AURARIA HIGHER EDUCATION CENTER EMPLOYEE PERFORMANCE APPRAISAL PLAN

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AURARIA HIGHER EDUCATION CENTER EMPLOYEE PERFORMANCE APPRAISAL PLAN Powered By Docstoc
					                         Instructions for Completing the
                         Performance Management Plan
                             (Microsoft Word 2007)


The revised (04/01/2008) Performance Management Plan is available as a PDF file and a
Microsoft Word document (2007 version). You may either print the document and complete it
manually or you may complete the form in Microsoft Word 2007.

To create a plan document for each employee:
    Go to Office Button and click on “Save As.”
    Rename the file; for example, “perfplansmith.”
    You have now created a new performance plan document for a specific employee.
    Repeat the process to create a performance document for each employee you supervise.

To add text (comments):
    Select “Review” on the menu bar on the right side of your screen under “Restrict
      Reviewing Options,” select “Restrict Formatting and Editing.”
    Go to #2, “Editing Restrictions,” and select “Comments”; then “Yes, Start Enforcing
      Protection” under #3. You will be asked for the password you have created for the
      document.
    You can now enter text within the text areas of the document.

To use the checklist function (for mid-year and final evaluations):
    Select the “Review” tab on the menu bar.
    Select “Protect” on the tool bar, then click on “Protect Document.”
    On the right side of your screen under “Restrict Reviewing Options,” select “Restrict
       Formatting and Editing.” Go to #2, “Editing Restrictions,” and select “Filling in Forms.”
    While still in “Restrict Formatting and Editing Restrictions,” go to # 3 and click on “Yes,
       Start Enforcing Protection.”
    A “Password” box will appear. Create a password that is easy to remember. Be sure to
       write it down; no one will be able to retrieve it for you.
    Your cursor will automatically go to the first check box. Click on the box and it will
       automatically place an X in the box. Continue down the checklist; if you mark an X in the
       wrong space, just click again on the “X” and it will be removed.
    When you have completed the checklists, save your changes.

To add additional rows and boxes to this form:
    To add an additional row(s): Place cursor on the last row of the grid.
    Go to “Layout” on the Menu bar; and select the appropriate action, i.e. go to “Insert
      Above, Insert below etc. Repeat the process for additional rows.
    To add a checkbox, Highlight a checkbox to copy; go to the “Clipboard” and select

       “Copy.”
      Place cursor where you want the checkbox.
      Return to the “Clipboard” and select “Paste.”    Repeat process for additional rows and
       checkboxes.
                              AURARIA HIGHER EDUCATION CENTER
                            EMPLOYEE PERFORMANCE APPRAISAL PLAN


Plan for Appraisal Year                      Position Classification

Employee Name                                Position Number

Division                                     Department

Primary Customers

Supervisor Name                              Position Number

Level of Performance definitions are as follows:

Proficient
This rating level encompasses a range of expected performance. It includes employees who are
successfully developing in the job; employees who exhibit competency in work behaviors, skills,
and assignments; and accomplished performers who consistently exhibit the desired
competencies effectively and independently. These employees are meeting all the expectations,
standards, requirements, and objectives on their performance plan, and on occasion, exceed
them. This is the employee who reliably performs the job assigned and may even have a
documented impact beyond the regular assignments and performance objectives that directly
supports the mission of the organization.

Exceptional
This rating represents consistently exceptional and documented performance or consistently
superior achievement beyond the regular assignment. Employees make exceptional
contribution(s) that have a significant and positive impact on the performance of the unit or the
organization and may materially advance the mission of the organization. The employee
provides a model for excellence and helps others to do their jobs better. Peers, immediate
supervision, higher-level management and others can readily recognize such a level of
performance.

Needs Improvement
This rating level encompasses those employees whose performance does not consistently and
independently meet expectations set forth in the performance plan, as well as those employees
whose performance is clearly unsatisfactory and consistently fails to meet requirements and
expectations.

Marginal performance requires substantial monitoring and close supervision to ensure
progression toward a level of performance that meets expectations. Although these employees
are not currently meeting expectations, they may be progressing satisfactorily toward a
“Proficient” rating and need coaching/direction in order to satisfy the core expectations of the
position.

