Description for Supervisor Relationships were enhanced by the employee/supervisor s consistent willingness and skills to go beyond the standards noted for solid performance. Proactively reaches out to build work relationships and networks to foster integration and synergy, in program, across the agency, and/or with externals. At ease with diversity within people and ideas; anticipates and adapts for individual differences appropriately. Overcomes obstacles to develop and maintain strong working relationships with co-workers and external partners. Respects the needs and contributions of others. Helps other areas to achieve their goals and is willing to step in to assist other areas to complete workload whenever possible. Displays a positive outlook when dealing with others. Takes constructive approaches to conflict or challenges. Volunteers to cross train in other work areas towards common goals. Openly accepts responsibility for set-backs and his/her less successful actions and learns from mistakes. Displays a sincere interest in the work and nonwork lives of direct reports/others. Asks about staff/team members plans, problems, and aspirations. Aware of outstanding concerns and questions from staff and external partners. Available for listening to problems. Knows when to mentor and coach. Monitors workload of direct reports and acknowledges and appreciates extra effort. Uses diplomacy and tact at all times. Able to diffuse high tension situations comfortably. Proactively reaches out to build work relationships and networks to foster integration and synergy within program, across the agency, and/or with externals. At ease with diversity within people and ideas; anticipates and adapts for individual differences appropriately. Assists others to overcome obstacles to develop and maintain strong working relationships among co-workers and external partners. Respects the needs and contributions of others. Relationships were compromised due to a unique situation or marked by a pattern of poor judgments/choices resulting in negatively impacted customer-relationship(s). Relationships are critically, damaged thus expected results have been hindered and/or delayed; or staff had been provided guidance and counseling from management regarding relationships and did not demonstrate improvement.

5 Leadership: Fosters and encourages support from his/her team to accomplish objectives, follow procedures, and accepts suggestions; inspires confidence and respect; motivates people to achieve agency goals and objectives; promotes respect, honesty, integrity, and fairness to all. Enforces standards/rules fairly and consistently and leads with courage. Desired outcome: Accountability through ownership of the work, staff alignment with agency direction, and full engagement of all employees. Description for Employee Description for Supervisor Leadership was demonstrated by the employee/supervisor s consistent willingness and skills to go beyond the standards noted for solid performance. Actively supports the mission of WDNR and one s own team s by acknowledging priorities and/or direction and by fostering shared responsibility for cross-program integration. Ability to see the bigger picture. Provides clarity, support and encouragement to others on the team. Is widely trusted by others. Open to ideas of others. Shares knowledge and information freely to help elevate the performance of co-workers, teams, or external partners. Works to remove obstacles. Listens and involves others in decisions and actions. Consistently willing to help others without expectation of recognition and/or taking on added responsibility without hesitation while still completing core work assignments. Builds others up through feedback, recognition and/or mentoring. Creates positivity through encouragement and can-do spirit. Serves as a strong role model to others Creates a desire within others to be their best. Shares ownership, successes and visibility with team. Makes individuals feel his/her work is important and valued. Provides constructive real- time coaching and mentoring. Creates a sense of cohesion, synergy and pride among staff/others. Faces adversity head-on with a keen understanding of urgency. Relishes leading and being energized by tough challenges. Identifies talent by assigning correct staff to assignments or teams and making strong hiring decision. Creates a climate where people want to do their best work by fostering high morale and pride. Facilitates employees ability to see the bigger picture. Able to assess each employee s strengths and makes assignments to allow them to be used effectively. Expects staff to finish and be responsible for their work. Fosters an open dialogue and an atmosphere of safety, innovation and responsible experimentation. Displays courage to take address conflict when necessary. Addresses staff or customer problems, quickly, directly, and fairly. Has the courage to take negative action when necessary; Faces up to people problems and acts quickly, directly, and fairly. Leadership was compromised due to a unique situation or marked by a pattern of poor judgments/choices resulting in negatively impacted customer-relationship(s). Leadership caused damage to relationships, thus expected results have been hindered and/or delayed; or staff had been provided guidance and counseling from management regarding leadership and did not demonstrate improvement.

