Policy/Procedure Knowledge

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KSU Performance Evaluation – STAFF For Calendar Year 2011

Date of Review/ Discussion

Employee's Name:

Employee's Title:

Supervisor's Name:

Supervisor's Title:

Instructions The evaluation process involves assessing the employee’s work performance during the review period relative to specific indicators and an overall rating. The following rating categries are employed: Highly Productive

Productive

Needs Improvement

Unsatisfactory/Not Meeting Expectations

This scale is applied to the following performance indicators: - Punctuality/Attendance/Dependability

- Customer Service

- Policy/Procedure Knowledge

- Work Environment (Cooperation & Teamwork,

- Productivity

- Flexibility/Adaptability, Problem Solving

- Communications

- Work Habits

The performance levels are defined for each indicator. Please note that the definitions included herein are intended to describe in general a given level of performance relative to the factor being rated. They are not meant to be all inclusive of conditions, which must exist in order to legitimately rate an employee at a given level. Rather, the definitions are intended to convey, in broad terms, a “snapshot” description of conditions which typically exist at a performance level. Assign a rating for each indicator. If comments are needed, there is space available below each category. Please note: Comments are mandatory for any and all “Needs Improvement” and “Unsatisfactory/Not Meeting Expectations” ratings. Following the rating of each indicator, formulate an overall rating reflective of those individual ratings, and enter on the last page of this form. The evaluator should sign the form in the space provided and obtain the signatures of the employee and the evaluator’s immediate supervisor. Please make a copy for the employee and the supervisor before submitting. The completed form should be routed to the Human Resources, Mail Drop #3504, for university review and processing by April 13, 2012.

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KSU Performance Management, 2011 – STAFF

Employee's Name:

Punctuality/Attendance Dependability Punctuality/Attendance/Dependability: Arrives at work on time, punctual for meetings and appointments, and adheres to work schedule. Follows procedure regarding supervisor pre-approval of leave, and does not abuse sick leave. How consistently does the employee report for work on schedule and prepared? Highly Productive Always adheres to assigned work schedule by arriving at meetings, work sites, etc. on time or slightly before the scheduled time. Makes appropriate notification when delay in reporting to work on time is unavoidable. Attendance is excellent. Is consistently regarded as a dependable employee.

Productive Consistently observes regular work schedule and is available to work both scheduled time and approved overtime. Always notifies others when delayed in reporting to work on time. Attendance is good with few unscheduled absences.

Needs Improvement Cite specific examples of areas needing improvement regarding punctuality, attendance and dependability in the “Comments” section below.

Does Not Meet Expectations Disregards assigned work schedule by arriving late and/or leaving early and may extend rest and meal periods beyond scheduled times. Attendance is not reliable due to frequent unscheduled absences.

Comments

Policy/Procedure Knowledge Job Knowledge and Development: Understanding job procedures, policies and responsibilities, keeping up to date professionally; acting as a resource person on whom others rely for assistance. How well does the employee demonstrate sufficient skills and knowledge to perform all parts of the job effectively, efficiently and safely? Highly Productive Possesses job knowledge that is demonstrated by a thorough understanding of how to perform regular work assignments and how those assignments relate to other areas. Serves as reputable resource to others regarding work processes and procedures. Continuously strives to further improve job knowledge.

Comments

Productive Demonstrates a good understanding of all procedures and processes required to effectively perform all assignments. Very rarely needs help regarding how to execute a given assignment. When new procedures or processes are introduced, learns quickly and begins efficient application.

Needs Improvement Cite specific examples of areas needing improvement regarding knowledge of policy and procedure in the “Comments” section below.

Does Not Meet Expectations Shows a basic lack of understanding of how to perform routine assignments, even after repeated orientation. Frequently requires assistance from supervisor or others in order to complete task due to lack of knowledge of applicable procedures.

