Non-Exempt Staff Positions
The Dialogue for Direction form is a standard Microsoft Word document that can be completed on-line. Please review these helpful hints:
 The supervisor should complete Sections I, III and IV.
 A meeting should be scheduled at a mutually convenient time to provide the supervisor and staff member ample opportunity to prepare for and discuss the performance review.
Please refer to the Dialogue for Direction Guide for Staff and/or the Dialogue for Direction
Guide for Supervisors for details on this process. Both guides are available on the office of Human Resources Development ( HRD) website at www.hartford.edu/hrd/Forms.aspx
.
 The Dialogue for Direction form should be given to the staff member to complete Sections II and V prior to the meeting.
 Once both parties have completed the form, another meeting should be held to conclude the annual review process.
 The supervisor and the staff member must sign the review. Signed Dialogue for Direction forms are then sent to HRD, located in the Financial and Administrative Building (FASB).
Annual appraisals are maintained in the staff member’s official personnel file, located in
HRD.
If you have any questions regarding the Dialogue for Direction process, please contact your designated
Human Resources manager:
Jamie Harlow, PHR
Associate Director
860.768.4155 harlow@hartford.edu
Jen Conley
Assistant Director
860.768.4665
jconley@hartford.edu

Name:
Job Title:
Performance Review for Non-Exempt Staff
School/Dept:
Time in Position:
Supervisor: Date:
I.
DISCUSSION OF JOB – Identify key duties, responsibilities, tasks and assignments. Explain how the position aligns with department and University goals.
II.
STAFF MEMBER’S PLANNING OF OBJECTIVES AND IMPROVEMENTS – Ask the staff member about his/her viewpoint regarding objectives and/or improvements as well as what can be done to help him/her become more effective over the next year. Record key points and comments.
III.
SUPERVISOR’S PLANNING OF OBJECTIVES, PRIORITIES, DIRECTION AND EXPECTATIONS – Set performance expectations, including any new responsibilities, to be accomplished over the next year.

IV.
EVALUATION OF COMPETENCY AREAS – Rate the staff member according to his/her demonstrated level of job performance over the last year as it relates to each competency area noted below.
Rating Guide: 1 – Outstanding
2 – Fully Satisfactory
3 – Satisfactory
4 – Needs Improvement
5 – Unsatisfactory
n/a – Not applicable
[ ] Job Knowledge – Demonstrates an understanding of the key duties and responsibilities of the position.
[ ] Attendance – Demonstrates regular and punctual attendance.
[ ] Planning and Organization – Demonstrates the ability to determine appropriate priorities as well as accurately and thoroughly complete assignments within established time constraints.
[ ] Problem solving Decision Making – Demonstrates the ability to anticipate and solve problems by identifying and collecting relevant data, analyzing and evaluating appropriate alternatives and taking initiative to resolve problems in a timely manner.
[ ] Quality of Work – Demonstrates the ability to accurately, skillfully and thoroughly complete duties and responsibilities with appropriate attention to detail.
[ ] Communication Skills – Demonstrates effective verbal and written communication skills as well as listening skills.
[ ] Teamwork – Demonstrates and exhibits willingness to work with others; cooperates and interacts with others in a prompt, positive and collegial manner; keeps others informed and resolves conflicts when necessary.
[ ] Training and Professional Development – Demonstrates an understanding of the importance of professional development. Views training as an essential component of the position and acts proactively to continuously upgrade skills that will enhance job performance.
[ ] University Resources – Demonstrates an understanding of the importance of maintaining prudent fiscal operations in an effort to ensure the effective management of departmental resources as well as compliance with P-card, purchasing, gift and other expense policies.
[ ] University Policies – Demonstrates an understanding of University policies such as diversity, civility, general expectations, sexual harassment prevention, health and safety, progressive discipline, grievances, access/disclosure of employee records/University property, drug-free and alcohol-free workplace and privacy of medical information.
[ ] Other Competency Areas (as identified by the supervisor)
Commendation is due on the following aspects of your job performance:

Improvement in your job performance may be attained in the following ways:
Additional comments:
Your overall job performance is considered to be: [ ] Outstanding
[ ]
[ ]
[
[ ]
Fully Satisfactory
Satisfactory
] Needs Improvement
Unsatisfactory
Supervisor’s Signature
V.
STAFF MEMBER’S COMMENTS
Date
I acknowledge that I have been given the opportunity to read and discuss this review with my supervisor. I understand that if I disagree with any of the information contained herein, that
I may submit a written statement explaining my position which shall be maintained as a part of my personnel file. My signature does not necessarily signify that I agree or disagree with this review. I understand that I may have a copy of this review and the original will be
placed in my official personnel file.
Employee Signature Date
Revised 4/2015