Employee Planning and Performance Review by 7j26w55

VIEWS: 37 PAGES: 12

									                 CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                       EMPLOYEE PLANNING & PERFORMANCE REVIEW

                                                                                                     TYPE OF APPRAISAL
Employee Name                                                                                    First                  Annual

                                                                                                 Second                 Additional

Supervisor/Manager Name                                                                              Appraisal Review Period:

                                                                                           From                    to
Classification                                                                                      Month/Year          Month/Year



Department                                                                           Date of Appraisal



Complete the following sections of the Employee Planning and Performance Appraisal Form as well as the Goal Setting Sheet
attached.

PLEASE NOTE:

        Before reviewing this completed form with the employee being appraised, please discuss and review it with the Department
         Manager or Director (or Associate Director) of Human Resources.
        Issues of Attendance, reliability, dependability, etc. should be addressed in Section IV, Item B.
        Any questions or concerns regarding the performance appraisal process should be directed to the Associate Director of
         Human Resources.



                                                         SECTION I
                                                     REQUIRED CRITERIA
                           (Use specific behavioral examples to support ratings in every category.)

1. JOB SKILLS – Important to Position         Critical       Very Important          Important

Consider the ability needed to perform the major responsibilities of this job as noted in the position description

   Exemplary                   Commendable                   Satisfactory                 Needs Improvement             Unacceptable
Consistently                Often demonstrates           Regularly demonstrates        Often fails to               Consistently fails to
demonstrates                skills that exceed those     skills that meet and          demonstrate skills           demonstrate skills
exceptional skills in       needed to perform the        may exceed those              needed to perform the        needed to perform the
performing the major        major responsibilities of    needed to perform the         major responsibilities of    major responsibilities of
responsibilities of this    this job.                    major responsibilities of     this job.                    this job.
job.                                                     this job.                                                  Immediate action is
                                                                                                                    required.

Please support your rating in the narrative section below:




                                                               Page 1 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW

2. AMOUNT OF WORK ACCOMPLISHED – Important to Position                      Critical      Very Important          Important

Consider the amount of work performed as it relates to achieving the tasks and goals of this position.

   Exemplary                    Commendable                  Satisfactory                  Needs Improvement            Unacceptable
Consistently produces        Often produces an          Regularly produces an           Often fails to produce       Consistently fails to
an exceptional amount        amount of work that is     amount of work that             an amount of work that       produce an amount of
of work for this position.   substantially above the    meets the standards set         meets the standards set      work that meets the
                             standards for this         for this position and           for this position.           standards set for this
                             position.                  periodically may exceed                                      position.
                                                        them.                                                        Immediate action is
                                                                                                                     required.

Please support your rating in the narrative section below:




3. QUALITY OF WORK – Important to Position             Critical        Very Important        Important
Consider accuracy, organization, effectiveness, and completeness of the employee’s work. Degree to which the employee follows
through on assignments and completes them on time. Consider how the work compares to quality performance standards and goals
for the employee’s position. Also consider the amount of supervisory review required to assure work quality.
   Exemplary                    Commendable                  Satisfactory                  Needs Improvement            Unacceptable
Produces exceptional         Often produces work        Regularly produces work         Often produces work          Consistently fails to
work that consistently       that is substantially      that meets performance          that fails to meet           produce work that
exceeds performance          above performance          standards and                   performance standards        meets the performance
standards and                standards and              expectations for this           and expectations for         standards and
expectations for this        expectations for this      position in a timely            this position and/or is      expectations for this
position in a timely         position in a timely       manner with the                 not completed in a           position and/or is not
manner with minimal or       manner with minimal        appropriate level of            timely manner; more          completed in a timely
no supervision.              supervision                supervision.                    that the appropriate         manner, an unusually
                                                                                        level of supervision is      high level of supervision
                                                                                        required.                    is required.
                                                                                                                     Immediate action is
                                                                                                                     required.
Please support your rating in the narrative section below:




