UNIVERSITY OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT ...
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UNIVERSITY OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT ... UNIVERSITY OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT ... Document Transcript

  • Double Click the Note Icon for UNIVERSITY OF SOUTH CAROLINA Instructions EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (NONSUPERVISORY FORM) Planning Stage/Review (For Period Ending _____/_____/______) 06 06 01 ________________________ SSN: 111-11-1111 Name: Jane Doe ________________ AG05 00003 03 Job Class: _____________ Slot: _________ Band: __________ Description: Administrative Assistant ___________________________________________ Click to Clear Form 2/14/2000 Salary as of _________________ $ _______ Longevity: _______ Min: $ 17,128 24,409 31,690 ____________ Mid $ __________ Max $ _____________ Pay Basis: 1 Based & Paid Over 12 Months _____________________________ FT/PT: ________ Department: 62010 Human Resources ___________________________________________ N 2 Supervisor Indicator: ________ EEOC: ________ FLSA: ______ E2 GENERAL INSTRUCTIONS Planning Stage Section I - Job Duties - List the most important functions for successful performance of the employee’ job. Normally 80% s of the duties from the Position Description. Success criteria is to be completed for each duty. Each criterion should clearly communicate the performance expectations and provide clear and concise directions for the employee to use in managing daily performance. Section II - Performance Characteristics - List the performance characteristics and definitions directly related to the employee’ job. s Section III - Performance Objectives - Assigned objectives are optional for non-supervisory employees. However, space is provided if needed. If objectives are assigned, success criteria for each must be completed. The supervisor should meet with the employee to discuss the job duties, performance characteristics, objectives and success criteria for the rating period. The form must be signed by the supervisor, reviewer and employee. The original document should be retained by the supervisor for use during the actual rating process. A copy should be given to the employee. Evaluation Stage The supervisor will complete the evaluation based on the employee’ performance for the entire rating period. Job duties s and objectives shall be rated based on how well the employee has met the success criteria as outlined in the planning stage. H The performance characteristics will be rated as “acceptable” or “unacceptable.” Section IV - Performance Summary and Improvement Plan - Should denote the employee’ strengths and weaknesses. s Recommendations for improvement should be outlined if needed. Appraisal Results - Select “Overall Rating” from choices given. If a “Fails to Meet Requirements” rating is contemplated, consult HR1.36, Performance Appraisal for Classified Employees Policy, the Division of Human Resources, or the human resources officer on your campus. Employee Comments - The employee is permitted to comment regarding the performance evaluation. Additional pages may be attached if necessary. Signatures - The form must be signed by the supervisor, reviewer and employee, and submitted to the Division of Human Resources. Performance Level Definitions Substantially Exceeds Performance Requirements: Work that is characterized by exceptional accomplishments throughout the rating period; performance that is considerably and consistently above the success criteria of the job. Exceeds Performance Requirements: Work that is above the success criteria of the job throughout the rating period. Meets Performance Requirements: Work that meets the success criteria of the job. Fails to Meet Performance Requirements: Work that fails to meet the success criteria of the job. H Performance characteristics will be given a rating of “acceptable” or “unacceptable” instead of substantially exceeds, exceeds, meets or fails to meet performance requirements. Acceptable - Meets requirements. Unacceptable - Fails to meet requirements
  • Click to clear all check boxes University of South Carolina Employee Performance Management System Section I - Job Duties 1. Duty: Types and proffreads correspondence, technical and non-technical manuscripts, manuals, reports, tests, course syllabi, etc. Success Criteria: Type documents in rough draft form. Final copies should be throughly proofread and free from errors. Timetables should meet priorities previously established by the department. Substantially Exceeds Exceeds Requirements $ Meets Requirements Fails to Meet Requirements 2. Duty: Answers the telephone, assists students and the public, and schedules appointments. Success Criteria: Answer the phone in a friendly and professional manner. Record messages accurately and place in faculty boxes immediately. Greet visitors promptly and inform faculty of their arrival. Substantially Exceeds $ Exceeds Requirements Meets Requirements Fails to Meet Requirements 3. Duty: Operates IBM PC or compatible computers and various software packages. Success Criteria: Participate in training related to new hardware or software. Read manuals to train on-the-job on new and existing packages. Seek help on special projects with consultants on Computer Services Division. Substantially Exceeds Exceeds Requirements $ Meets Requirements Fails to Meet Requirements 4. Duty: Maintain inventory of office supplies. Success Criteria: Monitor forms and supplies on a continuous basis to ensure suffcicient inventory. Complete purchase orders according to University requirements. Maintain supply cabinets neatly with forms and materials clearly labeled for easy retrieval. Substantially Exceeds Exceeds Requirements $ Meets Requirements Fails to Meet Requirements 5 Duty: Maintains and updates alumni files and records of contributions. Success Criteria: Mail letters of acknowledgement to alumni within one week of receipt of contriution. Balance receipts monthly. $ Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements
  • Section II - Performance Characteristics 1. Quality of Work: Characteristic:_________________________________________________________________________________ _____________________________________________________________________________________________ The extent to which the employee neatly, throughly, and accurately completes job assignments Definition:____________________________________________________________________________________ according to established standards of quality. _____________________________________________________________________________________________ $ Acceptable - Meets Requirements Unacceptable - Fails to Meet Requirements Quantity of Work: 2. Characteristic:__________________________________________________________________________________ _____________________________________________________________________________________________ The extent to which the employee produces an amount of acceptable work in order to meet schedules Definition:____________________________________________________________________________________ over which he/she has control. _____________________________________________________________________________________________ $ Acceptable - Meets Requirements Unacceptable - Fails to Meet Requirements Management of duties and time: 3. Characteristic:__________________________________________________________________________________ _____________________________________________________________________________________________ How effectively and efficiently the employee manages work time in order to meet schedules, Definition:____________________________________________________________________________________ fulfill job responsibilities, and follow up on tasks. _____________________________________________________________________________________________ $ Acceptable - Meets Requirements Unacceptable - Fails to Meet Requirements Communication ability: 4. Characteristic:__________________________________________________________________________________ _____________________________________________________________________________________________ The effectiveness with which the employee presents accurate information both verbally and in writing Definition:____________________________________________________________________________________ _____________________________________________________________________________________________ $ Acceptable - Meets Requirements Unacceptable - Fails to Meet Requirements Section III - Objectives (Optional) Develop skills in IBM PC and WordPerfect software package. 1. Objective:_____________________________________________________________________________________ _____________________________________________________________________________________________ Effeciently operate equipment and receive satisfactory ratings (6 or above) on the Faculty Success Criteria:_______________________________________________________________________________ Feedback forms. _____________________________________________________________________________________________ Substantially Exceeds $ Exceeds Requirements Meets Requirements Fails to Meet Requirements Increase productivity in typing. 2. Objective:_____________________________________________________________________________________ _____________________________________________________________________________________________ Increase the "Quantity of Work" section of the Faculty Feedback forms with a composite score of Success Criteria:_______________________________________________________________________________ 6.8 to 7.1. _____________________________________________________________________________________________ Substantially Exceeds $ Exceeds Requirements Meets Requirements Fails to Meet Requirements
  • Section IV - Performance Summary and Improvement Plan 1. Identify the employee’ major performance strengths and weaknesses. s Jane has worked hard to develop her skills as a professional secretary and word processing specialist. She works well with alumni and students. 2. Identify action recommended for the employee to take in order to improve performance or potential: Continue to increase productivity on the PC. Participate in professional development training to begin to develop supervisory skills. Appraisal Results Substantially Exceeds H $ Exceeds Requirements Meets Requirements Fails to Meet RequirementsH (Note: Refer to instructions if a “Fails to Meet” performance level is contemplated.) H Required Comments on Rating: Susan is a valuable employee. I appreciate her initiative and commitment to her job. Employee Comments Optional Employee Comments on This Performance Review:
  • University of South Carolina Employee Performance Management System Additional Page (Name & SS# of employee being reviewed) (Date) Indicate the section and item number being continued from previous pages.
  • University of South Carolina Employee Performance Management System Additional Page (Name & SS# of employee being reviewed) (Date) Indicate the section and item number being continued from previous pages.
  • University of South Carolina Employee Performance Management System Signature Page 1. Planning Stage The position description for this position (is/ is not) correct. If the position description is not correct, it must be revised to reflect new duties at this time. Supervisor (Appraiser): Date: Reviewed by: Date: Employee: Date: (Signature does not necessarily denote agreement with planning stage, only that the employee was given the opportunity to discuss the planning stage with the supervisor.) 2. Official Review The position description for this position (is/ is not) correct. If the position description is not correct, it must be revised to reflect new duties at this time. Supervisor (Appraiser): Date: Reviewed by: Date: Employee: Date: (Signature does not necessarily denote agreement with official review, only that the employee was given the opportunity to discuss the official review with the supervisor.) (Sign originals in blue ink.) OLVERSION 2/2001