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Performance Evaluations

All UA staff employees need to have a performance evaluation performed on an annual basis. The accurate identification, measurement and development of performance can have a major impact on productivity, planning, staffing and budget development. Decisions relating to employee promotion, termination and compensation can be influenced by performance appraisals. In addition personal holidays are awarded to non-exempt employees following the completion of the six-month probationary period and submission of a successful performance evaluation. To prepare for performance reviews supervisors should consistently provide feedback to their employees.

“Where do I stand? How am I seen? What do you think? I don’t mean to sound needy…but a little bit of information could go a long way with me.”–An employee (perhaps yours)

Kaye & Giulioni, 2012, Help Them Grow or Watch Them Go

Performance Conversation Resources

Performance Goals

Job expectations can clearly be defined through the creation of SMART goals for every review period. These are especially useful to set during the six-month probationary period for a new employees. Alternatively well-defined performance goals are an effective measurement tool for supervisors.

  • Specific
  • Measurable
  • Achievable
  • Results-based
  • Time bound

Job Competencies

Employee demonstrates clear and consistent speaking, listening, and written communication skills. Effective verbal skills to create a mutual understanding with customers on department processes, policies, practices, and procedures. Includes strong non-verbal listening skills and ability to recognize cultural differences.

Does Not Meet Expectation
  • Demeanor prevents effective team relationships
  • Communication requires clarification
Proficient
  • Willingness to listen and understand different viewpoints
  • Exhibits courteous and approachable communication to enhance team collaboration effort
Exceeds Expectation
  • Shares knowledge for the benefit of others
  • Ensures accurate understanding of message
  • Ability to understand unspoken, or partially expressed thoughts, feeling, and concerns

Employee is punctual, prepared, and provides leave notice to supervisor. Does not over promise and under deliver. Has established credibility amongst peers to deliver results on time.

Does Not Meet Expectation
  • Unreliable and consistent tardiness
  • Misses deadlines and partially completes assignments
Proficient
  • Arrives to work on time and upholds meeting plans
  • Is reliable and follows through on commitments
Exceeds Expectation
  • Adapts to change and communicates revisions action plan revisions
  • Displays transparent communication about the results delivered

Employee provides creative solutions and alternatives when presented with a problem. Demonstrates confidence to lead beyond role responsibility and position scope. Seeks resources, understanding, and information from multiple resources before deciding upon an individual approach.

Does Not Meet Expectation
  • Frequently requires supervision to complete routine tasks
  • Rarely takes action to improve internal processes
Proficient
  • Assumes responsibility and leadership when asked
  • Seeks and accepts additional responsibilities within position context
Exceeds Expectation
  • Accomplishes goals with little need for supervision
  • Seeks and accepts additional responsibilities outside of job

Employee displays diligent attention to detail and follow-through while performing all job duties assigned.

Does Not Meet Expectation
  • Often makes errors, that results in additional supervision
  • Does not develop tools or resources to check for process inconsistencies
Proficient
  • Performs tasks with care, makes very few errors
  • Uses strengths in position to deliver better results
  • Acknowledges and upholds responsibility to produce quality work
Exceeds Expectation
  • Uses the strengths of others to deliver better results
  • Develops internal quality controls to uphold department standards

Employee produces a volume of work based on organizational and department need .

Does Not Meet Expectation
  • Displays poor priority management skills
  • Unforeseen task changes are viewed as a performance barrier
Proficient
  • Manages time effectively to meet deadlines
  • Performs a full range of duties to meet department and organizational needs
Exceeds Expectation
  • Communicates priority changes to team members and stakeholders
  • Results include identifying future department needs and potential solutions

Employee displays a desire to perform majority of job duties. They uphold the organization's ethical standards.

Does Not Meet Expectation
  • Displays poor priority management skills
  • Unforeseen task changes are viewed as a performance barrier
Proficient
  • Displays a willingness to learn
  • Demonstrates an understanding
Exceeds Expectation
  • Communicates priority changes to team members and stakeholders
  • Results include identifying future department needs and potential solutions

Development Conversations

A development conversation with an employee is not the same as having meeting with them in regards to their performance. This exercise is more about gaining insight into their career aspirations, interests, and values as an individual. Encourage employees to look beyond their present position and set goals to build skills for their careers. Professional development can begin during the exercise of setting development goals and increase employee engagement.

“My interview for this job was so great. The manager was really interested in learning about my background and how I’d applied myself in the past. He asked great, probing questions that really challenged me to think. I sure wish he would “interview” me like that again now that I’ve got the job.”–An employee (perhaps yours)

Kaye & Giulioni, 2012, Help Them Grow or Watch Them Go

Development Conversation Resources

Goal Examples

  1. Supervisory skills: Attend upcoming UAS Supervisor Training on campus
  2. Accounting skills: Cross train with department fiscal officer to learn more about budget management
  3. Job Knowledge: Learn new software and prepare to present a training to colleagues by the third quarter
 
 

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