ࡱ> 9<678c 8bjbj ua\ua\֛a     4>>>><h."*"*"*"#6;%%T$ZN 3&##3&3&  *"*" ) ) )3&^ *" *" )3& ) )*"&׈N 0<%^+'\ ߎ3&3& )3&3&3&3&3&'`3&3&3&<3&3&3&3&3&3&3&3&3&3&3&3&3& > :  PERFORMANCE EVALUATION PERFORMANCE FACTOR COMMENTS Table of Contents (Note to Users: The page #s on this Table of Contents are linked to the document. Hover your cursor over the page #s below and follow the key strokes to take you to that page in the document.) Performance Factor Page  TOC \o "1-3" \h \z \u  HYPERLINK \l "_Toc488680401" Adheres to University Policies and Procedures  PAGEREF _Toc488680401 \h 1  HYPERLINK \l "_Toc488680402" Cooperation  PAGEREF _Toc488680402 \h 2  HYPERLINK \l "_Toc488680403" Creativity and Innovation  PAGEREF _Toc488680403 \h 3  HYPERLINK \l "_Toc488680404" Decision Making  PAGEREF _Toc488680404 \h 4  HYPERLINK \l "_Toc488680405" Development of Subordinates  PAGEREF _Toc488680405 \h 5  HYPERLINK \l "_Toc488680406" Energy and Drive  PAGEREF _Toc488680406 \h 6  HYPERLINK \l "_Toc488680407" Flexibility and Adaptability  PAGEREF _Toc488680407 \h 7  HYPERLINK \l "_Toc488680408" Interpersonal Relations  PAGEREF _Toc488680408 \h 8  HYPERLINK \l "_Toc488680409" Job Knowledge  PAGEREF _Toc488680409 \h 9  HYPERLINK \l "_Toc488680410" Judgment and Analytical Ability  PAGEREF _Toc488680410 \h 10 Performance Factor Page  HYPERLINK \l "_Toc488680411" Leadership and Ability to Inspire  PAGEREF _Toc488680411 \h 11  HYPERLINK \l "_Toc488680412" Oral and Written Communication  PAGEREF _Toc488680412 \h 12  HYPERLINK \l "_Toc488680413" Planning and Execution of Assignments  PAGEREF _Toc488680413 \h 13  HYPERLINK \l "_Toc488680414" Promotes/Supports Diversity  PAGEREF _Toc488680414 \h 14  HYPERLINK \l "_Toc488680415" Punctuality  PAGEREF _Toc488680415 \h 15  HYPERLINK \l "_Toc488680416" Quality of Work  PAGEREF _Toc488680416 \h 16  HYPERLINK \l "_Toc488680417" Quantity of Work  PAGEREF _Toc488680417 \h 17  HYPERLINK \l "_Toc488680418" Reliability  PAGEREF _Toc488680418 \h 18  HYPERLINK \l "_Toc488680419" Use of Time and Resources  PAGEREF _Toc488680419 \h 19  HYPERLINK \l "_Toc488680420" Values Customer Service  PAGEREF _Toc488680420 \h 20  Adheres to University Policies and Procedures Promotes and upholds the Universitys policies and procedures, specifically, but not limited to, safety procedures, HIPAA, FERPA, Harassment & Discrimination Prevention (HDP), Professional Code of Conduct, and Information Systems & Communications . Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentDoes not follow established policies & procedures. Does not seem to be aware of pertinent policies and procedures. Has not completed the required training on HIPAA, FERPA, HDP, and/or any other mandatory compliance training. Does not participate in evacuation procedures. Although has been properly trained, has created unsafe situations by misusing equipment and materials. Has often failed to report potentially unsafe conditions. Inconsistent in practicing and complying with established policies & procedures. Completed the required training on HIPAA, FERPA, HDP, and/or any other mandatory compliance training, but past due date. Does not practice good safety methods. Is not aware of the surroundings and whether or not there is potential risk. Has been warned about improper use of equipment and materials. Needs to improve on reporting potentially unsafe conditions. Adheres to and practices established policies & procedures. Completed the required training on HIPAA, FERPA, HDP, and/or any other mandatory compliance training by the required due date. Expresses policy concerns and issues to supervisor. Adheres to and practices good safety methods. Notifies physical safety issues to Facilities/Risk Management, copying pertinent staff. Assists with evacuations without being asked. Adheres to and practices established policies & procedures, and encourages others to do the same. Completed the required training on HIPAA, FERPA, HDP, and/or any other mandatory compliance training by the required due date. Adheres to and practices good safety methods & encourages others to do the same. Maintains awareness of work environment, expressing policy concerns to supervisor and offering suggestions for solutions. Has little difficulty arriving at the most appropriate action when faced with safety-related situations not covered by normal guidelines.Adheres to and practices established policies & procedures, and encourages others to do the same. Completed the required training on HIPAA, FERPA, HDP, and/or any other mandatory compliance training by the required due date. Knows OSHA standards. Reminds others of regulatory guidelines. Quickly sizes up safety-related situations and determines the appropriate action even under very unusual conditions. Leads in carefully observing and monitoring proper safety and security procedures. Alert to potentially unsafe conditions and reports them immediately. Cooperation Works together with other employees for common goals and purpose. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentGrudgingly assists or outright refusal to assist other staff, students, or faculty. Causes friction and tends to complain and argue. Displays negative and rude behavior. Exhibits lack of tact or consideration for others.May show reluctance to cooperate. Will help when asked but not with enthusiasm. Needs to project a more positive outlook and pleasant manner. Has exhibited lack of tact or consideration for others. Develops good working relationships with other employees; willing to assist where needed. Consistently exhibits tact and consideration in relations with others. Outlook is generally positive and manner is pleasant.Works well with others. Collaborates extensively with other employees. Exhibits high degree of tact and consideration for others. Displays a positive outlook and pleasant manner at all times.Goes out of their way to cooperate with peers, supervisors and other university departments. Develops exceptional working relationships. Immediately takes responsibility for resolving conflicts and uses skills to help others do the same. Creativity and Innovation Ability to take an imaginative and innovative approach and develop and implement new methods and ideas. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentRefuses to contribute or be involved with identifying or generating new ideas/ technologies. Has not demonstrated sufficient creativity and original thinking in work. Has not provided suggestions to improve processes or work quality. Does not look for new ways to accomplish work in an efficient manner. Needs to offer more useable suggestions on how to improve work. Looks for different ways to accomplish work in efficient manner. Has identified 1 or 2 new ideas or new technologies to implement and suggests usage to provide better access and service to community.Generates new ideas or suggests new technologies and may implement them independently or within department. Has developed 1-2 highly innovative approaches and ideas and has implemented 1 of the new ideas.Pilots new ideas & technologies for the department or the university. Serves as project lead if decision is made to implement. Has developed 2 or more innovations and has implemented 2 of the new ideas.  Decision Making Evaluating and selecting among alternative courses of action quickly and accurately and carrying through. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentTakes an unacceptable length of time to make decisions. Presents inadequate support and reasoning for decisions. Frequently has difficulty making independent decisions.Decision making is less than effective because of incomplete information. Input from others are not obtained. Sometimes has difficulty supporting and explaining decisions. Hesitates in making own decisions and often requires more assistance than appropriate. Decisions are made in a timely manner. Decisions are generally accurate and sound. In most matters, includes the appropriate people in the decision-making process.Can clearly explain the reasoning and provide good support for decisions. Confidently makes decisions in all areas of job. Can usually make decisions even under tight time frames.Can be relied upon to make decisions even under the tightest time frames. Skillfully presents the supporting information and reasoning behind decisions. Sound judgment results in decisions that are consistently on target for even the most complicated issues. Development of Subordinates Evaluates performance and potential; provides training and development, coaching, counseling and resolving human resource problems. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentDoes not clearly define expectations, standards, and job responsibilities. Fails to work with employees in setting reasonable goals and objectives. Subordinates are not receiving useful feedback to improve performance. Does not motive employees. Rarely gives recognition to the contributions of subordinates. Has not developed opportunities for subordinates to participate in training and developmental activities. Does not delegate tasks appropriately to match the subordinates skills, experiences, strengths and limitations.Is not always clear in defining job responsibilities or expectations. Inconsistent in setting reasonable performance goals and objectives. Feedback given to subordinates are ineffective and infrequent. Subordinates lack the motivation to achieve more. Needs to give more attention to acknowledging and praising contributions of subordinates. Employees are given limited opportunities for training and developmental activities. Has some problems delegating the appropriate tasks to the appropriate individual based on skills, experiences, strengths, and limitations.Helps employees understand their job by defining what is expected and their responsibilities. Sets reasonable performance goals and objectives. Provides regular feedback for improved performance. Subordinates are motivated to achieve increased results. Often finds ways to recognize employees for their contributions. Encourages subordinates to expand their skills through training and developmental activities. Usually assigns tasks appropriate to the persons skills, experience, strengths, and limitations.Gives regular attention to help people understand their job responsibilities and expectations. Works with subordinates to set reasonable goals and objectives that are also motivating. Provides frequent performance feedback to encourage improvement. Utilizes good motivational skills and encourages subordinates towards continuous process improvement. Goes out of the way to recognize employees for their efforts. Strongly supports subordinates in upgrading their skills through training and development. Delegates appropriately based on the subordinates skills, experience, strengths, and limitations, helping subordinate