6 Safety/Risk Management: Employee displays a visible commitment to safety by focusing on incident/accident prevention and control of risk in the working environment. Employee seeks out and participates in training and displays knowledge of job-related risks and hazards. Employee behaves in a way that mitigates them before an incident or accident occurs and acts daily with a clear philosophy that indicates that the safety of people and property is not to be compromised or delegated to others. Description for Employees Supervisors and staff shall work together to ensure that required training is completed to perform assigned job duties. In addition, employees adhere to all safety requirements at all times to optimize personal and co-worker safety and to ensure a secure work environment. To obtain an Acceptable rating, an employee of the WDNR shall act in such a manner so as not to have any of the following factors in their record during the period of review: Acceptable: Tested Positive for illicit drugs or alcohol in a manner that compromises their legal ability to perform assigned duties (i.e., suspension/revocation of a Commercial Drivers License, etc.) Arrived on the job while under the influence of illicit drugs or alcohol. Failed to meet the minimum standards for driving a motor vehicle if a requirement of the position (i.e., convicted of Operating While Intoxicated, Invalid, Suspended, or Revoked Operator s License, etc.). Was responsible for an At-Fault accident in a State-owned vehicle that was reasonably preventable. Failed to wear required safety equipment in the performance of their job (i.e., PFDs, respirators, gloves, safety helmets and vests, protective eyewear, protective hearing equipment, etc.). Failed to maintain equipment in a responsible manner or to notify proper authorities of malfunctioning equipment that may contribute to unsafe work conditions. Is not current with required position-related safety training if training was reasonably available and authorized by the employee s supervisor. Caused or contributed to a work-related accident that caused harm to people or property after receiving the required safety training. Failed to report any near misses. A near miss includes any unsafe action that would likely have resulted in imminent harm to people or property had spontaneous corrective action not been taken. A near miss must be reported by any employee who witnessed the incident by calling or ing an employee s supervisor within 24-hours of an incident to provide the relevant details. Caused or contributed to a near miss incident that put the safety of others at risk after receiving the required safety training. Used any hazardous chemical in a manner that is inconsistent with established WDNR protocols and/or label instructions. Falsified any report related to on-the-job safety at any time. Failed to notify the Bureau of Human Resources that the employee has an approved Concealed Weapon License issued by the State of Wisconsin Department of Justice under Section , Wis. Stats. If the employee chooses to carry a concealed weapon in work status. Created a breach of security by providing unauthorized access to State-owned property or equipment, documents, computer files, supplies, or any sensitive or confidential information without supervisory approval. Additional Standards for Supervisors: Failed to document and ensure that all direct reports were up-to-date with required job-related safety training. Authorized or was aware of employees performing work for which they did not have required safety equipment and/or training. Authorized or was aware of employees using materials or equipment in a manner that was inconsistent with WDNR protocols and/or label instructions. Failed to thoroughly investigate and document any job-related security breach, accident or nearmiss that was reported by others. : A rating of must be assigned to an employee that has one or more of the factors listed above in their record during the period of review.

7 Guidance on Determining the OVERALL for Agency-Wide Objectives Description for Employee Employee consistently performs in a manner that goes beyond the expectations for in most of the Agency-wide Objectives. This employee consistently leads by example every day by contributing positive and innovative ideas to workplace techniques and programs that benefit the entire Division or Agency. This employee is routinely sought out by others within the Agency due to their attitude and ability to enhance that quality of projects to which they are assigned. Employee consistently demonstrates the standards noted for in all of the Agency-wide Objectives. Decision Making: Employee analyzes information in a manner that results in sound decisions made without unnecessary delay. Employee involves the right people (i.e., co-workers, customers, supervisors, etc.). Employee maintains credibility for self and for the Agency. Service Excellence: Employee makes customer service a top priority by responding to internal and external needs in a timely, respectful, and thorough manner. Employee delivers on promises made to internal and external customers and follows up appropriately. (Fully Successful) Effective Communications: Employee expresses self in a clear, concise and effective manner. Employee is articulate, engaging, and able to communicate complex ideas in a manner which will be understood by the target audience. Employee is an active listener and is respectful of differing viewpoints of internal and external customers. Employee makes a concerted effort to keep customers informed. Interpersonal Relationships: Employee actively builds and maintains effective working relationships with others both within and outside the Agency. Employee addresses conflicts in a positive and productive manner. Employee displays integrity, objectivity, compassion, and dignity while maintaining respect of self, co-workers, and others at all times. Others trust this employee and seek them out to collaborate on work projects. Leadership: Employee influences others in a positive manner to accomplish Agency objectives. Employee leads by example and leads with courage when easy solutions to complex problems are not obvious. Employee holds him/herself accountable for their actions and the actions of others working under their leadership. Safety/Risk Management: Employee displays an obvious commitment to safety by focusing on incident/accident prevention and control of risk in the working environment. Employee recognizes hazardous conditions before accidents happen and acts quickly to seek mitigation of those hazards. Employee does not engage in any behavior in the workplace that places self or others at risk for injury or harm. One or more Agency-wide Objectives have been compromised in a unique situation or there was a pattern of poor judgments/choices that negatively impacted customer-relationship(s). Agency-wide Objectives have been compromised critically, causing damage to customerrelationship(s), hindering and/or delaying results that were expected; or staff have been provided guidance and counseling from management regarding one or more Agency-wide Objectives and did not demonstrate improvement.