                                                 1
SECTION A: CORE COMPETENCIES
A competency is a measurable pattern of skills, knowledge, abilities, behaviors, and other
characteristics that an individual needs to perform work roles or occupational functions
successfully. The State Personnel Director has defined the following five (5) uniform, statewide
core competencies: Customer Service, Interpersonal Skills, Communication, Accountability, and
Job Knowledge. The Auraria Higher Education Center (AHEC) management team has added
Teamwork as a sixth core competency.
1. CUSTOMER SERVICE
Expectations: Projects a positive image by contributing to the mission and goals of AHEC and
the appropriate division. Understands the services and requirements of AHEC as they apply to
customer expectations/requests. Makes decisions that promote AHEC as a customer-oriented,
customer-driven organization.

Objectives:
Proficient
9/30 3/31 N/A
                   Meets the customer service expectations of the position.
                   Treats the customer with respect and courtesy.
                   Is available to the customer and provides accurate, consistent, and honest information.
                   Provides consistent, quality services to all customers.
                   Follows through to communicate and implement service willingly and in a timely manner; delivers
                   what has been promised.
                   Listens to the customer and provides feedback that will benefit the customer in the future.
                   Offers appropriate and innovative solutions to customer problems.
                   Responds promptly and according to division guidelines to requests for information and/or assistance.
                   Responds to telephone and e-mail messages according to departmental policies, if applicable to
                   position.
                   Other (s): (Specific to department)

Exceptional
9/30 3/31
              Meets all customer service “Proficient” measures.
              Makes exceptional contribution(s) that have a significant and positive impact on the performance of the
              unit or the organization and may materially advance the mission of the organization. (Must describe in
              detail in the “Comments” section below.)
              Provides a model for excellence and helps others to do their jobs better. (Must describe in detail in the
              “Comments” section below.)
              Recognized by peers and management as an employee who always delivers an outstanding service and/or
              project. (Must describe in detail in the “Comments” section below.)
              Other (s): (Specific to department)

Needs Improvement
9/30   3/31
              Does not perform consistently and independently as set forth in the performance plan for customer service.
              Other(s): (Specific to department)

Evaluation:
 Mid-year review: 9/30                Proficient           Exceptional             Needs Improvement
 Comments:

 End-of-year review: 3/31             Proficient           Exceptional             Needs Improvement
 Comments:

 Final level of performance           Proficient          Exceptional              Needs Improvement


                                                           2
2. INTERPERSONAL SKILLS
Expectations: Is cooperative and responds to the needs of others (co-workers, internal and
external customers) within a diverse community. Demonstrates tact and diplomacy in
negotiations and/or confrontations with others. Shares information, recognition, and resources.
Promotes cooperation and teamwork in the AHEC organization.

Objectives:
Proficient
9/30 3/31 N/A
                   Meets the interpersonal skills expectations of the position.
                   Works through conflict and maintains positive work relationships.
                   Treats others with courtesy, respect, tact, and friendliness.
                   Accepts criticism, is open to new ideas, and strives to maintain a positive work environment.
                   Consistently able to obtain the cooperation of others.
                   Learns from conflict and makes appropriate changes.
                   Other(s): (Specific to department)




Exceptional
9/30   3/31
              Meets all interpersonal skills “Proficient” measures.
              Makes exceptional contribution(s) that have a significant and positive impact on the performance of the
              unit or the organization and may materially advance the mission of the organization. (Must describe in
              detail in the “Comments” section below.)
              Provides a model for excellence and helps other to do their jobs better. (Must describe in detail in the
              “Comments” section below.)
              Recognized by peers and management as an employee who always demonstrates outstanding interpersonal
              skills, e.g. conflict management, anger management, consensus building. (Must describe in detail in the
              “Comments” section below.)
              Other(s): (Specific to department)




Needs Improvement
9/30   3/31
              Does not perform consistently and independently as set forth in the performance plan for interpersonal
              skills.
              Other(s): (Specific to department)



Evaluation:
Mid-year review: 9/30               Proficient           Exceptional              Needs Improvement
Comments:

End-of-year review: 3/31            Proficient           Exceptional              Needs Improvement
Comments:

Final level of performance          Proficient           Exceptional              Needs Improvement




                                                          3
3. COMMUNICATION
Expectations: Communicates in an effective, polite, and professional manner in a variety of
modalities, i.e. on the phone, e-mails, in meetings, and in one-on-one conversations. Respects
the different communication styles that are found in the workplace. Written documents are clear,
concise, and grammatically correct.

