OSU Center for Health Sciences and OSU Tulsa Annual Performance Review Non Supervisory Positions If employee is Classifie

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OSU Center for Health Sciences and OSU Tulsa Annual Performance Review Non Supervisory Positions If employee is Classifie Powered By Docstoc
					                                      OSU-Center for Health Sciences and OSU-Tulsa
                                   Annual Performance Review - Non-Supervisory Positions

If employee is Classified (non-exempt) and began employment with OSU before January 1, you should complete the 90-Day Probation
Evaluation before the end of 90 days AND an Annual Performance Review. If employee began employment with OSU after January 1, you
will only need to complete the 90-Day Probation Evaluation for that fiscal year.

                                                         Completing the Form

Employee Section (Page 4):
wGive this section to employee to complete and return to you before the Performance Review. Obtaining employee input allows you to
see how the employee views his/her own performance and can be a starting point for the performance discussion.

Performance Review Form (Page 2 and 3)
wComplete employee information at top of form (name, title, department, etc.). The Date will populate for you.
wThe Ratings Key uses a 5-point scale
 Core Values:
  wUsing the Ratings Scale, evaluate how well your employee demonstrates the University's five Core Values. Support your rating with
specific examples you have observed over the past year. The space on the form can be enlarged as needed.
 Major Responsibilities of Position:
  wSupervisor may list up to four major responsibilities of the position (see job description) and evaluate employee on how well he/she has
performed those responsibilities in the past 12 months. Support your ratings with specific examples you have observed over the past 12
months. The space on the form can be enlarged as needed.
  Behaviors
   wUsing the Ratings Scale, evaluate how well your employee meets the criteria described in each of the four Behaviors. Support your
rating with specific examples you have observed over the past year. This space can be enlarged as needed.
 Overall Rating:
  wNo mathematical calculations are necessary. The Overall Rating automatically populates for you.
 Goals for This Review Period
  wList the employee's goals from the past 12-month period. Using the Rating Scale provided for this section, evaluate the employee on
completion of their goals.
 New Job Goals for Next Review Period:
  wSupervisor and employee should jointly set 3-5 job goals for employee to accomplish during upcoming 12-month period.
 Employee Development:
  wSupervisor and employee should discuss training and education that will benefit employee.
 Employee Comments Section:
  wEmployee Comments: Employee may use this space to make comments about the Performance Review.
 Signature Block:
  wPlease sign Performance Review and obtain employee's signature as well as your supervisor's approval (3 signatures total) before
sending to Human Resources.




Remember:
r Obtain necessary signatures
r Send original Performance Review to Human Resources
r Have you attended Performance Review training in the last 3 years? The date of that training should be listed under your name in the
Signature Block area.




                                                                Page 1
                                                       Non-Supervisory Performance Review

Employee                                                             Title                                                                     Date       11/30/10
Supervisor                                                          Dept

                                                                                        Ratings
5 = Consistently Exceeds Job Requirements - Consistently achieves highest level of performance in this particular aspect of job.
4 = Frequently Exceeds Job Requirements - Often achieves highest level of performance in this aspect of job.
3 = Fully Meets Job Requirements - Consistently performs at an expected and satisfactory level .
2 = Needs Improvement - Meets some requirements of this aspect of job, but is inconsistent and needs improvement.
1 = Unsatisfactory - Does not meet expectations in this aspect of job. Must improve or face serious corrective action.


                                                                                     Core Values
Stewardship of Resources - Uses University resources wisely and encourages others to do so, as well; accepts individual responsibility for actions that affect institution; pursues
opportunities to deliver services more efficiently and effectively.
Specific examples which support rating:                                                                                                                              Rating




Integrity - Committed to principles of truth and honesty; straightforward, forthright and appropriate in communications; keeps confidences; admits mistakes; widely trusted; honors
commitments and promises; upholds the highest ethical conduct.
Specific examples which support rating:                                                                                                                                  Rating




Respect for Diversity - Seeks opportunities to learn and understand other cultures; celebrates and appreciates differences; respects different opinions; seeks to understand before
acting.
Specific examples which support rating:                                                                                                                                  Rating




Service to Others - Anticipates the needs of others; provides prompt and courteous service with a positive attitude; takes pride in what he/she does.
Specific examples which support rating:                                                                                                                                  Rating




