Staff Review and
Development Plan
This document, as part of the University Staff Review and
Development Program, can be used as a tool for:
PROFESSIONAL DEVELOPMENT

training and coaching

performance
COMMUNICATION

annual performance

self-assessment

periodic performance
HUMAN RESOURCES DECISIONS

transfer and promotion

salary increase
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Staff Input
Name
Date
Accomplishments
In your responses to the items below, please be as specific as possible, providing examples when appropriate. If you
need to include additional sheets of paper, please do so.
1. List your most significant accomplishments during the past year.
2. Describe the extent to which you met the performance expectations listed in your Development Action Plan for last
year.
3. List all of the professional development activities, including diversity enrichment opportunities; that you completed to
increase your effectiveness at work for current and/or future job responsibilities. Include group-based learning
activities [such as seminars], self-paced activities [such as computer–based tutorials], and work place learning
activities [such as special assignments designed to develop new skills].
Number of Professional Development Activities:
Approximate Number of Hours:
2
Self-Assessment
Complete this section to describe your development priorities for the next review period. Considering the following
information:


Your personal career goals
Your area’s strategic plan
Planning period:
From:
To:
1. List work-related strengths and interests that you would like to build on.
2. In terms of your current job responsibilities, describe areas for growth, development, or improvement
3. Identify ways you would like to contribute to the organization beyond your current job responsibilities (i.e. serve
on a University-wide committee).
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Penn State University
Staff Review Form
Employee Name
Review Period
Current Title
College/ Unit
Name of Reviewer
General Performance Factors Considered During this Review Period:
The following key performance factors are essential for all staff in achieving success in their positions. Depending upon position
requirements, other job-specific skills may be required of a staff member. The extent to which the staff member demonstrates these
skills or needs to strengthen them should be reviewed as part of the performance dialogue, staff development, and/or performance
improvement discussions. The list of factors includes University and any College or Unit-Specific performance factors.
University
Job Knowledge: Demonstrates the appropriate specialized knowledge required to perform the job; effectively performs duties and
responsibilities; keeps current with new developments in areas of responsibility
Judgment and Problem Solving: Anticipates and identifies problems; gathers facts and analyzes causes; evaluates alternative
solutions; takes or recommends actions; follows up, to ensure problem resolution
Self-Management: Produces services/output efficiently; effectively uses time and meets deadlines; is punctual and reliable; works
effectively with directions given; takes initiative; provides acceptable volume of work
Teamwork: Shares information and resources with others; gives timely responses to requests made by others; interacts well with all
individuals; establishes and maintains effective working relationships; promotes teamwork and values the group’s success
Quality: Effectively produces a caliber of work consistent with departmental standards; completes work thoroughly and accurately;
pays attention to detail; contributes to the improvement of the quality of services provided by the University
Customer Service: Effectively represents the University to students, parents, faculty, staff, patients, alumni, and other customers of
the University; understands and constructively responds to customer needs
Communication: Effectively conveys ideas, information, and/or instructions to others; listens attentively and clarifies information
when necessary; participates in meetings effectively; contributes to establishing a favorable communication environment; understands
instructions
Support of Diversity: Demonstrates a respect for the value of individuals regardless of their background or culture; contributes to
processes that create and support a diverse environment; participates in diversity programming and activities
Support of Sustainability: Demonstrates an awareness of the value of sustainability in the workplace; engages in behaviors that
enhance sustainable practices in the workplace (including increasing energy efficiency, reducing waste, and conserving resources);
participates in sustainability programs and activities
Supervision: (This factor must be completed for employees responsible for supervising others.) Effectively delegates and
coordinates the work of others; contributes to the selection, training, development, and evaluation of assigned staff
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College or Unit-Specific Factors Considered During this Review Period: add them below
1.
2.
3.
4.
5
Performance Feedback and Suggestions for Development
Objective, constructive feedback is essential to the continuing development of employee as well as team productivity and performance.
Please discuss the strengths and opportunities for growth and development demonstrated by the employee in terms of performance
factors and College or unit-specific factors. Be sure to emphasize suggestions for further development in terms of both strengths and
opportunities. When describing the employee’s (or team’s) level of performance, the following words may be helpful: significantly
exceeds expectations; exceeds expectations; meets expectations; partially meets expectations; and does not meet expectations.
Strengths that can be refined and extended:
Opportunities for growth and development:
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Professional Development Activities
Number of Professional Development Activities:
Approximate Number of Hours:
Overall Rating
(Recommend completing for all employees) Considering all dimensions and factors, indicate the definition that
best describes this employee’s overall contribution during the review period. If an employee does not meet
expectations for a particular performance factor, this should be addressed under “Opportunities for Growth and
Development.”
☐ Performance significantly exceeds expectations
☐ Performance exceeds expectations
☐ Performance meets expectations
☐ Performance partially meets expectations
☐ Performance does not meet expectations
Comments:
______________________________________________
Signature of Reviewer
Date
______________________________________________
Concurrence of Administrative Officer
Date
______________________________________________
*Signature of Individual Reviewed
Date
*
Signature indicates only that this Staff Review has been discussed and does not necessarily signify concurrence. A response to this
review may be made on a separate sheet and attach.
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Development Action Plan
Planning Period:
From:
To:
Review and update this plan periodically.
Performance Expectation (Measure) #1
Knowledge, Skills, and Behaviors Needed to Achieve Expectation
Professional Development Activities
Resources and Support Needed from Work Unit and Supervisor
Target Dates for Expectations
__________________________________________________________________________________________________
Performance Expectation (Measure) #2
Knowledge, Skills, and Behaviors Needed to Achieve Expectation
Professional Development Activities
Resources and Support Needed from Work Unit and Supervisor
Target Dates for Expectations
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Performance Expectation (Measure) #3
Knowledge, Skills, and Behaviors Needed to Achieve Expectation
Professional Development Activities
Resources and Support Needed from Work Unit and Supervisor
Target Dates for Expectations
__________________________________________________________________________________________________
Performance Expectation (Measure) #4
Knowledge, Skills, and Behaviors Needed to Achieve Expectation
Professional Development Activities
Resources and Support Needed from Work Unit and Supervisor
Target Dates for Expectations
Employee
Supervisor
Signature
Date
Signature
Date
These signatures indicate both the supervisor’s and employee’s concurrence with the Development Action Plan on the date signed.
Unforeseen circumstances, such as changes in workload or resources available, may require future adjustment of the expectations,
activities, and target dates listed in the plan.
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Additional Notes:
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