Employee Name and Title:
Department:
Manager’s Name and Title:
Period Review Covers:
Job Family:
Institutional Development/Relations
2013 Staff Performance Appraisal
& Development Plan
PERIOD COVERED: January 1, 2013
to December 31, 2013
Competency Review
STEP ONE:
Rate each competency, entering a score between 0 and 10 in the
box provided.
Bentley Citizenship
1. Working with differences
 Works effectively with people from backgrounds, cultures, and organizational perspectives
different from one's own
 Acknowledges and demonstrates respect for differing views and perspectives, and seeks out
opportunities to learn from those differences
 Strives to create a more inclusive community through participation in diversity-related activities,
such as attending training on or off-campus (ex. Diversity Retreat or Ally workshop), attendance
at campus events that celebrate diversity, and/or contributing one's perspective even where it
differs from that of the majority
Comments:
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2. Commitment to Community
 Seeks out opportunities to engage with others in the Bentley community (ex. in performing job
functions, attending campus-wide events for staff/faculty, etc.)
 Pursues individual and/or department functions within the context of institutional best interests
 Contributes to a community free from hostility and intolerance through language and action
Comments:
3. Communication
 Uses communication tools effectively to meet the needs of audience and/or situation
 Recognizes appropriate time to communicate and tailors communication style to promote
successful dialogue
 Shares information with appropriate people in a timely manner
 Demonstrates awareness of and appreciation for others’ communication styles
Comments:
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Employee Name and Title:
Department:
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Period Review Covers:
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Institutional Development/Relations
Targeted Competencies
1. Cultivates Relationships Leading to Funding Sources
 Effectively researches current and prospective customers/donors
 Initiates and strengthens relationships with constituents in a systematic manner
 Acknowledges and recognizes customers/donors in a meaningful way
Comments:
2. Planning & Organizing
 Determines goals, priorities and time required
 Indicates course of action and resources needed to achieve particular goals
 Arranges and allocates resources
Comments:
3. Client Relationship Management
 Maintains appropriate level of client contact and keeps client informed
 Follows through on commitments to clients
 Fosters/builds mutually beneficial long-term relationships
Comments:
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Employee Name and Title:
Department:
Manager’s Name and Title:
Period Review Covers:
Job Family:
Institutional Development/Relations
4. Analytical Capacity
• Draws distinctions between essential and tangential issues
• Ability to predict possible consequences of planned steps
• Utilizes results from a wide range of studies and/or research and places findings in overall
context
• Recognizes inconsistencies
• Analyzes problems systematically
Comments:
5. Collaboration & Teamwork
 Balances personal responsibility with interests of team and/or department
 Listens to other points of view and adjusts position toward achieving a group goal when
appropriate
 Shares knowledge and expertise with others easily
 Supports and nurtures opportunities for collaboration and bridge building
 Resolves conflicts tactfully, enhancing relationships both within and outside the work unit
 Exhibits grace under pressure and demonstrates mutual respect
Comments:
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Employee Name and Title:
Department:
Manager’s Name and Title:
Period Review Covers:
Job Family:
Institutional Development/Relations
Role Specific Competencies
Select two (2) additional Competencies from the competency dictionary that you
consider important to the role (those provided are only suggestions). Fill in and rate the
chosen competencies, entering a score of 0 to 10 in the box provided
1. Attention to Detail/Accuracy
• Consistently delivers an accurate and professional product
• Processes information without error
• Recognizes anomalies and thoroughly checks work
Comments:
2. Persuasion & Influence
 Ability to persuade others to modify their thoughts, plans, convictions, outlooks or behavior in
the desired direction
 Clarifies situations, provides insights into causes and connections
 Deals with the responses of others there and then, using his or her own arguments
 Recognizes resistance and/or opposition and consciously makes these part of his or her own
reasoning
Comments:
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Employee Name and Title:
Department:
Manager’s Name and Title:
Period Review Covers:
Job Family:
STEP TWO:
Institutional Development/Relations
Add all competency ratings and divide by 10 for Average
Competency Rating
Add all competency scores for Subtotal:
AVERAGE COMPETENCY RATING (Subtotal÷10)
Goals Assessment and Narrative
STEP THREE:
Discuss employee performance and Progress toward last year’s
goals. (Use additional space as needed). Enter a score between 0
and 10 in the box provided.
Overall Success in Performing Position Responsibilities including Progress toward Last Year’s Goals
(i.e. knowledge of job’s essential duties, use of resources (people, time and materials) to achieve
positive and timely outcomes, focus on work activities that add value to the University, etc.)
Discussion:
OVERALL SUCCESS IN ACHIEVING GOALS
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Overall Performance Score
STEP FOUR: Add the scores to calculate the Overall Performance Score
3. AVERAGE COMPETENCY RATING FROM ABOVE
4. OVERALL SUCCESS IN ACHIEVING GOALS) FROM ABOVE
5. Add lines 1 and 2
6. Divide line 3 by 2 for OVERALL PERFORMANCE SCORE
Below 3
3-6
Over 6-8
Above 8
Needs Improvement. Development Plan should include management intervention and
corrective action required to improve performance.
Proficient. Development Plan should identify opportunities to enhance skills and
competencies.
Highly Effective. Development Plan should incorporate opportunities for professional
growth and advancement within scope of position description.
Outstanding. Top 5% within the University. Development Plan should identify opportunities
for retention and expanded influence.
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Employee Name and Title:
Department:
Manager’s Name and Title:
Period Review Covers:
Job Family:
Institutional Development/Relations
Work Goals & Objectives
STEP FIVE:
Identify Work Goals and Objectives for the upcoming year and describe
their relationship to the Department’s Goals, Initiatives, and Priorities
1. Goals and Objectives for the upcoming year:
2. Relationship between employee’s Goals and Objectives and those of the Department:
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Employee Name and Title:
Department:
Manager’s Name and Title:
Period Review Covers:
Job Family:
Institutional Development/Relations
Development Plan
STEP SIX:
Create a Development Plan with attention to the employee’s
performance category.
Pointer #1: Developmental Activities
Pointer #2: Timelines and milestones
Developmental activities enhance skills, abilities,
and/or a behavioral competency. Activities might
include formal classroom training and/or
webinars. Stretch assignments and/or establishing
a mentoring or short-term job shadowing
arrangement on campus can sometimes be even
more effective.
Realistic start dates, end dates, and other major
milestones should be established for each activity.
Development plan for the upcoming year:
(Refer to the Overall Performance Score definitions on page 8 as each category offers guidance on how to tailor the
Development Plan.)
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Employee Name and Title:
Department:
Manager’s Name and Title:
Period Review Covers:
Job Family:
Institutional Development/Relations
Signatures & Comments
STEP SEVEN: Meet to discuss Performance Appraisal and Development Plan. Sign
where indicated, providing comments if desired.
Additional Manager Comments
Employee Comments
Signatures
Employee*
Date
Manager
Date
Department Head/Vice President
Date
*Employee signature indicates that the employee has read and understands the appraisal and
Development Plan
STEP EIGHT: Return signed copy to HR, Lewis Hall by February 28, 2013.
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