Objectives:
Proficient
 9/30 3/31     N/A
                      Meets the communication expectations of the position.
                      Demonstrates effective listening skills and considers the ideas of others.
                      Demonstrates good judgment of what to say and when to say it.
                      Works well either independently or within a group.
                      Solicits and provides timely, constructive feedback to others.
                      Works in an open manner and shares information to get the job done.
                      Maintains confidentiality in all communication modalities.
                      Follows AHEC’s electronic communication policy.
                      Other(s): (Specific to department)



Exceptional
9/30 3/31
             Meets all communication “Proficient” measures.
             Makes exceptional contribution(s) that have a significant impact on the performance of the unit or the
             organization and may materially advance the mission of the organization. (Must describe in detail in the
             “Comments” section below.)
             Provides a model for excellence and helps others to do their jobs better. (Must describe in detail in the
             “Comments” section below.)
             Considered by others as a role model for oral and written skills. (Must describe in detail in the
             “Comments” section below.)
             Other(s): (Specific to department)




Needs Improvement
9/30 3/31
             Does not perform consistently and independently as set forth in the performance plan for communication.
             Other(s): (Specific to department)



Evaluation:
Mid-year review: 9/30               Proficient           Exceptional              Needs Improvement
Comments:

End-of-year review: 3/31            Proficient           Exceptional              Needs Improvement
Comments:

Final level of performance          Proficient           Exceptional              Needs Improvement




                                                           4
4. ACCOUNTABILITY
Expectations: Consistently demonstrates reliability, integrity, and ownership of his/her work.
Adheres to AHEC’s policies and procedures; specifically, immediately reporting on-the-job
injuries, criminal activity, and/or major infractions of AHEC policies, rules, and regulations.
Meets work standards, schedules, and deadlines.

Objectives:
Proficient
9/30 3/31 N/A
                   Meets the accountability expectations of the position.
                   Does not gossip or spread rumors about AHEC employees.
                   Maintains employee and agency confidentiality at all times.
                   Is recognized by employees and co-workers as someone who is consistently fair, honest, and
                   dependable.
                   Is regularly punctual and follows call-in procedures for emergencies and illnesses.
                   Follows established work schedule and provides supervisor with advance notice of any deviations.
                   Coordinates planned absences with the needs of the department.
                   Accepts responsibility for his/her actions and takes appropriate action to correct the action, situation,
                   and/or miscommunication.
                   Meets work standards, schedules, and deadlines without coaxing.
                   Other(s): (Specific to department)




Exceptional
9/30 3/31
              Meets all accountability “Proficient” measures.
              Makes exceptional contribution(s) that have a significant and positive impact on the performance of the
              unit or the organization and may materially advance the mission of the organization. (Must describe in
              detail in the “Comments” section below.
              Provides a model for excellence and helps others to do their jobs better. (Must describe in detail in the
              “Comments” section below.)
              Other: (Specific to department)




Needs Improvement
9/30   3/31
              Does not perform consistently and independently as set forth in the performance plan for accountability.
              Other: (Specific to department)



Evaluation:
Mid-year review: 9/30                Proficient            Exceptional              Needs Improvement
Comments:

End-of-year review: 3/31             Proficient            Exceptional              Needs Improvement
Comments:

Final level of performance           Proficient           Exceptional               Needs Improvement




                                                            5
5. JOB KNOWLEDGE
Expectations: Demonstrates sufficient skills and knowledge to perform all components of the
job effectively and efficiently. Shares job knowledge with co-workers and assists them with
problem solving. Pursues training for professional development purposes and to enhance job
performance.

