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Consistent cross-campus process
Clarify expectations
Provide feedback on job performance
◦ Address shortfalls
◦ Reinforce positive behaviors
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Create goals for the coming year
Continual improvement
Hope to use scores to implement a merit
component for salary increases
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Used reporting from last year’s appraisals that
were completed on time
Overall average was 71% of available points
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Exceeds Category
Achieves:
Nearly Achieves
Needs Improvement
44.1% (149)
49.7% (168)
5.0% (17)
1.2% (4)
You can view your average score on handout
sorted by ID number
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Briefly describe your accomplishments and/or
progress towards previously set goals over the past
review period.
Identify areas where you would like to improve your
performance
Is there anything your Manager, Supervisor, or the
College could do to help you improve your
performance (Some items might be additional training,
improved communication, information sharing, etc.
List any other subjects you would like to address
during your performance review.
This is a management tool that you can use at your
discretion and incorporate as you see fit.
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Optional. Use when you believe it would be
beneficial.
Designed to help shape expectations for using
campus technology
Could assist with goal setting, action planning, etc.
Electronic version only. Can be printed and
retained for your working file.
ITS available to create classes or assist with
Lynda.com or other e-learning options.
 Reliability:
The employee comes to work on time
and attendance is regular and without excessive absenteeism.
Manages time effectively and maximizes productivity.
Completes assignments without prompting and meets
established deadlines. Adapts to the changing needs of the
work assignment.
◦ Attendance
◦ Punctuality
◦ Schedules time off in
advance
◦ Productivity while at work
◦ Completes assigned tasks
on time
◦ Makes the most of work
time
◦ Willing to do a variety of
tasks as needed.
◦ Open to changes in
procedures of processes
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(Supervisors should refer to the job description.) Understands and
performs the duties of the position and how they relate to the
overall functions, goals and mission of the department and the
College. Understands and follows College policies, procedures and
safety guidelines. Is proficient in all job tasks and seeks out ways to
improve skills and efficiency.
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Is capable of performing the job function consistently
Is actively performing all duties in job description
Follows department & college rules & guidelines
Performs job in a safe manner
Looks for ways to become more efficient
Is interested and active in improving skills
Supports and participates in college and department
goals and initiatives.
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Displays a professional positive attitude even
during times of high workload or stress. Maintains
a professional appearance to represent the
Augustana brand and displays a willingness to take
on additional projects or work additional hours as
needed or necessary. Promotes the mission and
goals of the department and College.
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Appearance/Dress Code
Attitude – with internal and external customers
Willingness to take on additional work when asked
Overtime work as needed
Attitude about the college and department
Unprofessional behaviors
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Is committed to excellence in work products and seeks
continual improvement. Performance reflects attention to
detail and accuracy to produce high quality results.
Demonstrates resourcefulness, problem-solving and
decision-making skills. Uses technology appropriate to
position and ensures skills are updated.
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Detail orientation
Accuracy/Errors
Strives for improvement/excellent outcomes
Technology adaptation
Problem solving vs. waiting for others to develop solution
Appropriate share of department workload
Proactive attitude about updated technology
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Should provide some details on “what” and cover
the basics of the job.
No job description? HR can provide the template
and get this underway.
Job Description needs revision? We can provide
the most current copy for you to review.
Not a “stopper” for this process. Job description
is a broad brush stroke of the position – not
something that should limit changes to day-today duties.
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Works collaboratively and cooperatively with coworkers, students, and others within the workplace
setting. Interacts with others in a supportive,
respectful manner. Acknowledges and respects
individual and cultural differences. For those who
supervise students, models appropriate workplace
expectations and keeps student workers productive
and engaged and accountable for work outcomes.
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Openness to differences
Team orientation vs. turf attitude
Adds to culture of mutual respect
Customer service orientation
Student supervision – effective use of time, creates learning
outcomes, high expectations for productivity.
