• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Performance Appraisal Form
 

Performance Appraisal Form

on

  • 2,031 views

 

Statistics

Views

Total Views
2,031
Views on SlideShare
2,031
Embed Views
0

Actions

Likes
0
Downloads
71
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft Word

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Performance Appraisal Form Performance Appraisal Form Document Transcript

    • Staff Performance Appraisal
    • The Staff Performance Appraisal form is a part of DePaul’s ongoing staff performance management and appraisal process. Staff members and supervisors complete the Staff Performance Appraisal Form annually. The form requires staff members and supervisors to review performance of the past year and develop performance goals for the year to come. This form is also used for the introductory period evaluation. All DePaul staff members and supervisors must complete the Staff Performance Appraisal Form. Annual pay increases are administered in accordance with the total compensation philosophy and reflect performance described in the performance appraisal form. Performance appraisal policies and procedures are located at policies.depaul.edu. Performance appraisal objectives are found in the Performance Management Guide and include: • Setting goals, clarifying performance expectations and monitoring progress; • Motivating employees through recognition and support; • Identifying and preparing individuals for increased responsibility; • Providing formal, written performance feedback; • Developing employees professionally; • Promoting an open dialogue between employees and supervisors; • Addressing performance and/or behavior issues and concerns in a timely manner. Annual performance management and appraisal training is offered to supervisors and staff annually. For more information, visit hr.depaul.edu or contact Workplace Learning and Performance at training@depaul.edu. Rating Scale and Definitions Exceeds Expectations Employee exceeded all measures and expectations outlined in the job responsibilities and performance goals discussed in previous appraisal or introductory period. Meets Expectations Employee effectively met the measures and expectations outlined in the job responsibilities and performance goals discussed in previous appraisal or introductory period. Needs Improvement* Employee did not meet the measures and expectations outlined in the responsibilities and performance goals discussed in previous appraisal or introductory period. *A performance improvement plan should be developed if the staff member receives an overall rating of Needs Improvement or when a staff member receives a rating of Needs Improvement in several areas. This plan should be specific and results-oriented with measurable outcomes to be achieved within a reasonable time period. Consultation with an Employee Relations representative is required when an overall rating of Needs Improvement is given by the supervisor. Last Updated January 2010.
    • PLEASE TYPE: STAFF MEMBER’S NAME AND TITLE:       STAFF MEMBER’S STATUS: EXEMPT NON-EXEMPT FULL-TIME PART-TIME STAFF MEMBER’S EMPL ID:       DEPARTMENT/DIVISION:       REVIEW PERIOD:       REVIEWER’S NAME AND TITLE:       OVERALL PERFORMANCE RATING: This summative rating should reflect a heightened emphasis on the staff member’s principal responsibilities, performance goals and behaviors associated with strategic goals of DePaul University and those of the reviewing department. Reviewers and staff member comments are required if the Overall Performance Rating exceeds expectations or needs improvement. Staff Member: Exceeds Expectations Meets Expectations Needs Improvement* Staff Member Comments:       Reviewer: Exceeds Expectations Meets Expectations Needs Improvement* Reviewer Comments:       SIGNATURES AND RECORD KEEPING At the conclusion of the appraisal meeting, the staff member and supervisor sign the appraisal form signifying discussion of the performance appraisal. Each receives a copy for their records. The original appraisal is forwarded to the second level reviewer, (the reviewer’s manager), for approval. A second level reviewer signature is required to ensure that annual performance appraisals are conducted in a timely manner; check for possible rater bias; and to identify any continued performance issues for further review. Staff Member Signature (Indicates discussion of review) Date Reviewing Manager/Supervisor Signature Date Second Level Reviewer Signature Date Human Resources Representative Signature Date *A performance improvement plan should be developed if the staff member receives an overall rating of Needs Improvement or when a staff member receives a rating of Needs Improvement in several areas. This plan should be specific and results-oriented with measurable outcomes to be achieved within a reasonable time period. Consultation with an Employee Relations representative is required when an overall rating of Needs Improvement is given by the supervisor. Last Updated January 2010.
