East Carolina University
Department of Human Resources
Classification and Compensation

Duties and Key Job Performance Management
Responsibilities Responsibilities Work Plan
(Position (Expectations
Description) and Goals)
Career Development
Plan
Statewide ECU Adapted Key Competency
Competencies Competencies Competencies Assessment
Plan

Assesses Employee based on Performance
(HOW WELL they do their job)
Evaluate performance results on a five level rating scale
Outstanding
Very Good
Good
Below Good
Unsatisfactory

Assesses employee based on the knowledge, skills, and abilities that they demonstrate based on the business need of the organization (WHAT the employee does in support of their position in the organization)
Defined at the Contributing, Journey, and
Advanced levels

Note:
Functional

Key Functional
Competencies
Communication – Verbal
Communication – Written
Office Technology
Problem Solving
Knowledge – Program
Information/Records
Administration
Budgeting
Expectations
Copied straight from the competency profile.
Final results

Enter
Expectations here

Functional Competency Assessment
Key Functional
Competencies
Expectations Final results
Communication – Verbal Responds to questions/issues that deviate from standard operating procedures by determining and consulting appropriate resources such as policies, manuals or other staff. Responds to requests for program and procedural information. Contacts service recipients, vendors, or clients to provide or obtain information. Schedules and coordinates appointments, meetings and events. Demonstrates the ability to work with confidential and sensitive information.
Communication – Written Composes written communication with guidance using standard formats. Composes correspondence involving program or operational procedures independently from general instructions or brief summaries.
Office Technology Selects, understands and learns to apply features to integrate a variety of software programs, machines or office equipment that will produce the desired results. May serve as a resource for the unit/department.
Problem Solving Assesses and may resolve unprecedented problems that require research and review of policy and procedures. Applies judgment for problem resolutions based on delegated authority from supervisor.
Copy and paste directly from the competency profile at the appropriate level based on overall level of the position.
Knowledge – Program
Information/Records
Administration
Budgeting
Understands programs and services to apply this knowledge in problem-solving and responding to most questions and inquiries.
Uses program knowledge to interface with other offices and organizations.
Records, compiles and summarizes data using established format.
Compiles and organizes information from different sources to develop reports and data.
Monitors and reconciles departmental or program budget and tracks travel and office expenditures.

Enter Final
Results

 Separate performance from competencies
 Stick to the facts
 Give specific detail

Functional Competency Assessment
Key Functional
Competencies
Communication – Verbal
Communication – Written
Office Technology
Problem Solving
Knowledge – Program
Information/Records
Administration
Budgeting
Expectations Final results
Responds to questions/issues that deviate from standard operating procedures by determining and consulting appropriate resources such as policies, manuals or other staff. Responds to requests for program and procedural information. Contacts service recipients, vendors, or clients to provide or obtain information. Schedules and coordinates appointments,
Final results are sensitive information.
based on the
Handles all day-to-day calls and visitors.
Provided accurate information regarding the park.
Has begun to contact vending machine companies regarding stock and maintenance. Is researching the purchase of new desk equipment including a computer by contacting local companies represented on state contracts to obtain quotes and processing requirements.
Composes correspondence involving program or operational procedures and abilities demonstrated by
Selects, understands and learns to apply features to integrate a variety of desired results. May serve as a resource for the unit/department.
Assesses and may resolve unprecedented problems that require research and review of policy and procedures. Applies judgment for problem resolutions based on delegated authority from supervisor.
Handles letters for various reasons at request of superintendent prior to sending out. Also wrote rough draft of the yearly report based on the format of the previous year.
Has learned most aspects of computer in the use of word processing and occasionally spreadsheets for the yearly report. Assists others in learning the computer and special features of
MS-Word.
Has handled problems with computer in superintendent’s office by contacting Division computer consultant to request maintenance.
Understands programs and services to apply this knowledge in problemsolving and responding to most questions and inquiries. Uses program knowledge to interface with other offices and organizations.
Recent changes in the purchase and maintenance of uniforms for park rangers has occurred. Received the regulation changes and made sure all rangers understood.
Records, compiles and summarizes data using established format.
Compiles and organizes information from different sources to develop reports and data.
Monitors and reconciles departmental or program budget and tracks travel and office expenditures.
Marks files so employees may be able to find forms they need. Keeps files stocked with forms for the division.
Monitors program expenditures and office expenditures by maintaining a spreadsheet for all items expensed monthly. Also keeps track of all travel done by park rangers and the park superintendent.

 Assess in relation to the established Functional
Competencies from the Competency Profile.
 Review 1 competency at a time
 Assign 3 pt. rating (C,J,A) for each competency based on the final results

Overall level = majority of individual Key Functional
Competencies
Exception - if one or more Key Functional
Competencies is more critical to the organization, may carry more “weight” in final assessment.
Consistency must be applied to all employees

 How much variety in the work?
 Is the work complex?
 How much independence?
 Is decision making required?
 What is the consequence of an error?
 Analytical skills required?
 Types of tools/equipment used
 Level of leadership

 Performance (U, BG, G, VG, O)
 Years of service

Enter
Development
Activities

 What is the organizational need?
 What employee competencies need development or strengthening to accomplish the above?
 What areas does employee wish to improve?
 Include Employee and Supervisor responsibilities