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Is open to change and new approaches and accepts
coaching and constructive feedback. Learns from
mistakes and accepts responsibilities. Expands job
knowledge and skills through training and
development. Is aware of professional strengths and
weaknesses and strives for continual improvement
◦ Attitudes toward change
◦ Constructive criticism from supervisor or others vs.
defensiveness
◦ Pursues training and development of skills
◦ Self-awareness of strengths and weaknesses
◦ Continual improvement vs. status quo
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Models the high expectations of the college for
employee behavior and creates a work environment
of mutual respect. Provides feedback on work
performance on an informal basis and completes
appraisals and check-in meetings on time. Creates
and maintains a work environment of open
communication, mutual respect, and dedication to
the overall goals of the College.
Addresses performance issues
Work culture that supports mission of the college
Communication: up, down and across the organization
Uses employees time efficiently to achieve
department/college goals
◦ Models what college expects from all employees
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Exceeds: Consistently meets and often
exceeds expectations in this area. Think A+
Achieves: Consistently and effectively
demonstrates this behavior. Think A/B
Nearly Achieves: Attempts, but does not
completely meet expectations. Think C
Area for Growth: Behavior is not acceptable
and growth is needed. Think D/F
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Expect comments to support ratings in each
category
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Self-Appraisal
Working File
Goals/Work Priorities
Input from others as appropriate
More specific comments have more power to
change behavior
Good
Better
Work
You
volume &
accuracy still needs to
improve
achieved 85% of the
goal for work volume &
accuracy. During the
next 90 days this needs
to become a consistent
practice. Please keep a
work log of each week’s
efforts. Schedule a time
with me in 90 days to
review the results of the
log.
Good
Need
to improve
interaction with your
co-workers.
Better
As
previously discussed,
you must find a way to
balance your personal work
activities with those of the
team. Additional examples
of abrasive behavior and
angry outbursts to coworkers is unacceptable.
Good
I
appreciate your hard
work and dedication.
Better
You
continue to be a role
model of professionalism for
our team. One example is
when you helped Jayne with
a difficult student. You did a
great job diffusing the
situation and showed Jayne
how to handle these types of
issues in the future. I
appreciate your willingness
to help without being asked
& these types of efforts
continue to build all of our
skills.
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Section A:
◦ List goals set during last year’s appraisal process.
Note progress on completion.
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Section B:
◦ Set goals for the coming year (specify timetable that
makes sense for your area.)
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Specific
Measureable
Aligned
Realistic
Time Bound
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This will be calculated based on your previous
choices
Can use the “back” button to change scores if
you feel this is not accurate
Expectation
Industry Norms
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Exceeds Expectations
Achieves Expectations
Nearly Achieves
Needs Improvement
10-15% (44%)
40-50% (49%)
25-30% (5%)
10-15% (1%)
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Remember this is a legal document
Should be a fair and accurate representation
of the entire appraisal period.
Will be reviewed before any employment
action can be taken.
Once the appraisal window closes, can not be
altered or removed from the system.
Employee signature signifies the meeting
occurred, not agreement with the document.
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Overall leniency
Not using the on-line form
Problematic language
◦ For a “young manager” prefer “less experienced” or
“newer”
◦ Despite your FMLA leave….
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Rating and comments don’t match
Lack of specific examples
No overall comments: express thanks,
encouragement for the future, summary.
Not completed on-time
Off Limit Topics
◦ Age
◦ Race
◦ Gender
◦ marital status
◦ personal issues
◦ Workers Compensation leave
◦ FMLA leave
When in doubt, call the HR Team
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Be objective - judge the job, not the
individual.
Evaluate the performance on the goals and
standards set.
Be honest – but balance for feelings.
Fight our overall tendency for leniency
Rely on documentation.
Use the HR Team to help with sticky
situations
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5.
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New employees? Prior to December 1, assume
you will use this tool
Employees new to my area?
No job description?
Last year’s appraisal document?
Retiring at the end of the year?
Review by my boss?
Merit component details?
How do I print the document?
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Log into the system and notify HR of
any mis-assigned or missing
employees
Create a plan of attack to meet the
March 15 deadline
Encourage employees to complete the selfappraisal.
Remember to plan time for HR review
Gather input from others as needed.
Call HR for assistance