    • PERFORMANCE APPRAISAL FOR FY:      /      Evaluate the employee’s performance related to annual performance goals and principal responsibilities established at prior appraisal or at the beginning of the introductory period. Principal responsibilities and annual goals are important. The employee and supervisor should discuss and agree that the principal responsibilities and goals reflect those set a prior appraisal or at the beginning of the introductory period. The review should be limited to ten principal responsibilities/goals or less. Note: Reviewer and staff member comments are encouraged at all times but are required if “Needs Improvement” or “Exceeds Expectations” is checked. I. PERFORMANCE GOALS FROM PREVIOUS YEAR AND PRINCIPAL RESPONSIBILITIES Performance Goal/Principal Responsibilities STAFF MEMBER RATING REVIEWER RATING 1)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       2)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       3)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       4)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       Last Updated January 2010.
    • 5)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       6)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       7)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       8)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       9)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Reviewer Comments:       10)       Exceeds Expectations Exceeds Expectations Meets Expectations Meets Expectations Needs Improvement Needs Improvement Staff Member Comments:       Last Updated January 2010.
    • Reviewer Comments:       Last Updated January 2010.
    • II. CORE BEHAVIORS Evaluate performance relating to each of the categories reflecting core behavioral requirements. Note: Reviewer and staff member comments are encouraged at all times but are required if “Needs Improvement” or “Exceeds Expectations” is checked. CORE BEHAVIORS STAFF MEMBER RATING REVIEWER RATING Communication: • Exhibits good listening and comprehension skills. Exceeds Expectations Exceeds Expectations • Effectively expresses oneself in written and oral Meets Expectations communications. Meets Expectations Needs Improvement • Keeps others adequately informed. Needs Improvement • Responds to others with tact, diplomacy and composure. Teamwork and Collaboration: • Cooperates with others toward achievement of common Exceeds Expectations Exceeds Expectations goals. • Seeks consensus and win-win solutions to Meets Expectations Meets Expectations problems/conflicts. Needs Improvement Needs Improvement • Actively contributes and fully participates in team initiatives. • Puts success of the team above one’s own interests. • Builds and maintains constructive work relationships. Responsive to Change: • Supports and adapts to changes in work activities and Exceeds Expectations Exceeds Expectations priorities. • Displays a proactive, problem-solving approach toward Meets Expectations Meets Expectations work. Needs Improvement Needs Improvement • Committed to life-long learning by continuously increasing skills, knowledge and effectiveness. • Actively seeks and initiates creative and innovative solutions. • Exercises sound, accurate and informed independent judgment when needed. Quality Driven: • Results oriented and committed to quality through Exceeds Expectations Exceeds Expectations continuous process improvement. • Eliminates ineffective activities and closes performance Meets Expectations Meets Expectations gaps. Needs Improvement Needs Improvement • Anticipates and responds to customer needs. • Monitors own performance and actively seeks feedback. • Fiscally responsible, seeks opportunities to reduce costs or increase productivity without reducing effectiveness. Support of the Mission of DePaul: • Values, supports and models institutional objectives Exceeds Expectations Exceeds Expectations including: service, collaboration, quality, personalism, diversity and respect for all others. Meets Expectations Meets Expectations • Exhibits personal integrity, honesty, zeal and compassion. Needs Improvement Needs Improvement • Respects and supports the Catholic, Vincentian and Urban identity of the university. • Recognizes the importance of research, instruction, academic freedom and life-long learning. • Understands and supports the university’s efforts to serve all in need, especially those who are disadvantaged. Staff Member Comments:       Last Updated January 2010.