                                                                  Page 2 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW

4. INITIATIVE – Important to Position         Critical       Very Important     Important
Consider willingness to take independent action in making improvements to work methods, identifying and correcting errors,
initiating work activities, and willingness to seek ways to improve individual and departmental job performance.
   Exemplary                    Commendable                  Satisfactory              Needs Improvement         Unacceptable
Consistently generates       Often suggests              Regularly suggests         Often does not seek       Consistently ignores
constructive ideas for       constructive ideas for      constructive ideas for     ways to improve           obvious problems that
change that will improve     change that will improve    change that will improve   individual and            will negatively affect the
work effectiveness           work effectiveness          work effectiveness         departmental              work environment.
and/or address work          and/or address work         and/or address work        performance. Seldom       Only accepts
problems. Consistently       problems. May seek          problems. Periodically     suggests constructive     responsibility for regular
seeks ways to improve        ways to improve             may seek ways to           ideas for change that     duties. Unwilling to
individual and               individual and              improve individual and     will improve work         start or continue any
department                   department                  department                 effectiveness and/or      task without detailed
performance that go          performance that go         performance that go        address work problems.    instructions from
beyond expectations for      beyond expectations for     beyond expectations for    Requires explicit         supervisor.
this position.               this position. Often        this position. Regularly   instructions to           Immediate action is
Consistently anticipates     anticipates department      anticipates                undertake a new task.     required.
departmental needs and       needs and takes actions     departmental needs and
takes action to meet         to meet them with little    takes action to meet
them without                 supervisory direction       them with an
supervisory direction                                    appropriate level of
                                                         supervisory direction

Please support your rating in the narrative section below:




5. MEETING CHANGING DEMANDS OF THE WORK ENVIRONMENT –

Important to Position       Critical     Very Important        Important

Consider willingness to adapt to changing conditions in the work environment including willingness to utilize new procedures, to
adapt new technology, and to assist in implementing change-related activities.

   Exemplary                    Commendable                  Satisfactory              Needs Improvement         Unacceptable
Consistently                 Often understands the       Regularly is able to       Often fails to adapt to   Consistently fails to
understands the              implications of changing    adapt to changing work     changing work             adapt to changing work
implications of changing     work demands.               demands. Is able to        demands. Does not         demands. Resists
work demands and is          Provides good               make suggestions for       make suggestions for      making the necessary
able to adapt effectively    suggestions for change      change and to work well    change and may resist     changes and refuses to
to those changes.            and adaptation and          with others to             making the necessary      cooperate with others.
Provides constructive        works with others to        implement the changes.     changes.                  Immediate action is
suggestions for change       meet the new demands                                                             required.
and adaptation.              in productive ways.
Consistently assists
others to adapt to the
changes.




                                                               Page 3 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW

Please support your rating in the narrative section below:




6. INTERPERSONAL RELATIONSHIPS – Important to Position                      Critical    Very Important      Important
Consider willingness to establish and maintain cooperative working relationships with co-workers and other members of the
University; appropriate, include external agencies and the general public. Consider sensitivity to and awareness of differences in
people of diverse backgrounds.
   Exemplary                   Commendable                   Satisfactory                 Needs Improvement          Unacceptable
Consistently maintains      Often maintains very         Regularly maintains           Often has problems         Consistently has
exceptional                 good relationships with      good relationships with       relating to others and     problems relating to
relationships with          others, providing a level    others, providing a level     fails to demonstrate       others, lacks respect for
others, providing a very    of assistance,               of assistance,                sensitivity to others’     others, and is indifferent
high level of assistance,   reinforcement, and           reinforcement, and            needs; does not actively   to others’ needs.
reinforcement, and          support that goes            support appropriate to        assist; reinforce, or      Immediate action is
support that goes           beyond that required by      the position.                 support others.            required.
beyond that required by     the position. Work
the position. Work          relationships contribute
relationships contribute    to a positive
to a strong positive        environment.
environment.

Please support your rating in the narrative section below:




7. PROBLEM SOLVING – Important to Position              Critical      Very Important        Important
Consider willingness to recognize and independently diagnose problems, accurately develop appropriate alternatives, and implement
practical and effective solutions in a timely manner.




