Job Knowledge/Professional Development – Technically and professionally skilled in all position responsibilities and duties. Seeks new skills and opportunities
for self development.
5 – Exceptional
4 – High
3 – Satisfactory
2 – Fair
1 – Unsatisfactory
Shows a basic lack of
Has mastered the application
Demonstrates a basic
Possesses job knowledge that Demonstrates thorough
understanding of how to
of most procedures and
understanding of all job
understanding of all
is demonstrated thorough
perform routine assignments,
processes required for fully
knowledge skills, procedures
procedures and processes
understanding of how to
even after repeated
successful job performance.
required to effectively perform and processes; knows
perform regular work
orientation. Frequently
In those areas where
resources to seek guidance
all assignments. Very rarely
assignments as well as how
requires assistance from
additional knowledge and
for clarification as needed.
needs help regarding how to
those assignments relate to
supervisor or others in order
expertise are required,
May seek clarification on new
execute a given assignment.
other areas. Serves as
satisfactory or better progress to complete task due to lack of
assignments, but once
When new procedures or
resource to others regarding
is being demonstrated toward knowledge of applicable
understood does not need
processes are introduced,
work processes and
procedures. Appears to work
their attainment. Requires
additional support and can
learns quickly and begins
procedures. Significantly
independent of established
above average level of
apply process to a similar
efficient application.
exceeds expectations on all
department mission. Requires
supervision on most tasks to
assignment. Willing to
Consistently produces quality
tasks. Continuously strives to
high levels of supervision to
be effective. Accepts
expand job knowledge with
work under minimal
further improve job
effectively complete job
performance feedback and
supervisory guidance. Seeks
knowledge. Constantly solicits supervision. . Uses
duties. Unwilling to accept
demonstrates a willingness to
and accepts feedback
performance feedback to
feedback from others
feedback from others
apply such information to
regarding performance and
effectively alter and improve
regarding their performance.
regarding performance. Is not
demonstrates a willingness to improving performance. Has
subsequent performance.
interested in acquiring
demonstrated desire to
apply such information to
Often seeks ways to expand
additional skills/knowledge
acquire additional
improving performance. Has
job knowledge to support the
skills/knowledge that will allow that will allow them to
demonstrated desire to
mission of the department.
contribute to the fulfillment of
them to contribute to the
acquire additional
the department’s goals.
skills/knowledge that will allow fulfillment of the department’s
goals but has not followed
them to contribute to the
through with acquiring new
fulfillment of the department’s
skills or knowledge.
goals.
Leadership Skills/People Development – Displays initiative. Motivates subordinates. Fosters teamwork. Develops high professional goals, objectives and
deadlines.
5 – Exceptional
4 – High
3 – Satisfactory
2 – Fair
1 – Unsatisfactory
Understands most important
Demonstrates an
Demonstrates a thorough
Cannot provide an adequate
Consistently demonstrates
aspects of department goals.
understanding of key goals
explanation of department
knowledge and support of the understanding of key goals
Works well within a team
and mission of department.
mission and strategy when
mission and business plans of and mission of department.
structure but does not serve in asked. Shows no desire to
Develops working
Understands how their
the department. Inspires and
a leadership role or foster
relationships in order to
professional/technical
know and understand
guides others toward goal
teamwork. Sometimes shows
complete assignments and
departmental goals and
accomplishments; consistently knowledge, skills, and
initiative by taking action
ensure consistency within the
experience can be applied to
strategy. Unwilling to take
develops and sustains
without being asked or told.
department. Facilitates team
fulfill department mission and
action without being first told
cooperative working
When faced with obstacles,
oriented work processes
goals. Is able to find way to
to do so by a peer or
relationships; fosters
often gets “stuck" in
through application of basic
supervisor. Waits for others to
commitment, team spirit, pride engage others through
frustration. Generally accepts
project management skills.
teamwork. Develops and
take action first. Has not
and trust; shares leadership
Works to overcome obstacles responsibility for assigned
sustains cooperative working
become familiar with work
and helps the team become
work and performs tasks as
but occasionally needs
relationships; fosters
environment and available
interdependent by facilitating
directed; however when
commitment, team spirit, pride direction and support to
resources. Is not fully adept
participation and group
obstacles prevent a task from
succeed. Accepts
and trust. Always performs
at basic aspects of work
interaction. Consistently
being completed, may stop
responsibility for assigned
assigned tasks as directed.
