Deployment

CITES Annual Performance Evaluation

Employee Name _______________________________________________________

Title/Position __________________________________________________________

Division _____________________________________________________________

Supervisor/Evaluator ___________________________________________________

Evaluation Period ______________________________________________________

***

We value employees who meet or exceed job expectations. This evaluation process supports this value by providing a framework for planning, discussing, and reviewing performance on an [s1] annual basis. The overarching goal of this process is to provide the opportunity for every employee to be successful by meeting and exceeding job expectations.

Ratings

Outstanding (O) – Work is consistently performed beyond expectations for the position in nearly all areas. Outstanding staff provide significant contributions to the success of our unit. The employee’s contributions are recognized and appreciated.

Exceeds Expectations (EE) – Work is above requirements for the position in most areas. While the employee has a few areas to work on, his/her commitment and contribution are noteworthy.

Meets Expectation (ME) – Work generally meets and sometimes exceeds requirements for the position. The employee should continue her/his efforts and the supervisor will work with the employee to improve his or her performance~~[s2]~~ .

Below Expectations/Needs Improvement (BE) – Work usually does not meet the basic requirements of the position. Employee and supervisor should identify a plan to improve performance. Failure to show improvement may result in additional action.

At Risk (AR) – Work is consistently below requirements in most aspects of the job and immediate improvement is required. The supervisor will review the job description with the employee and will provide a written statement of job performance expectations. The employee will have a period of ___ months to improve to an acceptable level. After this interval, another formal evaluation will be conducted. Failure to improve will result in a notice of non-reappointment (academic professional staff) or disciplinary action (civil service staff).

Not Applicable (NA) – Applies to Supervisory section only. Use if the employee does not have supervisory responsibility.

Instructions: Use the scale above to rate each Evaluation Factor. Each Evaluation Factor must be rated. The attributes listed under each Evaluation Factor should be used to determine the rating. Employees deserve to understand the nature and basis for their evaluation. In most cases, concise but substantive explanations and examples in the space provided will be adequate to support your ratings; use additional space where required. In addition, managers must review the current job description and last year’s goals with the employee and validate they are current. Revisions should be made to the job description, as necessary, and updated goals should be documented in the Goals and Objectives section at the end of this form.

Managers are encouraged to have their staff complete a self evaluation, then meet in person to compare the managers and employee’s evaluation, making any revisions or changes to the manager’s evaluation as necessary.

All evaluations must consist of a complete written review based on the evaluation form provided plus a formal in-person review to discuss the assessment for the past year and to review plans for the following year.

Evaluation Factors

_____ Job Knowledge – The employee understands the concepts, techniques, and technologies of his or her job.

Exhibits knowledge of the required skills to fulfill job expectations.
Completes tasks and procedures of the job without undue struggle.
Consults the appropriate staff or resources in order to perform duties well.
Stays abreast of changes and new developments that affect job responsibilities and the unit as a whole.

Explanation and examples to support rating:

_____ Accountability and Judgment - Extent to which the employee can be depended upon to be available for work and carry tasks to completion. The employee makes sound job related decisions and recommends the proper course of action.

Aware of own capacities, strengths, and weaknesses.
Accurately anticipates problems and proactively searches for solutions.

· Exhibits professionalism and resourcefulness in evaluating a problem and its possible solutions.

Effectively utilizes past experiences and consultation with others to continuously improve judgment.
Knows when to ask for clarification before proceeding on a work project.

Takes responsibility for decisions made on the job.

Submits complete status/activity reports, when required.
Attendance and punctuality meets supervisor’s requirements.
Knowledgeable of group, departmental, and University policies and procedures and follows them.

Explanation and examples to support rating:

_____ Productivity/Quality - Based on supervisor expectations, the extent of work performed is thorough, effective, accurate, and completed in a timely manner.

Work is thorough, accurate and effective in achieving specified results.
Completes work in a timely manner and/or meets deadlines given. Plans and prioritizes work effectively.

Initiates or modifies ideas, methods, and/or procedures to meet changing circumstances or needs.
Self-directed, resourceful, and creative in setting goals and meeting job objectives.
Utilizes available resources to prioritize and manage projects.

Explanation and examples to support rating:

_____ Customer Service - All employees are expected to make customer service a priority, treating customers in a professional, respectful, and positive manner. Evaluate the extent the employee understands customers’ needs, is approachable, and works to build partnerships with customers. Employee effectively conveys an impression that reflects favorably upon the public image of the organization. Outstanding employees work hard to find creative solutions for customers, often by bringing in expertise from a variety of areas within the unit and from outside.

Provides dependable, competent service.
Exercises courtesy and tact when dealing with customers, co-workers, departmental managers and supervisors, personnel from other university units, and the general public.
Anticipates how changes in services will affect customers.
Actively seeks customer feedback and responds positively about our services.

Available to customers, peers, and managers, as required by the position.

Explanation and examples to support rating:

_____ Interpersonal Skills/Communication – The extent to which the employee clearly and professionally shares information.

Responds to oral and written communications in a timely, responsible, and thoughtful manner.

Written and oral communications are clear and succinct.
Actively participates and communicates openly in meetings or on project or team mailing lists.

· Expresses disagreement in an appropriate and constructive manner.

Cooperative and supportive of internal and external staff; works well with others.
Responds appropriately in difficult situations and is adaptable to change.

Explanation and examples to support rating:

_____ Supervisor Responsibility - (If Applicable) The ability to supervise or direct a unit or work group using sound management practices.

Maintains positive staff morale.
Effectively selects new employees.
Effectively mentors staff.
Cooperates with other units within department.
Delegates tasks wisely.
Provides staff with timely and effective feedback/evaluations, with appropriate documentation.

Explanation and examples to support rating:

EMPLOYEE GOALS/OBJECTIVES

Goals from Last Evaluation

Accomplishments since Last Evaluation

GOALS/OBJECTIVES FOR NEXT YEAR:

Discuss what new experiences/skills will be important for development in the current job over the next year. What actions can be taken by the supervisor and employee to reach these goals? (Please use additional space, if needed).

THESE GOALS/OBJECTIVES BECOME THE SUBJECT MATTER UPON WHICH THE EMPLOYEE WILL BE EVALUATED NEXT YEAR. (Please use additional space to document goals, if needed).

1 __________________________________________________________________

2 __________________________________________________________________

3 __________________________________________________________________

4 __________________________________________________________________

5 __________________________________________________________________

Value Added for Each Goal Identified Above (how the goal benefits Customers/the Workgroup/CITES/University)

1 __________________________________________________________________

2 __________________________________________________________________

3 __________________________________________________________________

4 __________________________________________________________________

5 __________________________________________________________________

Action Plan for Achieving each Goal Identified Above (how the goal will be met)

1. __________________________________________________________________

2. __________________________________________________________________

3. __________________________________________________________________

4. __________________________________________________________________

5. __________________________________________________________________

Additional Comments – Please attach any additional material as required for clarification, amplification, or expansion on prior sections or to bring up any additional information or comments.

Signature acknowledges the annual performance evaluation meeting has taken place and the evaluation results have been discussed with the employee. Employees wishing to offer written comments should submit them to their supervisor/evaluator as soon as possible after the evaluation date indicated below. Comments received will be immediately attached to the evaluation and placed in the employee’s personnel file.

Employee _________________________________________________Date__________

Supervisor/Evaluator ______________________________________________________

Title __________________________________________ Date ____________________

Senior Level Manager*_____________________________________________________

Title ____________________________________________Date ___________________

* Division Director, Assistant CIO, Deputy CIO or CIO