                                                               Page 4 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW

   Exemplary                  Commendable                    Satisfactory                 Needs Improvement           Unacceptable
Consistently anticipates   Often anticipates           Regularly is effective in       Often does not              Consistently fails to
workplace needs and        workplace needs and         anticipating workplace          recognize or                recognize or
works to meet them         works to meet them          needs and developing            misdiagnoses routine        misdiagnoses routine
with an exceptional        with a high level of        effective solutions in a        problems. Sometimes         problems.
level of accuracy in       accuracy in recognizing,    timely manner.                  procrastinates in           Procrastinates in
recognizing, diagnosing,   diagnosing, and             Recognizes, diagnoses,          addressing problems,        addressing problems
and resolving problems,    resolving problems,         and resolves problems           resulting in poor           resulting in poor
including the most         including non-routine       independently within            outcomes.                   outcomes that
complex, in a timely       problems, in a timely       the scope of the                                            negatively impact job
manner.                    manner.                     position.                                                   performance.
                                                                                                                   Immediate action is
                                                                                                                   required.

Please support your rating in the narrative section below:




8. VERBAL COMMUNICATION SKILLS – Important to Position                      Critical    Very Important       Important
Consider the ability to provide clear, concise, and effective verbal communication, and consistently listen and check for
understanding when communicating with all people.

   Exemplary                  Commendable                    Satisfactory                 Needs Improvement           Unacceptable
Consistently provides      Often provides              Regularly provides              Often conveys               Consistently provides
information that is        information that is very    information that is             information that is         information that is in-
exceptionally clear,       clear, correct, and         clear, correct, and             incomplete, incorrect, or   complete, incorrect, or
concise, and complete;     concise; listens to         concise; listens to             confusing; often fails to   confusing; consistently
listens to others          others effectively and      others and often verifies       listen to others and to     fails to listen to others
effectively and            often verifies their        their understanding of          verify their                and to verify their
consistently verifies      understanding of what       what is being                   understanding of what       understanding of what
their understanding of     is being communicated.      communicated.                   is being communicated.      is being communicated.
what is being                                                                                                      Immediate action is
communicated.                                                                                                      required.



Please support your rating in the narrative section below:




                                                               Page 5 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW
                                                        SECTION II
                                                   OPTIONAL CRITERIA
                   (Complete only those criteria that are pertinent to the employee you are appraising.)

9. WRITING SKILLS – Important to Position          Critical         Very Important      Important
Consider ability to express information in writing at a level that is appropriate to the audience. Assess the degree to which written
work organized, clear, accurate, and concise.
   Exemplary                  Commendable                    Satisfactory               Needs Improvement          Unacceptable
Writing consistently is    Writing often is clear,     Regularly provides            Writing often is           Difficult to determine
organized, precise,        logical, complete, and      clear, concise, and           unacceptable and needs     the meaning of written
complete, and meets its    precise, including          effective written             improvement in overall     communication because
stated objectives.         appropriate details.        documents. Skills             quality. Often fails to    of errors, incomplete or
Exceptional ability to     Skills are advanced and     meet, and occasionally        express information        disorganized
adapt writing style to     exceed the requirement      may exceed, those             well; work sometimes is    presentation if ideas,
the objectives and         of this position.           required of this position.    unclear and/or             and/or inclusion of
intended readers and to                                                              incomplete.                incorrect or irrelevant
relate complex                                                                                                  information.
instructions or                                                                                                 Immediate action is
information clearly.                                                                                            required.


Please support your rating in the narrative section below:




10. PRESENTATION SKILLS – Important to Position               Critical      Very Important      Important

Consider the ability to communicate verbally and to make effective oral presentations.

   Exemplary                  Commendable                    Satisfactory               Needs Improvement          Unacceptable
Consistently excels at     Often exceeds the           Regularly meets, and          Often fails to meet the    Consistently fails to
making effective oral      standards for making        may occasionally exceed       standards for making       meet the standards for
presentations; has         effective oral              the standards for             effective oral             making effective oral
exceptional ability to     presentations; has very     making effective oral         presentations; often       presentation;
convey important points    good ability to convey      presentations; has the        fails to convey            consistently fails to
clearly in a way that is   important points clearly    ability to convey             important points clearly   convey important points
appropriate for the        in a way that is            important points clearly      or may not present         clearly or fails to
audience                   appropriate to the          in a way that is              them in a way that is      present the points in a
                           audience.                   audience appropriate.         audience appropriate.      way that is audience
                                                                                                                appropriate.
                                                                                                                Immediate action is
                                                                                                                required.