Objectives:
Proficient
9/30 3/31 N/A
                 Meets the job knowledge expectations of the position.
                 Demonstrates efficiency in setting priorities and completing tasks on time.
                 Corrects errors immediately and does not repeat them.
                 Represents the department in a positive, professional manner.
                 Consistently produces high-quality work.
                 Other(s): (Specific to department)



Exceptional
9/30 3/31
            Meets all job knowledge “Proficient” measures.
            Makes exceptional contribution(s) that have a significant and positive impact on the performance of the
            unit or the organization and may materially advance the mission of the organization. (Must describe in
            detail in the “Comments” section below.
            Provides a model for excellence and helps others to do their jobs better. (Must describe in detail in the
            “Comments” section below.
            Recognized by peers and management as an employee who always delivers an outstanding service and/or
            project (example)
            Other(s): (Specific to department)



Needs Improvement
9/30 3/31
            Does not perform consistently and independently as set forth in the performance plan for job knowledge.
            Other(s): (Specific to department)




Evaluation:
Mid-year review: 9/30              Proficient           Exceptional             Needs Improvement
Comments:

End-of-year review: 3/31           Proficient           Exceptional             Needs Improvement
Comments:

Final level of performance         Proficient          Exceptional              Needs Improvement




                                                         6
6. TEAMWORK
Expectations: Contributes to positive staff morale. Works well with others and is a team player.
Shows commitment to the organization and represents the agency in a positive manner in public.
Takes initiative to help/support others. Contributes and supports changes and improvements in
the agency’s operations.

Objectives:
Proficient
9/30 3/31 N/A
                 Meets the teamwork expectations of the position.
                 Assists/supports others in carrying out individual, division, and AHEC goals and objectives.
                 Accepts responsibility for individual and team actions.
                 Carries out daily goals with integrity.
                 Acts in a manner that minimizes conflict in carrying out the operations of AHEC.
                 Demonstrates a strong work ethic and commitment to the organization.
                 Other(s): (Specific to department)




Exceptional
9/30 3/31
            Meets all teamwork “Proficient” measures.
            Makes exceptional contribution(s) that have a significant and positive impact on the performance of the
            unit or the organization and may materially advance the mission of the organization. (Must describe in
            detail in the “Comments” section below.)
            Provides a model for excellence and helps others to do their jobs better. (Must describe in detail in the
            “comments” section below.)
            Recognized by peers and management as an employee who always delivers an outstanding service and/or
            project (example)
            Other(s): (Specific to department)




Needs Improvement
9/30 3/31
            Does not perform consistently and independently as set forth in the performance plan for teamwork.
            Other: (Specific to department)




Evaluation:
Mid-year review: 9/30              Proficient          Exceptional              Needs Improvement
Comments:

End-of-year review: 3/31           Proficient          Exceptional              Needs Improvement
Comments:

Final level of performance         Proficient          Exceptional              Needs Improvement




                                                         7
FOR EVALUATION OF SUPERVISORS ONLY
Expectations: Determines and provides employees with the information/resources they need to
do their jobs successfully. Collaborates with employees to develop accurate job descriptions and
clear performance expectations. Meets with employees bi-annually to formally discuss
employees’ job performance and development. Provides clear, timely, and constructive feedback.
Seeks employee input to complete the employees’ annual evaluation. Provides appropriate
training and challenges to employees, based on their skills and abilities. Identifies and supports
employee participation in training and development activities on the job and off-site facilities.

Objectives:
Proficient
9/30 3/31 N/A
                 Meets the expectations of the position.
                 Meets all deadlines unless there are extenuating factors.
                 Serves as a role model by following all AHEC policies and procedures.
                 Sets clear expectations and meets deadlines for submission of employee performance plans.
                 Evaluates employees based upon established performance expectations in a timely manner.
                 Other: (Specific to department)



Exceptional
9/30 3/31
            Meets all supervisor “Proficient” measures.
            Makes exceptional contribution(s) that have a significant and positive impact on the performance of the
            unit or the organization and may materially advance the mission of the organization. (Must describe in
            detail in the “Comments” section below.)
            Provides a model for excellence and helps others to do their jobs better. (Must describe in detail in the
            “Comments” section below.)
            Recognized by peers and management as an employee who always delivers an outstanding service and/or
            project (example)
            Other: (Specific to department)




Needs Improvement
9/30 3/31
            Does not perform consistently and independently as set forth in the performance plan for supervision.
            Other: (Specific to department)



Evaluation:
Mid-year review: 9/30              Proficient           Exceptional             Needs Improvement
Comments:

End-of-year review: 3/31           Proficient           Exceptional             Needs Improvement
Comments:

Final level of performance         Proficient          Exceptional              Needs Improvement




                                                         8
                             SECTION B: JOB RESPONSIBLITIES
Employees are assigned job-specific responsibilities through their PDQ or Job Description. This section
identifies the major areas of responsibility and evaluates employee performance in these defined areas.
Employees should have at least three (3) identified major areas of responsibility.