Excellence and Continuous Self-Improvement - Seeks excellence in all endeavors; embraces change; recognizes personal strengths and weaknesses and strives for
improvement; seeks improvements in processes and services; cultivates a passion for life-long learning.
Specific examples which support rating:                                                                                                                                  Rating




                                                 Major Responsibilities of Position (from job description)


1
Specific examples which support rating:                                                                                                                                  Rating




2
Specific examples which support rating:                                                                                                                                  Rating




3
Specific examples which support rating:                                                                                                                                  Rating



4
Specific examples which support rating:                                                                                                                                  Rating
                                                                                       Page 2
                                                                                                Behaviors
Initiative - The ability to use sound judgment to make decisions appropriate to job level; knows what needs to be done and does it without step-by-step instructions and reminders.
Specific examples which support rating:                                                                                                                                                    Rating



Listening & Communication - Practices active listening; has patience to hear people out; can accurately restate opinion of others even when he/she disagrees; ability to convey
thoughts, concepts and ideas in a way that is clear and understandable; knows what to communicate, to whom and when, and does so in an appropriate manner.
Specific examples which support rating:                                                                                                                                                    Rating




Teamwork & Interpersonal Skills - Ability to work with others to achieve a common goal; cooperative; encourages collaboration; relates well to others; builds positive relationships;
uses diplomacy and tact; builds rapport with others easily.

Specific examples which support rating:                                                                                                                                                    Rating



Dependability - Can be relied upon to complete assignments in a timely manner; demonstrates consistent attendance at work.
Specific examples which support rating:                                                                                                                                                    Rating




                  Overall Score                                                                                                                                            #DIV/0!

                                                    Goals Set For This Period (use Rating Scale below)
               A=Achieved                     NA=No longer applicable    IP=In progress     DNA=Did not achieve
                                                                                                                                                                            Rating
Goal 1:

Goal 2:

Goal 3:

Goal 4:

Goal 5:

                                                                           Job Goals for Next Review Period
Supervisor and employee should jointly set 3-5 job goals to be accomplished:
Goal 1
Goal 2
Goal 3
Goal 4
Goal 5

                                                                                   Employee Development
Ongoing training and education related to position that will benefit employee:
A.
B.
C.

Employee Comments:




                               Signatures (must have all 3 signatures below before sending to Human Resources)
Employee's Signature: ______________________________________________
I acknowledge that I have seen this report and have been apprised of my evaluation. I understand that I may make a written statement within ten working days following this evaluation. If a statement is
submitted within ten days, it will be attached to this evaluation.


Supervisor's Signature: ____________________________________                                    Date of last Performance Review training _____________
Next Level Approval: _______________________________________________

                                                                                                 Page 3
                                                                               Employee Section
                       (Employees should complete and return to supervisor one week prior to performance review discussion.)

Research has shown that the most productive Performance Reviews are those in which the supervisor and employee have a meaningful, two-way discussion
regarding what the employee does well, areas in which the employee could improve, barriers the employee may encounter which prevents high-level
performance, how the employee views the responsibilities of the position, etc. In preparation for your evaluation with your supervisor, answer the questions
below, not as you think your supervisor would answer them, but how you view your own performance and job.


1. List your accomplishments for the past year.




2. What are your strengths as they relate to each of the criteria below? What specific examples can you offer that demonstrate those strengths?
Stewardship of Resources -
Integrity -
Respect for Diversity -
Service to Others -
Excellence and Continuous Self Improvement -
Initiative -
Listening & Communication -
Teamwork & Interpersonal Skills -
Dependability -
Other Strengths -


3. What are your developmental needs? What areas of your performance would you like to improve?




4. What types of developmental activities would benefit you personally and professionally?




5. What are the most important responsibilities in your position?




6. What obstacles prevent you from carrying out your most important responsibilities?




7. What can your supervisor do to assist you in overcoming these obstacles?




8. What can your supervisor do in relation to the areas below to assist you or your department in achieving success?
Delegating - Gives clear assignments; structures department workload appropriately.




Developing Direct Reports - Recognizes learning needs of staff and offers them opportunities to develop.




Building Effective Teams - Effectively verbalizes expectations; rewards/recognizes people for their work; seeks feedback on what is/is not working.




Communication - Ensures the right information is communicated to the right people at the right time to enable them to do their jobs; active listener.




Other -
                                                                                       Page 4

				
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Description: 90 Day Employee Probation Form document sample