ADMINISTRATIVE AND PROFESSIONAL FACULTY PERFORMANCE PLAN
AP-PERFPLN (8’06)
CHRISTOPHER NEWPORT UNIVERSITY
Employee:
Date:
Position Title:
Position #:
Department:
Performance Year:
(July 1 - June 30)
SECTION 1 GENERAL PERFORMANCE EXPECTATIONS
Note:
The supervisor should meet with the employee and review with the duties and responsibilities of the
position description and each of the general performance expectations.
A. Leadership
Communicates a sense of vision and mission; builds teamwork and shared values; reflects and helps develop positive
attitudes; demonstrates integrity and treats all with dignity, respect and fairness; serves as a positive role model for
colleagues, the department and CNU.
B. Customer Service/Collegiality
Develops and maintains exemplary relations with office colleagues and CNU constituents; is welcoming and friendly to all;
routinely goes the extra mile to serve and help.
C. Proficiency in Core Position Requirements
Demonstrates proficiency in performing core requirements central to the job and in understanding all phases of the position.
D. Management/Administration
Effectively manages department/office staff, processes, procedures, and budget; administers programs and maintains
fiduciary control through fiscal planning and monitoring expenditures; functions within allocated budget.
E. Quantity and Quality of Work
Identifies the need and level of work to accomplish; completes all work with high quality results.
F. Work Habits
Plans, organizes and efficiently and effectively completes work in a timely manner; is dependable, reliable and punctual in
attendance; observes all policies.
G. Effort and Persistence
Consistently demonstrates effort to meet the needs of the position; recognizes and meets the need for extra effort; exemplifies
the willingness, positive attitude and persistence to work under challenging conditions.
H. Office/Department Performance
Facilitates and supports co-workers and the performance of the office/department; assists in solving problems; develops,
implements and achieves yearly goals; maintains focus on goals; develops and conducts program assessments; supports
institutional assessments as needed.
SECTION 2 ADDITIONAL PERFORMANCE GOALS
Note:
The employee, in consultation with the supervisor, should plan and establish yearly position performance goals and
criteria for success. Goals should be clear, challenging, measurable, and achievable. The supervisor may add,
modify or delete goals as appropriate and the Reviewer provides final approval. The number of goals will be based
on the needs of the position, office/department, division and CNU. Use additional pages if necessary.
GOAL 1
GOAL 2
GOAL 3
GOAL 4
GOAL 5
SECTION 3 - REVIEW OF POSITION DESCRIPTION AND PERFORMANCE PLAN
Supervisor’s Comments:
Signature:
Date:
Supervisor
Reviewer’s Comments (Optional - If needed, may review/amend plan prior to review with employee):
Signature:
Date:
Reviewer
Employee Comments:
Signature:
Date: