EMPLOYEE ASSESSMENT and DEVELOPMENT REVIEW Employee’s Name Department Job Family/Zone Job Title Review Date Evaluation Period To Evaluator’s Name The NU Values Employee Assessment and Development Review captures the mutually discussed job expectations for a given time period. At the end of that time period, this form is used to formally acknowledge an employee’s performance toward those previously understood goals and performance standards. Supervisors are encouraged to ask staff to prepare a list of accomplishments or a self-evaluation of their performance and review it prior to completing the evaluation. The staff self-report of accomplishments is then attached to the supervisory review. SUPERVISOR ASSESSMENT OF PERFORMANCE TOWARD JOB EXPECTATIONS and JOB RESULTS Job Expectations and Expected Outcomes Needs Improvement 1. Primary job responsibility or expectation 2. Second Job responsibility or expectation 3. Third Job responsibility or expectation 4. Fourth job responsibility or expectation 5. Specific goal/project not included in job description. 6. Specific goal/project not included in job description. 7. Developmental goal to keep current on skills and knowledge for current job – or to address a deficiency Add sheets, as needed, to discuss specific examples or explanations. Meets Expectations Exceeds Expectations PERFORMANCE TOWARD JOB COMPETENCIES and KEY BEHAVIORS Position Based Job Competencies and Key Behaviors Accountability - Accepts responsibility for own actions and decisions and demonstrates commitment to accomplish work in an ethical, efficient, and costeffective manner (comments, if applicable) Adaptability- Adjusts planned work by gathering relevant information and applying critical thinking to address multiple demands and competing priorities in a changing environment Needs Improvement Meets Expectations Exceeds Expectations Needs Improvement Meets Expectations Exceeds Expectations Needs Improvement Meets Expectations Exceeds Expectations Customer/Quality Focus – Anticipates, monitors, and meets the needs of customers and responds to them in an appropriate manner. Demonstrates a personal commitment to identify customers’ apparent and underlying needs and continually seeks to provide the highest quality service and product to all customers. Needs Improvement Meets Expectations Exceeds Expectations Inclusiveness – Fosters respect for all individuals and points of view. Interacts appropriately with all members of the campus community, campus visitors, and business and community partners without regard to individual characteristics. Demonstrates a personal commitment to create a hospitable and welcoming environment. Needs Improvement Meets Expectations Exceeds Expectations Occupational Knowledge/Technology Orientation – Demonstrates the appropriate level of proficiency in the principles and practices of one’s field or profession. Demonstrates a commitment to continuous improvement, to include understanding and application of technology (hardware, software, equipment, and processes) Needs Improvement Meets Expectations Exceeds Expectations Team Focus – Works cooperatively and effectively with others to achieve common goals. Participates in building group identity characterized by pride, trust, and commitment. Needs Improvement Meets Expectations Exceeds Expectations Leadership – Communicates the University’s vision in ways that gain the support of others. Mentors, motivates and guides others toward goals. Needs Improvement Meets Expectations Exceeds Expectations Communication – Effectively conveys information and expresses thoughts and facts. Demonstrates effective use of listening skills and displays openness to other people’s ideas and thoughts. Needs Improvement Overall Assessment Meets Expectations Exceeds Expectations Add sheets, as needed, to discuss specific examples or explanations. Signatures below indicate that the performance assessment and development review described above has been discussed with the employee. Agreement with the supervisor’s assessment is not implied. Employee response to this review may be made in writing within five working days of signature. The response will be placed on file with this assessment and development review. One copy of this assessment and development review should be given to the employee and another copy placed in the employee’s file. Employee’s Signature: Immediate Supervisor’s Signature: Next Level Manager’s Signature: Date: Date: Date: EMPLOYEE SELF-REPORT OF ACCOMPLISHMENTS As input to the evaluation process, staff members are encouraged to respond to the following items on a separate sheet of paper or as a separate electronic document. The staff self-report should be submitted to the supervisor prior to the employee’s evaluation. NAME: DATE: 1) List the major goals established by you and your supervisor for the rating period and describe your progress toward completion of each goal. 2) List other contributions and accomplishments during rating period. 3) List professional development activities that have enhanced your effectiveness. 4) Describe any skills or new knowledge you would like to develop to improve your performance. 5) Provide other information relevant to your job performance. Performance Evaluation and Planning Guidelines Objectives: To provide employees adequate feedback about job performance, identify areas of strength, and areas for improvement. To provide employee and supervisor a structured opportunity to discuss ideas, goals, and direction for job enhancement, growth, and development. Communication should be honest and supportive and build trust. The performance evaluation process should include the following: ●Employee completes the Self Report of Accomplishments form and submits it to respective supervisor by established deadline. ●Upon careful consideration of employee's performance over the entire rating period as well as the information provided by the employee, supervisor completes Supervisor Assessment of Performance toward Job Expectations and Job Results component of the Employee Assessment and Development Review form. ●Supervisor discusses the evaluation with the next highest supervisor prior to discussing it with the employee. ●Supervisor then schedules time for meeting with employee, with at least three days' notice. ● Supervisor and employee accomplish two things at evaluation meeting: (1) Discuss employee performance for the previous year and (2) arrive at mutual understanding about goals and development for the coming year. Guidelines for using the Employee Assessment and Development Evaluation form: The form should be completed annually, either on the employee's date of hire or on some other predetermined date. New employees on original probation should receive a performance evaluation at the end of six months. Employee evaluations may take place more frequently than once a year. Responsibilities listed in Job Expectations should generally be taken from the position description. Responsibilities consuming less than 5% of time need not be listed. If the job has evolved so that the position description no longer is an adequate reflection of job responsibilities, the supervisor should work toward mutual understanding with the employee about tasks to be listed for evaluation purposes. The supervisor has ultimate responsibility for outlining job responsibilities. As much as possible, comments should cite specific examples and/or objective and observable evidence to support the ratings given. Because ratings of Needs Improvement are considered unsatisfactory, these ratings should be accompanied with specific comments about how performance should improve. Strong consideration should be given to taking steps to assist the employee in meeting expectations. Such steps could include a special evaluation in three months and/or taking corrective action to address performance deficiencies. The Department of Human Resources can assist you in making this decision. Goals for the next (future) evaluation period should be determined with the input of the employee. Goals should be reviewed periodically throughout the rating period so they continue to reflect priorities assigned to the employee. Any areas in which performance expectations are not being met should be noted and a plan made for improvement. Guidelines for using the Employee Self-Report of Accomplishments form: The Employee Self-Report of Accomplishments form should be given to the employee thirty days prior to the evaluation date. The employee is responsible for completing the form and returning it at least five days prior to the evaluation date. If the form is not completed and returned by the specified date, the evaluation may be completed without using the activities form.