1.__________________
Expectations:




Objectives:
Proficient
9/30 3/31 N/A                                   Text Field




Exceptional
9/30 3/31                                       Text Field




Needs Improvement
9/30 3/31                                       Text Field




Evaluation:
Mid-year review: 9/30           Proficient        Exceptional           Needs Improvement
Comments:

End-of-year review: 3/31        Proficient        Exceptional           Needs Improvement
Comments:

Final level of performance      Proficient        Exceptional           Needs Improvement




                                                   9
Job Responsibilities

2. __________________
Expectations:




Objectives:
Proficient
9/30 3/31 N/A                             Text Field




Exceptional
9/30 3/31                                 Text Field




Needs Improvement
9/30 3/31                                 Text Field




Evaluation:
Mid-year review: 9/30        Proficient     Exceptional   Needs Improvement
Comments:

End-of-year review: 3/31     Proficient     Exceptional   Needs Improvement
Comments:

Final level of performance   Proficient    Exceptional    Needs Improvement




                                            10
Job Responsibilities

3.__________________
Expectations:




Objectives:
Proficient
9/30 3/31 N/A                             Text Field




Exceptional
9/30 3/31                                 Text Field




Needs Improvement
9/30   3/31                               Text Field




Evaluation:
Mid-year review: 9/30        Proficient     Exceptional   Needs Improvement
Comments:

End-of-year review: 3/31     Proficient     Exceptional   Needs Improvement
Comments:

Final level of performance   Proficient    Exceptional    Needs Improvement




                                            11
Job Responsibilities

4._________________
Expectations:




Objectives:
Proficient
9/30 3/31 N/A                             Text Field




Exceptional
9/30 3/31                                 Text Field




Needs Improvement
9/30 3/31                                 Text Field




Evaluation:
Mid-year review: 9/30        Proficient     Exceptional   Needs Improvement
Comments:

End-of-year review: 3/31     Proficient     Exceptional   Needs Improvement
Comments:

Final level of performance   Proficient    Exceptional    Needs Improvement




                                            12
Job Responsibilities

5._________________
Expectations:




Objectives:
Proficient
9/30 3/31 N/A                             Text Field




Exceptional
9/30 3/31                                 Text Field




Needs Improvement
9/30 3/31                                 Text Field




Evaluation:
Mid-year review: 9/30        Proficient     Exceptional   Needs Improvement
Comments:

End-of-year review: 3/31     Proficient     Exceptional   Needs Improvement
Comments:

Final level of performance   Proficient    Exceptional    Needs Improvement




                                            13
Job Responsibilities
6.________________
Expectations:




Objectives:
Proficient
9/30 3/31 N/A                             Text Field




Exceptional
9/30 3/31                                 Text Field




Needs Improvement
9/30 3/31                                 Text Field




Evaluation:
Mid-year review: 9/30        Proficient     Exceptional   Needs Improvement
Comments:

End-of-year review: 3/31     Proficient     Exceptional   Needs Improvement
Comments:

Final level of performance   Proficient    Exceptional    Needs Improvement




                                            14
            SECTION C: PDQ, JOB DESCRIPTION, AND PLAN APPROVAL

Each employee must have a current Position Description Questionnaire (PDQ) or Exempt Job
Description. The PDQ or Job Description should be based on the Auraria Higher Education
Center (AHEC) and the Division mission statements. The PDQ or Job Description should take
any agency/division goals and objectives into consideration.

                             Auraria Higher Education Center
                                      Mission Statement
 The Auraria Enterprise is committed to providing an effective, comprehensive, and supportive
 environment which facilitates the missions of the Community College of Denver, Metropolitan
             State College of Denver, and the University of Colorado at Denver.



 I have reviewed the PDQ/Job Description and this year’s plan and have been given the
  opportunity to discuss it with my supervisor.

                                                                           Date:
Supervisor Signature
                                                                           Date:
Reviewer Signature
                                                                           Date:
Manager Signature
                                                                           Date:
Director Signature
                                                                           Date:
Employee Signature




Received by Human Resources
                                                                             Date:
HR Signature



                                             15