    • Reviewer Comments:       III. CORE MANAGERIAL BEHAVIORS The following section entitled “Core Managerial Behaviors” should be completed only for employees who supervise others or who manage a functional area of business. Evaluate performance relating to each of the five major managerial categories. Note: Reviewer and staff member comments are encouraged at all times but are required if “Needs Improvement” or “Exceeds Expectations” is checked. CORE MANAGERIAL BEHAVIORS STAFF MEMBER RATING REVIEWER RATING Performance Management: • Provides constructive feedback when appropriate. Exceeds Expectations Exceeds Expectations • Conducts thorough and timely performance reviews. • Equitably recognizes and acknowledges good performance. Meets Expectations Meets Expectations • Acts as a coach and counselor to close performance gaps. Needs Improvement Needs Improvement • Develops Staff Members’ skills and encourages professional N/A N/A growth. Resource Management: • Identifies, develops and retains highly talented people. Exceeds Expectations Exceeds Expectations • Effectively allocates funds, equipment, time and human resources for highest return. Meets Expectations Meets Expectations • Ensures work is completed within specified time and quality Needs Improvement Needs Improvement parameters. N/A N/A • Provides sufficient authority and resources to enable Staff Members to act independently. Managing/Supporting Diversity: • Creates an environment in which people of all cultures work Exceeds Expectations Exceeds Expectations together in partnership. • Encourages the personal and professional growth of all Staff Meets Expectations Meets Expectations Members. Needs Improvement Needs Improvement • Focuses on understanding individual differences and their N/A N/A value to DePaul. • Seeks to develop diverse work teams to improve quality, productivity and decision making. • Encourages, respects and values contributions of all individuals. Leadership: • Articulates the mission and a clear vision. Exceeds Expectations Exceeds Expectations • Fosters open, honest, two-way communication. • Encourages Staff involvement. Meets Expectations Meets Expectations • Establishes and clearly communicates priorities. Needs Improvement Needs Improvement • Serves as role model for Staff in both words and actions. N/A N/A Strategic Thinking: • Seeks and interprets competitive benchmarking data Exceeds Expectations Exceeds Expectations pertaining to organizational strengths and weaknesses. • Maintains long-term focus. Meets Expectations Meets Expectations • Develops project plans including timelines and checkpoints. Needs Improvement Needs Improvement • Understands major trends affecting the profession and N/A N/A initiates requisite strategic response. Staff Member Comments:       Last Updated January 2010.
    • Reviewer Comments:       IV. TECHNOLOGY Evaluate performance pertaining to knowledge, awareness, acceptance and management of technology. Note: Reviewer and staff member comments are encouraged at all times but are required if “Needs Improvement” or “Exceeds Expectations” is checked. TECHNOLOGY – KNOWLEDGE, AWARENESS, ACCEPTANCE AND STAFF MEMBER RATING REVIEWER RATING MANAGEMENT Knowledge, Awareness, Acceptance and Management of Exceeds Expectations Exceeds Expectations Technology: • Demonstrates knowledge of computers, software and Meets Expectations Meets Expectations equipment useful to current job responsibilities. Needs Improvement Needs Improvement • Stays abreast of new developments in technology that aid or N/A N/A increase job performance. • Identifies and takes advantage of technological options at DePaul. • Readily accepts change in job responsibilities that result from changes or advances in technology. • Encourages Staff Members to utilize innovative techniques to complete job duties. Staff Member Comments:       Reviewer Comments:       V. FUTURE PROJECTS, PERFORMANCE GOALS AND OBJECTIVES List performance goals and objectives to be achieved during the next appraisal period. Employees and supervisors should complete this section together. 1.       2.       3.       Last Updated January 2010.
    • 4.       VI. FUTURE CAREER AND DEVELOPMENT GOALS The following section should be complete by the employee and discussed with the supervisor during the performance appraisal conversation. Goals should list the career and/or development goals you have set for yourself and the skills and abilities you need to reach your goals. FUTURE CAREER AND DEVELOPMENT GOALS & OBJECTIVES (IF APPLICABLE) 1. What are the professional opportunities you are looking for in the near and long-term?       2. What development and career goals have you set for yourself?       3. Are there specific knowledge, skills or abilities you want to develop to achieve your professional and developmental goals?       4. Are you able to identify the current barriers or supports to achieving your professional and developmental goals?       Last Updated January 2010.
    • Reviewer Comments: Please identify how you may provide support to employee’s career and development goals.       VII. MANAGEMENT/INSTITUTIONAL FEEDBACK 1. Identify the key strengths of your department.       2. Identify changes or improvements that are needed in your department.       Reviewer Comments:       Last Updated January 2010.
    • VIII. ADDITIONAL NOTES/COMMENTS