develop new skills.Provides clear explanations and checks subordinates understanding of job duties and responsibilities. Works collaboratively with subordinates to establish challenging and achievable goals customized for the strengths of the employee. Establishes open communication and provides ongoing feedback for improved performance. Subordinates continually achieve higher levels of performance through encouragement and motivation. Consistently recognizes employees efforts and making sure others are aware of their contributions. Employees are constantly enhancing their skills and knowledge through training and development efforts. Does an excellent job of matching subordinates skills, strengths, and weaknesses to the delegated task while expanding the subordinates skills and areas of responsibilities. Energy and Drive Self-motivated; seeks greater responsibility; able to work independently. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentLooks for ways out of assignments. Needs to be reminded to complete projects. Needs close supervision. Not interested in more responsibility. Does not undertake self-development activities. Overlooks many opportunities.Works on assigned tasks & projects, but does not actively seek other projects, waits to be told what to do. Avoids learning opportunities. Occasionally volunteers to help. Seldom looks for increased responsibilities. Does not seek help when needed. Able to work independently, seeks additional work. Seeks to improve their knowledge and skills. Occasionally seeks increased responsibilities beyond the normal scope of the job. Looks for and takes advantage of available opportunities to gain additional responsibilities.Works well independently, may self-assign work as needed. Actively seeks greater responsibility for job growth. Frequently undertakes self-development activities. Is resourceful at taking advantage of opportunities.Very independent; Identifies and self-assigns work that needs to be done. Challenges self by taking on new assignments outside their job description. Volunteers immediately when sees help is needed. Consistently alert to opportunities and makes the most of them. Flexibility and Adaptability The ability to grasp and adjust to new ideas, procedures and problem situations. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentUnable to be flexible when presented with new ideas and procedures. Wants to do things the way they have always been done - refuses to implement change. Negative attitude regarding any change which effects or influences others working with them. Has not demonstrated ability to meet competing demands. Responds poorly to criticism and feedback.Resistant to change and will not implement them until confronted. Not open to new ideas. Has been slow to adapt to some changes in job or the work environment. Frequently needs help in balancing competing demands. Tends to not accept feedback or criticism as well as could.Accepts & implements changes with positive attitude. Looks at situations with thoughts of solutions. Takes responsibility for learning updated procedures. Recognizes when change is needed. Generally accepts criticism and feedback well. Adjusts approach or method to fit different situations. Positive attitude toward changes & new ideas. Keeps open mind for new & streamlined ways to do things. Takes active role in updating procedures, can inspire or motivate others within the area or group. Accepts criticism and feedback well.Constantly looking at processes with "we can do this better" attitude. Brings new ideas to the group. Adapts to the changing department needs and shifts workload to accommodate those needs. Actively seeks feedback from others, responding positively to criticism.  Interpersonal Relations Effectiveness in relating to others at all organizational levels, sensitive to the needs of others, and focuses on the team concept Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentResists assisting students, faculty, and staff and displays discourteous behavior. Uses intimidating behaviors to get his or her way with coworkers. Makes negative remarks about students, faculty, staff. Self involved, shows no concern about needs of others. Rarely offers support or assistance to co-workers. Does not regularly assume share of responsibility for resolution. Puts own interests above the interests of the team. Often does not show objectivity or respect for the views of others. Resists assisting students faculty and other staff. Makes negative comments about students or staff, allows negative feelings towards others to affect work relationships. Not truthful or forthcoming with information. Does not share critical information. Is not always successful when working in group situations. Needs to give more attention to making the team successful rather than furthering own interests. Relates well to peers, colleagues, and managers within and outside the immediate work group. Shows interest in customers/clients; responds to others opinions in a constructive manner. Understands his or her role on the team and varies his/her role according to the needs of the group. Displays courteous, considerate, and helpful attitude towards staff and customers/clients. Maintains composure when dealing with difficult people. Assists and supports coworkers. Takes responsibility to help resolve conflicts. Puts the success of the team above own interests.Relates and