Student Life
Student Life
2015
Employee Appraisal and Work Plan
Non-Bargained for Staff
To Be Completed Between May and August
Employee’s Unit Mission: (Supervisor completes)
Evaluator: Complete this section
Employee Name:
Employee ID:
Employee Title:
Unit:
Student Life Mission Statement
Student Life is committed to student learning and the
development of the whole student in a diverse
campus community. Through our programs, services,
facilities and partnerships, we facilitate students'
transformation and enrich their education.
Evaluator:
Evaluation Period:
From
To
This Template is divided into three parts:
Employee Self Evaluation and Goal Setting
Date of Evaluation Meeting:
Supervisor’s feedback
Goals or Work plan agreed by Employee and
Supervisor
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Section I
Employee Self Evaluation and Goal Setting
(To Be Completed By Employee Before Appraisal Meeting–This is not your final goal setting/work plan for the next year)
Please give 3-5 accomplishments from this past year:
Please give 3-5 opportunities / challenges you’ve experienced this year:
Please give 3-5 work-related goals that you have for the upcoming year:
(Note: These are goals from the employee perspective and are not the same as the Goals/Work Plan for the coming year. The Goals/Work Plan for the coming
year should be created jointly with your supervisor – see Section III for details on how to create your Goals/Work Plan)
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Section II
To Be Completed By Supervisor
Overall Rating: The overall rating should take into account the employee’s accomplishments,
challenges, and competency ratings. Feedback to support the overall ratings should be provided below
and should include specific examples. An N (Not Meeting) rating must be accompanied by a
Performance Improvement Plan. An E (exemplary) rating must be accompanied by additional Written
documentation. Supplemental tools can be found at http://www.umich.edu/~dsafinhr/performance.html
Overall Feedback and Rating (Supervisor):
RATING
E (Exemplary)
___
S (Successful) ____
D (Developing) ____
N (Not Meeting) ____
E
S
D
N
Unit and/or Job
Specific
Competencies
& Ratings
DSA Competencies and Ratings
Advancing the Mission: Demonstrates ability to operate effectively in a
manner consistent with DSA and unit mission and culture
Building Relationships/Interpersonal Skills: Values organization diversity;
recognizes and respects identities that are different from self; promotes
cooperation; effectively manages relationships; utilizes teamwork and
cooperation in the work
Creative Problem Solving / Strategic Thinking: Develops & creates ideas,
processes & approaches that shape the future; uses analysis & critical thinking
skills to solve problems; ensures decisions are aligned with articulated
strategic direction. Includes appropriate input from key stakeholders
Communication: Demonstrates effective verbal, written, listening and
presentation communication skills
Flexibility/Adaptability to Change: Responds positively to change and
champions change to others; demonstrates an ability to incorporate
innovative practices into the workplace to enhance effectiveness and
efficiency
Leadership: Influences others to accomplish the mission in ways consistent
with the values of the organization; holds self and others accountable to meet
goals and objective; accomplishes desired outcomes; sets an example of
integrity and ethics through demonstrated leadership
Quality Service: Strives to meet the expectations of internal and external
clientele; demonstrates skill and knowledge specific to serving others
Development of Self and Others: Seeks opportunities to learn and develop
self and others; applies new skills/knowledge needed to add value to the
performance of the organization; sets developmental goals for self and others;
seeks performance feedback
Competency Description:
Competency Description:
Competency Description:
3
Section III
Goals for the Upcoming Year - Work Plan
(To Be Completed By Employee & Supervisor and Jointly Discussed)
The Work Plan should be generated during the evaluation meeting/s through discussion by both
the employee and supervisor, and should support growth and achievement and be aligned with the
goals that support the Division, Unit and Department. Goals are intended to be revisited by the
employee and supervisor throughout the year to track progress. One option is to use the SMART
approach to goal setting. Specifically, the SMART goal setting process is:
S=SPECIFIC but also stretching, systematic, synergistic , significant and shifting. Specific goals are much
more likely to be achieved than non-specific goals.
M=MEASUREABLE but also meaningful, memorable and motivating. Measure progress towards a goals
stay on track, reach target dates and experience achievement.
A=ATTAINABLE but also action plans, accountability, acumen and agreed upon. A goal will seem much
more attainable if you can break it down into steps. Each step should be something that moves you closer
to that goal.
R=REALISTIC but also relevant, resonating, results-oriented, rewarding, reasonable and reliable.
T=TIME BASED but also timely, tangible and thoughtful. You should define start points and end points to
your goal and maintain commitment to these deadlines.
(Additional information on goal setting and creating work plans can be found at: http://www.umich.edu/~dsafinhr/)
Have you created a mutually agreed upon work plan with this employee for the coming year?
______ Yes (please attach a copy to this performance appraisal) ______ No (If no, please explain)
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
Have you completed your annual COI/COC disclosure form? Please give your supervisor a copy!
Signatures do not necessarily imply agreement with all information included above, but indicate that the
appraisal has been received, read and discussed. If the employee wishes to provide additional response to
the evaluation, please attach comments on a separate document.
Supervisor
Signature________________________________________________Date___________
Employee
Signature________________________________________________Date___________
Unit Director
Signature________________________________________________Date___________
Supervising AVP (for overall exemplary rating)
Signature________________________________________________Date___________
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