KSU Performance Management, 2011 – STAFF

Employee's Name:

Productivity Quality of Work: Completing assignments in a thorough and accurate manner. Quantity of Work: Producing a high volume of work; responding to work situations by making self available for additional assignments as changing priorities and time pressures demand. Timeliness: Completing assignments by scheduled time; allocating time to various tasks and assignments in accordance with priorities; informing supervisor when schedule problems occur; working well under time pressures. To what degree do the employee’s work efforts result in the desired outcomes to include quality, quantity and timeliness? Highly Productive Assignments are always completed as scheduled and at the desired level of output. Often they are completed ahead of schedule and at a level of quality and/or quantity well beyond expectations. Initiates ideas and suggestions to improve productivity.

Productive

Does Not Meet Expectations

Needs Improvement

Assignments are consistently completed on time or ahead of schedule and at the desired level of output both in terms of quality and quantity. If conditions impacting productivity are outside the control of the employee, he or she notifies the supervisor in a timely manner.

Cite specific examples of areas needing improvement regarding quality of work, quantity of work, and timeliness of work in the “Comments” section below.

Assignments are often not completed as scheduled and/or the desired level of work output is not met. The employee or others must often redo work, which results in delays.

Comments

Communications Communications: Exchanging ideas, messages and information in a clear, concise manner using appropriate format, spelling and grammar. How well does the employee present and receive ideas, concepts and course of action? Highly Productive Demonstrates oral and/or written communications skills that result in very clear and concise messages and feedback. Very rarely is it necessary to ask employee to explain unclear or ambiguous communications. Exhibits the ability to explain or describe in a manner that is easily understood by most recipients.

Comments

Productive Communicates with others effectively speaking and/or in writing. Possesses and uses vocabulary required to successfully express thoughts, ideas and explanations. Keeps supervisor and co-workers informed.

Needs Improvement Cite specific examples of areas needing improvement regarding communications in the “Comments” section below.

Does Not Meet Expectations Does not communicate well with others. Often fails to make thoughts, ideas and explanations clear to others, speaking and/or in writing.

KSU Performance Management, 2011 – STAFF

Employee's Name:

Customer Service Customer Service: Understanding and meeting the needs of internal and external clients and building client satisfaction. How effectively does the employee interact with customers in serving their needs? For purposes of this exercise, “customer” is defined as anyone (either internal or external to the KSU Community) requiring information or service related to the employee’s job duties, knowledge and experiences. Highly Productive Goes out of his or her way to ensure customer satisfaction. Processes both routine and non-routine customer inquiries and concerns in ways that result in a high degree of customer satisfaction.

Productive Responds in a timely, courteous and informed manner to customer inquiries and concerns. When an immediate response is not possible, provides necessary follow-up and keeps customer informed.

Needs Improvement Cite specific examples of areas needing improvement regarding customer service in the “Comments” section below.

Does Not Meet Expectations Often appears indifferent to customer concerns. Provides minimal response to customers. While not necessarily discourteous, displays only the basics in the way of consideration for customer needs.

Comments

Cooperation & Teamwork Putting the department or group's success ahead of personal goals; sharing information and resources with others; giving timely responses to requests made by others; promoting teamwork. How well does the employee work effectively with others and display an appropriate balance between individual and group efforts?

Highly Productive Contributions to group work efforts are well received and consistently result in improved group productivity. Volunteers to help others within work group and contributes positively to resolution of conflicts or problems.

Comments

Productive Contributes meaningfully to work group efforts by offering new ideas for improvement, sharing knowledge and otherwise demonstrating a cooperative manner in dealing with supervisors and co-workers.

Needs Improvement Cite specific examples of areas needing improvement regarding cooperation and teamwork in the "Comment" section below.

Does Not Meet Expectations Shows little or no interest in group efforts. Rarely demonstrates active participation in group interaction. Not perceived as a team player.

KSU Performance Management, 2011 – STAFF

Employee's Name:

Flexibility/Adaptability Flexibility/Adaptability: Adapting to changing needs and circumstance; recognizing the merits of new or different approaches; showing willingness to adopt new methods Highly Productive Embraces change, makes suggestions for change, willingly takes on responsibility of assignments when a new approach is needed.

Productive Maintains positive attitude in the face of change. Open to learning new procedures, and to help others adapt to changing needs.