demonstrates ability and
routines and processes and
work and wait for direction.
work and performs tasks as
Persistent in overcoming
willingness to seize
does not seem able to
Becoming more familiar with
directed. Most of the time
obstacles. Consistently
opportunities and resolve
progress at an acceptable or
work environment and
ensures that results are
problems. Sees what needs to accepts responsibility for
better rate.
available resources. While
complete and meet
assigned work and performs
be done and takes
not fully adept at all aspects of
expectations prior to
tasks as directed. Always
appropriate action. Often
beginning a new assignment.
ensures that results are
completes tasks ahead of
work routines and processes,
complete and meet
schedule and provides
is progressing at an
expectations prior to
assistance to others.
acceptable or better rate.
beginning a new assignment.
Understands and
demonstrates the ability to
effectively prioritize
assignments to make the
most efficient use of time and
resources.
Problem Solving/Decision Making – Gives reasonable consideration to all facets of issues that may arise. Gathers and analyzes information. Seeks input and
positive feedback from others. Makes timely decisions. Communicates decisions to all affected parties. Resolves conflict in a positive manner.
5 – Exceptional
4 – High
3 – Satisfactory
2 – Fair
1 – Unsatisfactory
At times, decisions are hastily
Is transitioning in the area of
Usually approaches problem
Always approaches
Displays creativity in seeking
made without fully considering
problem solving and decision
solving in a systematic
problem solving in a
solutions to problems and in
the possible consequences.
making. Has come to
manner. Often seeks
systematic manner.
making decisions. Is able to
Problem solving efforts are
understand the need for a
resources available for help
Identifies all resources
integrate new ideas with current
erratic and often not totally
as necessary. Assures proper more comprehensive
available for help and
approaches. Effectively identifies
effective. Tends to work alone
documentation and follows up approach to reaching
involves peers and
potential problems before they
on problems, not soliciting the
to ensure problem is resolved. solutions and recommending
subordinates as
arise and acts on problems in the
input of peers or subordinates.
Decisions are well thought out outcomes or taking action. Is
necessary. Tracks issue,
early stages. Once solved,
The same or similar problems
willing to listen to a variety of
and made in a timely. Often
keeps management
problems do not arise again.
seem to reoccur on a regular
opinions. Demonstrates a
interacts with a variety of
Makes good decisions with limited abreast of concerns and
basis. Lacks ability to adapt
individuals in an assortment of willingness to learn from
follows up to ensure
but accurate information while
behavior in accordance with
mistakes/failures in order to
settings. Can accurately
problem is does not
working within schedule. Actively
situational demands.
adapt behavior effectively.
assess situational demands
reoccur. Decisions are
seeks input when making
decisions and openly encourages well thought out and made and employ appropriate
behavioral response.
a diversity of opinions. Possesses in a timely and logical
manner. Keeps supervisor
a variety of strategies for solving
informed of progress and
problems.
results on a regular basis.
Effectively follows up to
ensure objectives are met.
Relationship Building – Maintains healthy working relationships. Team player. Good listener. Appreciates diversity of others.
5 – Exceptional
4 – High
3 – Satisfactory
2 – Fair
Has difficulty at times
Builds and maintains
Develops successful working
Builds and maintains outstanding
interacting appropriately with
successful working
relationship with others; may
working relationships with others.
others. May apply basic
relationships with others.
need guidance from
Consistently demonstrates the
communications skills but, at
Shows respect for others.
peers/supervisor in
highest level of understanding,
times, behavior indicates lack
Applies active listening
understanding his/her role in
courtesy, tact, empathy, and
of understanding of and/or
skills to most situations.
being a team player and
concern in all interactions. Is
Deals calmly and
maintaining a healthy working respect for others. Often has
sought out by others to provide
difficulty dealing with stressful
effectively with stressful
relationship. Listens well,
input into resolving a issue
situations.
situations. Appreciates a
applying best practices in
between employees. Actively
communication to ensure
seeks input from relevant sources variety of perspectives.
information is received and
when making decisions and
understood. Appreciates a
openly encourages a diversity of
variety of inputs but
opinions. Always willing to listen
occasionally does not seek
to multiple perspectives. Excellent
other perspectives due to
at managing stressful situations.
perceived time constraints or
project constraints.
