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Instructions.               ...
USC Employee Performance Management System
                                   Section I — Job Duties
                     ...
3. Duty:




Success Criteria:




Substantially Exceeds   Exceeds Requirements   Meets Requirements   Fails to Meet Requi...
5. Duty:




Success Criteria:




Substantially Exceeds   Exceeds Requirements   Meets Requirements   Fails to Meet Requi...
USC Employee Performance Management System
                            Section II — Performance Characteristics

1. Charac...
USC Employee Performance Management System
                                  Section III — Objectives (Optional)

1. Objec...
USC Employee Performance Management System
                                      Appraisal Results

                (Note:...
Additional Page
University of South Carolina
                           Employee Performance Management System
                           ...
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University of South Carolina Employee Performance Management ...

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University of South Carolina Employee Performance Management ...

  1. 1. Double Click Click to Clear Entire Form Note Icon for Instructions. University of South Carolina Employee Performance Management System (Non-Supervisor Form) Planning Stage/Review for Period Ending: Name: SSN: Job Class: Slot: Job Title: Department: General Instructions Planning Stage Section I—Job Duties—List the most important functions for successful performance of the employee’s job. Normally, 80% of the duties are based on the employee's position description. Success criteria are 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’s job. 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’s performance for the entire rating period. Job duties and objectives shall be rated based on how well the employee has met the success criteria as outlined in the planning stage. The performance characteristics will be rated as “acceptable” or “unacceptable.” Section IV—Performance Summary and Improvement Plan - Should denote the employee’s strengths and weaknesses. 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. 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
  2. 2. USC Employee Performance Management System Section I — Job Duties Click to Clear Evaluation 1. Duty: Success Criteria: Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements 2. Duty: Success Criteria: Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements
  3. 3. 3. Duty: Success Criteria: Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements 4. Duty: Success Criteria: Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements
  4. 4. 5. Duty: Success Criteria: Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements 6. Duty: Success Criteria: Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements
  5. 5. USC Employee Performance Management System Section II — Performance Characteristics 1. Characteristic: Definition: Acceptable - Meets Requirements Unacceptable - Fails to Meet Requirements 2. Characteristic: Definition: Acceptable - Meets Requirements Unacceptable - Fails to Meet Requirements 3. Characteristic: Definition: Acceptable - Meets Requirements Unacceptable - Fails to Meet Requirements 4. Characteristic: Definition Acceptable - Meets Requirements Unacceptable - Fails to Meet Requirements
  6. 6. USC Employee Performance Management System Section III — Objectives (Optional) 1. Objective: Success Criteria: Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements 2. Objective: Success Criteria: Substantially Exceeds Exceeds Requirements Meets Requirements Fails to Meet Requirements USC Employee Performance Management System Section IV — Performance Summary and Improvement Plan 1. Identify the employee’s major performance strengths and weaknesses. 2. Identify action recommended for the employee to take in order to improve performance or potential:
  7. 7. USC Employee Performance Management System Appraisal Results (Note: Refer to instructions if a “Fails to Meet” performance level is contemplated.) Substantially Exceeds* Exceeds Requirements Meets Requirements Fails to Meet Requirements* *Required Comments on Rating: USC Employee performance Management System Employee Comments Optional Employee Comments on This Performance Review:
  8. 8. Additional Page
  9. 9. University of South Carolina Employee Performance Management System Signature Page 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.) 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 7/2006

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