Needs Improvement Cite specific examples of areas needing improvement regarding flexibility and adaptability in the “Comments” section below.

Does Not Meet Expectations Cannot or will not adapt or try new ideas or approaches. Prefers the “old way” even when new methods are more efficient.

Comments

Problem Solving & Decision Making Problem Solving: Identifying problems and analyzing causes; taking or recommending actions after evaluating appropriate alternative solutions; following up to ensure problems are actually corrected. Highly Productive Anticipates problems and looks for innovative ways to get the job done. Able to evaluate and take charge of situations within his/her authority. Always follows up to make sure problems were corrected. Informs supervisor of problems when necessary.

Comments

Productive Thinks through a process before beginning work to identify and avoid potential problems. Makes good problem-solving decisions, and when no solution is apparent, is willing and able to stop a process and notify supervisor to avoid creating a more difficult situation.

Needs Improvement Cite specific examples of areas needing improvement regarding problem solving and decision making in the “Comments” section below.

Does Not Meet Expectations Unable to recognize or anticipate potential problems on the job. When difficulties arise, ignores the problem or passes it on to someone else for resolution.

KSU Performance Management, 2011 – STAFF

Employee's Name:

Work Habits Work Habits: Keeps work area neat, returns equipment, routes paperwork and returns files to proper place, keeps colleagues informed of status of assignments in case of emergency. Dresses appropriately and consistent with departmental standards. How well does the employee organize and execute assignments? To what degree is ongoing supervision/ monitoring required to ensure that work is properly completed? How well does the employee demonstrate selfdiscipline and reliability relative to work to be performed? Highly Productive Always performs assigned tasks as directed. Often completes tasks ahead of schedule and provides assistance to others. Understands and demonstrates the ability to effectively prioritize assignments to make the most efficient use of time and resources.

Comments

Productive Consistently performs tasks as directed and accepts responsibility for all assigned work. Uses good judgment in prioritizing assignments in order of importance. Ensures that results are complete and meets expectations prior to beginning a new assignment whenever possible.

Needs Improvement Cite specific examples of areas needing improvement regarding work habits in the “Comments” section below.

Does Not Meet Expectations Employee is generally unreliable and requires almost constant supervisory monitoring of work in progress and checking of results.

KSU Performance Management, 2011 – STAFF

Employee's Name:

Punctuality/Attendance/Dependability

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Policy/Procedure Knowledge

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Productivity

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Communications

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Customer Service

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Cooperation & Teamwork

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Flexibility/Adaptability

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Problem Solving & Decision Making

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Work Habits

Highly Productive

Productive

Needs Improvement

Does Not Meet Expectations

Overall Rating In considering your ratings of the individual performance indicators and the employee’s accomplishments relative to job expectations over the entire review period, how well is he or she performing? Please note that the overall rating should be supported by at least six (6) individual indicator ratings at the same level. Highly Productive The employee clearly exceeds expectations on a consistent basis. This is reflected by the general impression of accomplishment which is evident externally to others as well as internally to the organization. Overall performance is outstanding.

Productive

Does Not Meet Expectations

Needs Improvement

The employee can be described as solid, fully competent in all aspects of job performance, and consistently completes all job assignments as expected in terms of quality and schedule. Overall job performance is good.

The employee’s performance during the review period indicates the need for improvement in some areas., the employee has the potential to become more successful in his or her job performance By addressing the areas noted in the “Comments” section below.

The employee has shown a lack of desired achievement during the review period. A development plan should be established in order for the employee to achieve satisfactory job performance.

SUPERVISOR COMMENTS ON RATINGS Comments

SIGNATURES Employee Signature

Date

Supervisor Signature

Date

2nd Level Supervisor Signature

Date

An employee's signature acknowledges that the performance evaluation has been completed. It does not imply agreement with the supervisor's conclusions. Employees have 30 days from the date of signature to submit any comments to accompany this review.

Revised 12/6/11

KSU Performance Management, 2011 – STAFF

Employee's Name:

IMPROVEMENT AND/OR DEVELOPMENTAL PLANS

EMPLOYEE COMMENTS