responds well to others. Gives others recognition for good work. Builds constructive and effective relationships both inside and outside the organization. Demonstrates an understanding and sensitivity to others feelings. Regularly displays a positive outlook and pleasant manner. Often extends more than required to assist and support co-workers. Takes an active role in resolving conflicts before they get out of hand. Works hard to build a positive team spirit and identity.Responds and relates extremely well to people in all positions. Initiates and maintains relationships inside and outside the organization and in field of expertise. Is intuitively diplomatic and fosters good will between groups. Gifted in diffusing volatile interpersonal situations. Encourages collaboration and easily gains trust and support of others. Displays an upbeat, positive outlook and pleasant manner under even the most trying circumstances. Consistently offers assistance to co-workers. Leads in building a strong team spirit and identity. Job Knowledge The understanding of the complete scope of related functions of the job; knowledge and ones specialized and technical field of work. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentDoes not do most basic tasks. Does not improve knowledge or skills even when asked. Takes too long to apply new skills. Needs more supervision and assistance than should. Does not identify appropriate resources available to perform duties and responsibilities.Does not retain job knowledge. Makes little effort to improve job knowledge or skills. Has some difficulty identifying appropriate, available resources to perform job duties.Knows most aspects of the job. Will ask questions when needed. Improves knowledge and skills when asked. Knowledgeable about current developments in the field. Works within the normal scope of supervision. Effectively identifies and uses resources and tools available. Knows all aspects of the job. Improves knowledge and skills if opportunity is offered. Asks questions only when unusual situations arise. Does an excellent job of keeping updated about current developments in the field. Needs minimal amount of supervision to fulfill responsibilities. Displays a good understanding of the interrelationships between jobs. Takes advantage of available resources and tools.Expert knowledge of all aspects of job. Actively seeks to improve skill set. Is a change agent and introduces new technologies and ideas into their department. Reads and researches extensively, staying on top of current developments that might impact field. Performs extremely well with very little, if any supervision or assistance. Displays an extraordinary understanding of the interrelationship between jobs. Ingeniously puts available resources and tools to maximum use.  Judgment and Analytical Ability Thinks through a problem; secures and evaluates data, and decide on a course of action. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentFrequently has difficulty making independent decisions. Lack of judgment has often resulted in problem situations. Presents inadequate support and reasoning for decisions. Excludes appropriate people from decision-making process too often. Takes an unacceptable length of time to make decisions.Hesitates in making some decisions, often requiring more assistance than appropriate. Too often makes decisions that result in problems because they were not thought out well. Sometimes has difficulty supporting and explaining decisions. Decision making is frequently less than effectives because appropriate people were not included. Takes longer than acceptable to reach a decision. Makes confident decisions in most areas of the job. Decisions are generally accurate and sound. Can usually support and explain the reason for decisions. In most matters, includes the appropriate people in the decision-making process. Decisions are made in a timely manner.Confidently makes decision in all areas of the job. Decisions are on target and reflect reliable, sound judgment skills. Can clearly explain the reasoning and provide good support for decisions. Can usually make decisions even under tight time frames.Does not hesitate to make decisions on very challenging matters and has confidence in decision making abilities. Sound judgment results in decisions that are consistently on target for even the most complicated issues. Skillfully presents the supporting information and reasoning behind decisions. Always ensures the appropriate people are included in the decision-making process. Can be relied upon to make decisions even under the shortest time frames. Leadership and Ability to Inspire The ability to inspire others by conveying ideas and plans and influencing them to greater determination and unity of purpose. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentFails to exhibit self-confidence and confidence in others. Has not inspired the respect and trust of others. Has reacted poorly in pressure situations. Hesitates or lacks conviction when action is needed. Often fails to keep commitments. Has not demonstrated ability to motivate others to perform better.Actions have resulted in a lack of respect and trust from others. Has shown reluctance to assume a leadership role when action was needed. Has not adequately motivated others to perform better. Inspires the respect and trust of others through actions. Reacts well in pressure situations and when action is needed. Influences others to perform better. The values and integrity of the organization are generally upheld.Communicates effectively to inspire a shared vision. Quickly assumes a strong leadership role when action is needed. Excels at motivating others to perform better. Earns a high degree of respect and trust from colleagues and staff members. Successfully upholds and consistently demonstrates the values and integrity of the organization Has earned the respect and trust of others through uncompromising integrity and uprightness. A high degree of ethical and moral behavior is exhibited in everyday business conduct. Performance consistently and regularly upholds organizational values and integrity in a very positive way. Oral and Written Communication Articulate presentation [for those who present], clear, concise, written communications. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentNever communicates regarding changes, concerns, or issues. Does not communicate with supervisor regarding status of projects or assignments. Does not listen or pay attention to other people. Does not select or use appropriate communication method (e.g. e-mail, telephone, written, in-person, etc.)Does not communicate to others regarding changes, concerns, or issues. Communicates unprofessionally both orally and in written format. Does not communicate with supervisor regarding status of projects, issues or resolutions. Presentation skills need improvement, not enough substance. Does not practice good active listening. Occasionally selects inappropriate methods of communication. Communicates clearly and professionally both verbally and written. Communicates with supervisor on status of projects, issues, and resolutions. Can effectively present to small groups. Selects appropriate methods of communication.Communicates clearly and professionally both verbally and written. Composes clear concise messages to a variety of audiences. Utilizes active listening techniques. Effective in a variety of presentation settings. Keeps others informed in a timely manner. Very good at selecting and using the most effective communication methods. Excellent communication skills both verbally and written. Is articulate and well-spoken. Effectively gives oral presentations to groups of any size. Responds with finesse when faced with on the spot questions. Extremely thorough and proactive about keeping others well-informed. Implements highly effective and often innovative communication methods. Planning and Execution of Assignments Forecasting, setting objectives, establishing strategies and course of action, budgeting, scheduling and outlining procedures; ability to organize and plan work to obtain maximum desired results with minimum effort. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentDoes not prioritize work. Always behind on task/projects regardless of reminders. Procrastination is habitual. Rarely meet goals and obligations. Loses significant time through inefficient planning and organization. Does not plan adequately for additional resources. Has difficulty integrating changes into existing plans. May organize & prioritize, but does not follow through to completion. Is easily distracted and procrastinates. Does not always complete tasks/project without reminders. May understand goals/obligations but does not meet them consistently. Sometimes does not plan well enough for additional resources. Often has difficulty integrating changes into existing plans. Organizes and prioritizes work and meets deadlines. Sets objectives and meets them on a consistent basis. Plans own time to meet obligations. Plans ahead for additional resources. Usually integrates changes smoothly into existing plans. Organizes and prioritizes work and meets deadlines. Foresees roadblocks and senses what will prevent him/her from accomplishing goals and meeting obligations. Usually anticipates additional resource requirements. Rarely incurs problems in smoothly integrating changes into existing plans. Prioritizes & organizes work in advance. Anticipates potential trends, and diversions, and develops contingency plans. Searches for new ways to meet goals. Actively looks at ways to improve execution of assignments. Consistently able to smoothly integrate changes into existing plans.  Promotes/Supports Diversity Supports and implements the Universitys diversity efforts and equal employment opportunity commitment. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentCertain individuals and groups are not fully represented in recruitment, hiring, training and developmental activities. Accomplishments of diverse groups are not appropriately recognized. Discourages participation of diverse groups in programs and activities. Employees and certain groups are given limited opportunities for training and developmental activities. Acknowledges contributions of diverse groups. Allows participation of diverse groups in programs and activities. Provides an all-inclusive environment in recruitment, hiring, training and developmental activities. Identifies and promotes or supports contributions and accomplishments of diverse groups. Participates in some cultural and diversity programs.Supports programs that encourage involvement from diverse groups. Actively pursues representation of diverse groups in recruitment, hiring, training and developmental activities. Participates in majority of cultural and diversity programs. Takes initiative in developing and designing programs and activities to promote an all-inclusive work environment. Implements innovative approaches to recognize and acknowledge the contributions and accomplishments of diverse groups. Takes a leadership role in cultural and diversity programs.  