Please support your rating in the narrative section below:




                                                               Page 6 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW

11. CUSTOMER CONTACT SKILLS – Important to Position                 Critical     Very Important      Important
Consider willingness to provide consistent high quality service using tact, courtesy, self-control, patience and discretion during
interactions with all customers (students, faculty, staff, the public, and/or outside agencies). Also consider the type of feedback that
this employee receives from customers.
   Exemplary                   Commendable                   Satisfactory               Needs Improvement           Unacceptable
Consistently               Often demonstrates          Regularly demonstrates       Often demonstrates           Consistently
demonstrates               very high level of          satisfactory level of        unsatisfactory level of      demonstrates poor level
exceptional level of       service to internal and     service to internal and      service to internal and      of service to internal
service to internal and    external customers,         external customers,          external customers,          and external customers,
external customers,        often going beyond          doing what is required       failing to do what is        failing to do what is
going substantially        what is required of the     of the position to meet      required of the position     required of the position
beyond what is required    position to meet            customers’ needs.            to meet customers’           to meet customers’
of the position to meet    customers’ needs.                                        needs. Receives              needs. Consistently
customers’ needs.                                                                   negative feedback from       receives negative
                                                                                    customers.                   feedback from
                                                                                                                 customers.
                                                                                                                 Immediate action is
                                                                                                                 required.

Please support your rating in the narrative section below:




12. SUPERVISORY/LEAD RESPONSIBILITIES – Important to Position                    Critical     Very Important        Important
Consider ability to plan, organize, delegate, and follow up on work-flow to meet unit’s goals and objectives. Provides clear
expectations and constructive feedback to subordinates on a consistent basis. Consistently treats subordinates fairly.
   Exemplary                   Commendable                   Satisfactory               Needs Improvement           Unacceptable
Consistently exceeds       Often exceeds               Regularly meets              Often fails to meet          Consistently fails to
expectations for           expectations for            expectations for             expectations for             meet expectations for
supervisory/lead           supervisory/lead            supervisory/lead             supervisory/lead             supervisory/lead
employee.                  employee.                   employee.                    employee.                    employee.
                                                                                                                 Immediate action is
                                                                                                                 required.

Please support your rating in the narrative section below:




                                                               Page 7 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW
                                                        SECTION III
                                           ADDITIONAL OR ENHANCING CRITERION
             (Add additional criteria if needed. Please describe each additional performance criterion below.)

9.                                                              Important to Position     Critical   Very Important   Important

     Exemplary                Commendable                    Satisfactory               Needs Improvement     Unacceptable




Please support your rating in the narrative section below:




                                                          SECTION IV
                                 (If applicable, please complete sections A through C below.)

A. Provide examples of positive achievements.




B. Provide specific examples that occurred during this review period which demonstrate this employee’s need for improvement.




C. What specific training or other learning experiences would you recommend for this employee’s performance and development
plan.




                                                               Page 8 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW
                                                         OVERALL RATING



   Exemplary                  Commendable                Satisfactory               Needs Improvement          Unacceptable
This rating is reserved    This rating applies to an   This employee’s work      This rating is              The employee’s
for the highest level of   employee who                regularly meets the       appropriate when an         performance is
performance that           consistently meets          department’s standards    employee periodically       consistently deficient,
consistently exceeds       standards and               and expectations for      meets the standards but     unacceptable, and
standards and              expectations, often         performance;              too often does not do       seriously impacts job
expectations during the    exceeds them, and           periodically it may       so, which negatively        outcomes. Immediate
evaluation period. An      shows initiative in         exceed these standards.   impacts the overall         action by the employee
employee receiving this    additional                  This rating reflects a    performance level. The      to improve performance
rating should have a       achievements.               determination that the    employee must improve       is required.
consistent record of                                   employee makes a solid    their efforts, knowledge,
achievement.                                           and positive              performance, skills,
                                                       contribution to the       and/or behavior in order
                                                       department.               to achieve a satisfactory
                                                                                 level of evaluation.