1 – Unsatisfactory
Has difficulty building and
maintaining good working
relationships with others.
Demonstrates lack of
sensitivity toward others.
Does not listen to others; does
not apply basic
communication skills to
ensure information is being
shared appropriately. Avoids
a diverse set of options.
Avoids stressful situations.
Communication Skills – Is skilled at oral and written communications. Demonstrates effective interpersonal communication with subordinates, peers and
supervisors.
5 – Exceptional
4 – High
3 – Satisfactory
2 – Fair
1 – Unsatisfactory
Often fails to make thoughts,
Effectively communicates with Generally presents ideas in a
Demonstrates oral and/or
Communicates with others
ideas and explanations clear
clear, concise manner
written communications skills
effectively, speaking and/or in other in speaking and/or
to others, speaking and/or in
writing but may seek
however may not be able to
that result in very clear and
writing. Possesses and uses
advice/editorial input from
sort “good to know” from
writing. Feedback is typified
concise messages and
vocabulary required to
peers or supervisor. In most
“must know” information. Not
by the need to reword or
feedback. Exhibits the ability
successfully express
elaborate in order to obtain
to explain or describe in a
thoughts, ideas and
cases presents thoughts and
as confident in
manner that is easily
explanations. Presents
ideas in a clear, concise
communications skills. Only
required level of
understanding.
understood by most
comprehensive feedback.
manner.
occasionally is additional
feedback is required to ensure
recipients.
Keeps supervisor and counderstanding of message.
workers informed.
Organizational Citizenship – Volunteers to carry out task activities that are not formally part of a job. Persists with extra enthusiasm or effort when necessary to
complete task activities successfully. Helps others. Follows organizational rules and procedures even when doing so is inconvenient. Endorses supports and
defends organizational objectives.
5 – Exceptional
4 – High
3 – Satisfactory
2 – Fair
1 – Unsatisfactory
Unwilling to take action
Sometimes attempts to take
Often takes action without
Frequently takes action
Consistently demonstrates ability and
without being first told to
action without being asked or
being asked or told by a
without being asked or told
willingness to seize opportunities and
do so by a peer or
told. When faced with
peer or supervisor. When
resolve problems. Sees what needs to by a peer or supervisor.
obstacles, often gets “stuck" in supervisor. Waits for
faced with obstacles either
be done and takes appropriate action. Persistent in overcoming
others to take action first.
frustration. Requires above
finds a course of action or
Significantly exceeds expectations on obstacles. Consistently
Requires high levels of
average level of supervision
seeks guidance to
produces quality work
all tasks with minimal supervision.
supervision to effectively
on most tasks to be effective.
overcome. Generally
under minimal supervision.
Pushes the limits of his or her job
complete job duties. May
produces quality work under Is learning to appreciate the
Always has a
toward the achievement of goals.
minimal supervision. Is goal significance of goal setting and tend to lose sight of
comprehensive picture of
Makes sound judgments about when
desired end results by
achievement. Is beginning to
oriented by may need
the end results desired. Is
and where to take risks in order to
becoming too immersed
show understanding of scope
assistance in prioritizing
obtain results. Impacts and influences goal orientated and
in project or process
of strategic initiatives and the
resources, projects. Keeps
effectively prioritizes the
others in promoting his or her point of
detail. Often loses track of
relationship to shorter term
supervisor informed of
channeling of available
view. Reacts immediately and
and therefore is unable to
progress as needed, not in a goals.
resources. Keeps
effectively to changes in plans and
communicate progress or
formal or routine manner.
supervisor informed of
priorities. Shows exceptional ability
lack thereof. Tends to
Seeks to understand new
progress and results on a
when forced to manage through a
lose sight of the “big
policies/ initiatives in order to
crisis situation. Views new challenges regular basis. Effectively
picture.” Consistently
support them and encourage
follows up to ensure
as opportunities for improvement and
unreceptive to change
others to do the same.
objectives are met.
embraces change enthusiastically.
initiatives and unwilling to
Embraces new
make an effort to conform
policies/initiatives and
to new policies/initiatives
encourages others to do
likewise.