Punctuality Exhibits a carefully observant attention to being on time, and meets deadlines. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentApplies to both Exempt and Non-Exempt: Frequently arrives at work late. Frequently late for or misses meetings completely. Does not follow proper procedures of notifying supervisor of absence or tardiness. Applies only to Non- Exempt: Takes extended lunches and breaks. Applies to both Exempt and Non-Exempt: More than occasionally late. Is not prepared to work at scheduled times. Often late or absent for meetings. Applies only to Non- Exempt: Returns from breaks or lunch late. Applies to both Exempt and Non-Exempt: Usually begins work on time. Ready for duty at/during scheduled times. Arrives on time for meetings. Follows proper procedures for notifying supervisor of absences or tardiness. Applies only to Non- Exempt: Returns from breaks & lunches on time. Applies to both Exempt and Non-Exempt: Usually very punctual and makes effort to schedule time-off in advance. Arrives on time for meetings and attends most of the meetings.Applies to both Exempt and Non-Exempt: Always on time and schedules time off in advance. Arrives on time for meetings and does not miss any meetings. Quality of Work The excellence of the employees performance, the number of errors made; neatness of work produced, thoroughness and accuracy. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentSame errors made repeatedly. In spite of counseling and performance documentation , employee is still unable to grasp concept of errors made. Displays a lack of commitment to excellence. Does not actively look for ways to improve quality.Work contains multiple errors. Does not review work for errors. Does not take ownership of errors and only corrects them when told by others to do so. Does not answer inquiries from clients (e.g. staff and students) or refer clients to appropriate department. Does not always apply the feedback received to improve performance.Proofreads work. Work produced meets standards for accuracy and completeness. Answers inquiries or refers to appropriate department. Regularly displays commitment to quality. Monitors work to meet quality standards.Work produced is highly accurate and thorough. Reviews work and considers feedback of others. Researches inquiries thoroughly. Often asks for feedback and uses it to improve performance.Work is exceptional, professionally presented, research is thorough, and far exceeds expectations for accuracy and thoroughness. Answers all inquiries with additional information as needed and ensures they are available for feedback. Leads the group in looking for ways to improve quality and promote quality awareness. Is proactive about seeking feedback and using it to improve performance.  Quantity of Work Produces large volume of measurable work output. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentAlways behind in daily tasks and regular responsibilities. Needs constant reminders to complete daily tasks and regular responsibilities. Avoids additional work. Too often fails to achieve established goals.May not consistently finish daily tasks and regular assigned responsibilities. Waits for others to complete shared tasks. Does not request additional work. Too often misses deadlines. Does not always achieve established goals. Completes all daily assignments. Meets most deadlines. Demonstrates a commitment to increasing productivity. Achieves most of established goals. Completes daily tasks and assigned regular responsibilities quickly and correctly. Requests additional work. Achieves all established goals and meets all deadlines.Actively seeks to complete additional tasks. Will suggest items they can work on or ways to improve workflow. Consistently achieves and surpasses established goals.  Reliability Capable of being relied on; dependable. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentFor exempt staff: include some components of Punctuality factor. Additional elements: Responsiveness to requests for service and assistance is inadequate. Does not meet deadlines. Blames external circumstances rather than taking responsibility for own actions and outcomes. Fails to confirm that responsibilities are adequately covered during absence. Does not fulfill commitments. For exempt staff: include some components of Punctuality factor. Additional elements: Slow in responding to requests for service and assistance. Does not consistently meet deadlines. Occasionally does not take responsibility for own actions and outcomes. Has not always confirmed adequate coverage of responsibilities during absence. Often needs to be followed up with and reminded about commitments made.For exempt staff: include some components of Punctuality factor. Additional elements: Responds quickly to requests for service and assistance. Meets all deadlines for projects, daily tasks, & obligations. In most situations, assumes responsibility for own actions and outcomes. Generally makes sure responsibilities are covered during absence. Generally keeps commitments without delay or follow-up by others.For exempt staff: include some components of Punctuality factor. Additional elements: Responds promptly and reliably to requests for service and assistance. Meets or exceeds deadlines, tasks, & obligations. Assumes full responsibility for own actions and outcomes. Confirms that responsibilities and commitments are managed during absence. Keeps commitments without delay or follow-up by others.For exempt staff: include some components of Punctuality factor. Additional elements: Is exceptionally quick and reliable in responsiveness to requests for service and assistance. Completes work before deadlines and attends all meeting commitments & other obligations. Is a role model for others in the way responsibility is accepted for own actions and outcomes. During absence, makes special effort to ensure commitments are met and problems resolved. Exceeds commitments without delay or follow-up by others. Use of Time and Resources Able to work independently utilizing resources available to maximum; meets goals and objectives within prescribed time frame Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentRequires extensive monitoring and direction to accomplish assigned tasks. Needs continuous reminders to stay on task. Projects require numerous extensions before completion. Does not utilize available resources appropriately to meet goals and objectives. Spends time with unproductive activities (i.e., looking things up on the internet on personal matters, talking on the phone on non-business matters, frequent and unnecessary conversations with others). Does not take initiative to take-on other tasks or assist others when assigned duties have been completed. Does not take sufficient actions to conserve organizational resources. Requires regular monitoring and direction to accomplish assigned tasks. Needs frequent reminders to stay on task. Some projects require numerous extensions before completion. Does not always utilize available resources appropriately to meet goals and objectives. Spends some of the time with unproductive activities (i.e., looking things up on the internet on personal matters, talking on the phone on non-business matters, unnecessary conversations with others). Does not always take initiative to take-on tasks or assist others when assigned duties have been completed. Has not developed an active role in conserving organizational resources.Completes assigned tasks with reasonable monitoring and direction. Occasionally requires reminders to stay on task. Typically completes projects with a few extensions or very brief extensions. Utilizes available resources to meet goals and objectives. Utilizes time appropriately to maintain adequate levels of productivity. Seeks other tasks or assists others when assigned duties have been completed. Takes an active role in conserving organizational resources. Completes assigned tasks with minimum monitoring and direction. Regulates own self to stay on task. Completes assigned projects within prescribed time frame. Identifies and utilizes available resources to meet goals and objectives. Utilizes time appropriately to exceed expected deliverables. Provides assistance to others and works on additional tasks voluntarily. Takes an active role in conserving organizational resources and identifies innovative methods to conserve resources. Completes assigned tasks independently. Self-directs to stay on task. Completes assigned projects ahead of schedule. Generates and develops new resources to meet goals and objectives. Utilizes time wisely to regularly and consistently exceed expected deliverables. Consistently provides assistance to others and works on additional tasks voluntarily. Maximizes the application and utilization of organizational resources and identifies innovative methods to conserve resources. Values Customer Service Places a high level of emphasis on ensuring all client needs are met in a timely manner and or high quality. Does Not Meet RequirementsMarginal PerformanceMeets RequirementsSurpasses RequirementsExceptional AccomplishmentHas failed to show sufficient courtesy and sensitivity to customers (internal and external). Encounters problems working with difficult or emotional situations. Does not use customer feedback to improve services. Delays when responding to customer requests.Needs to increase level of courtesy and sensitivity displayed to customers. Has not always successfully managed difficult or emotional customers. Infrequently uses customer feedback to improve performance. Some delay when responding to customer requests.Is courteous and displays sensitivity to customers. Able to handle most difficult or emotional customer situations. Uses customer feedback to improve services. Responds promptly to customer requests.Shows high degree of respect for customers through courtesy and sensitivity. Is very skilled at resolving difficult or emotional customer situations. Solicits and uses customer feedback to deliver better services. Responds with a strong sense of urgency to customer requests.Consistently puts the customer first, showing the highest degree of courtesy and sensitivity. Demonstrates an excellent ability to reverse and resolve the most difficult or emotional customer situations. Proactively solicits customer input to improve quality of services. Responds immediately to customers, even when may be personally inconvenienced.     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