EMPLOYER COMMENTS: (to be completed by immediate supervisor)




EMPLOYEE COMMENTS: (to be completed by employee only)




                                                            Employee Signature and Date (Signature does not indicate agreement)




Supervisor’s Signature                   Date




Department Manager’s Signature           Date




Associate Director of HR Signature       Date



                                                            Page 9 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW

                                               GOAL SETTING SHEET


                                                                                    DATE


EMPLOYEE NAME


SUPERVISOR


DEPARTMENT


CLASSIFICATION


APPRAISAL REVIEW PERIOD                                     TO
                                      MONTH/YEAR                      MONTH/YEAR



PERFORMANCE CRITERIA

                                                                        Critical   Very Important   Important

Section I - Required

1. Job Skills – Consider the ability needed to perform the major
responsibilities of the job as noted in the position description.

2. Amount of Work Accomplished – Consider the amount of
work performed as it relates to achieving the tasks and goals of
this position.

3. Quality of Work – Consider accuracy, organization,
effectiveness, and completeness of the employee’s work. Degree
to which the employee follows through on assignment and
completes them on time. Consider how the work compares to
quality performance standards and goals for the employee’s
position. Also consider the amount of supervisory review
required to assure work quality.

4. Initiative - Consider willingness to take independent action in
making improvements to work methods, identifying and
correcting errors, initiating work activities, and willingness to
seek ways to improve individual and departmental job
performance.

5. Meeting Changing Demands of the Work Environment -
Consider willingness to adapt to changing conditions in the work
environment including willingness to utilize new procedures, to
adapt new technology, and to assist in implementing change-
related activities.

6. Interpersonal Relationships - Consider willingness to
establish and maintain cooperative working relationships with co-
workers and other members of the University; appropriate,
include external agencies and the general public. Consider
sensitivity to and awareness of differences in people of diverse
backgrounds.




                                                            Page 10 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW

7. Problem Solving - Consider willingness to recognize and
independently diagnose problems, accurately develop
appropriate alternatives, and implement practical and effective
solutions in a timely manner.
8. Verbal Communication Skills - Consider the ability to
provide clear, concise, and effective verbal communication, and
consistently listen and check for understanding when
communicating with all people.
Section II - Optional (Complete only those criteria that are pertinent to the employee you are appraising)
9. Writing Skills - Consider ability to express information in
writing at a level that is appropriate to the audience. Assess the
degree to which written work organized, clear, accurate, and
concise.

10. Presentation Skills - Consider the ability to communicate
verbally and to make effective oral presentations.

11. Customer Contact Skills - Consider willingness to provide
consistent high quality service using tact, courtesy, self-control,
patience and discretion during interactions with all customers
(students, faculty, staff, the public, and/or outside agencies).
Also consider the type of feedback that this employee receives
from customers.

12. Supervisory/Lead Responsibilities - Consider ability to
plan, organize, delegate, and follow up on work-flow to meet
unit’s goals and objectives. Provides clear expectations and
constructive feedback to subordinates on a consistent basis.
Consistently treats subordinates fairly.

Section III - Optional (Complete only those criteria that are pertinent to the employee you are appraising)

13.   Other Job-related Criteria – Please describe




                                                              Page 11 of 12
             CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION
                   EMPLOYEE PLANNING & PERFORMANCE REVIEW
Section “B,” list goals from previous review and indicate how employees have met those goals. In Section “C,” determine the goals
for the next review period.


    A.   Use the space below to list employee’s major responsibilities as reflected in the Position Description.




    B.   Use the space below to list goals from previous review and describe how employee has/has not met these goals.




    C.   Based on current responsibilities of the position as listed in Section A, what goals and accomplishments do you expect from
         this employee during the review period? Be specific and list below.




                                                                                              Employee Signature and Date




    Supervisor’s Signature and Date              Department Manager’s Signature and              Assoc. Director of HR Signature and
                                                              Date                                               Date


                                                            Page 12 of 12

								
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