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Consistent cross-campus process
Clarify expectations
Provide feedback on job performance
◦ Address shortfalls
◦ Reinforce positive behaviors
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Create goals for the coming year
Continual improvement
Use scores to implement a merit
component for salary increases
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Used reporting from last year’s appraisals that were
completed on time
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2014: Overall average was 71% of available points
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Exceeds Category
Achieves:
Nearly Achieves
Needs Improvement
44.1%
49.7%
5.0%
1.2%
(149)
(168)
(17)
(4)
2015: Overall average was 73.4% of available points
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Exceeds Category
Achieves:
Nearly Achieves
Needs Improvement
47.5%
47.1%
4.0%
1.1%
(161)
(160)
(14)
(4)
Gallup describes high management activities of
highly engaged employees:
 Assist employees in identifying and focusing
on what’s most important.
 Know the projects and tasks that employees
are working on.
 Assist employees in setting goals and
prioritize activities.
 Hold employees accountable for performance
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Electronic option for self-appraisal
Pre-populated “past goals” section
Revised wording on some categories
Ability to “correct” pdf versions if you have
changes
Deadline – this year April 1st
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Self appraisal
Draft appraisal
Review by your manager?
HR review
Meet with employee
Return hard copy to HR
1.
2.
3.
4.
Briefly describe your job performance for the past year.
Specifically highlight your accomplishments and progress
towards previously set goals over the past review period.
How is Augustana a better place because of your efforts?.
In what area(s) do you feel you could benefit from additional
support, structure, or direction? Specifically, what can your
supervisor do to support you in terms of your own career
growth and development?
What are your performance goals for the upcoming review
year? What outcomes can be measured to ensure that you’ll
have reached those goals?
Please provide additional feedback or insights you’d like to
share about your work experience or Augustana overall.
Please note any specific areas you would hope to discuss
during the appraisal process or meeting.
Reliability & Dependability:
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Demonstrates dependability, reliability, and acceptable
attendance and punctuality. Volunteers and is available to
accomplish organizational goals as needed.
Exhibits consistency and reliability and produces dependable
work results. Completes work with accuracy, thoroughness, and
attention to detail.
Takes personal initiative and exhibits self-motivation without
supervision.
Exhibits flexibility in cross training, learns new practices quickly,
and adjusts to changes in assignments and working conditions.
Attendance
Punctuality
Schedules time off in advance
Productivity while at work
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Completes assigned tasks on
time
Makes the most of work time
Willing to do a variety of tasks
as needed.
Open to changes in
procedures of processes
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Demonstrates a command and thorough knowledge of the position in all
of its dimensions. Has and applies the knowledge and skills necessary
to effectively perform all aspects of the position.
Finds ways to use skills and knowledge to contribute to overall goals of
the department and college.
Understands, follows and adheres to college policies, procedures and
safety guidelines.
Maintains and grows critical knowledge or skills that meet need of the
department.
Embraces technological changes and keeps up to date on developments
within specialty.
•
•
•
•
•
•
•
Is capable of performing the job function consistently
Is actively performing all duties in job description
Follows department & college rules & guidelines
Performs job in a safe manner
Looks for ways to become more efficient
Is interested and active in improving skills
Supports and participates in college and department goals
and initiatives.
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Displays a professional and positive attitude even during
times of high workload or stress
Maintains a professional appearance to represent the
Augustana brand and displays a willingness to take on
additional projects or work additional hours as needed or
necessary.
Promotes the mission and goals of the department and
College.
Embodies and models the college’s community principles of:
purpose, openness, respect, accountability, responsibility,
and care.
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Appearance/Dress Code
Attitude – with internal and external customers
Willingness to take on additional work when asked
Overtime work as needed
Attitude about the college and department
Unprofessional behaviors
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Establishes priorities, manages time, and organizes resources
effectively in order to complete assignments on time and
according to specifications while producing the expected
quantity of work results.
Demonstrates best practices, and finds an appropriate
balance between quality and quantity.
Goes the “extra mile” as needed to achieve extraordinary
outcomes and/or customer satisfaction.
Demonstrates resourcefulness, problem-solving and
decision-making skills
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Detail orientation
Accuracy/Errors
Strives for improvement/excellent outcomes
Technology adaptation
Problem solving vs. waiting for others to develop solution
Appropriate share of department workload
Proactive attitude about updated technology
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Works collaboratively and cooperatively with co-workers,
students, and others within the workplace setting.
Acknowledges and respects individual and cultural differences
Practices open and honest communication, supporting a culture
of trust and teamwork. Con-tributes to an environment where
people cooperate (internal customer service) and give their best.
Welcomes positive confrontation and remains open to
constructive feedback.
Builds consensus via shared decision making. Fosters a sense of
shared accountability and group responsibility. Celebrates
successes and recognizes and appreciates others’ contributions.
For those who supervise students, models appropriate
workplace expectations and keeps student workers productive
and engaged and accountable for work outcomes.
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Openness to differences
Team orientation vs. turf attitude
Adds to culture of mutual respect
Customer service orientation
Student supervision – effective use of time, creates
learning outcomes, high expectations for productivity.
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Is open to change and new approaches. Accepts
coaching and constructive feedback.
Learns from mistakes and accepts responsibilities.
Expands job knowledge through training and
development
Is aware of strengths and weaknesses; sets and
works toward performance and productivity goals
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Attitudes toward change
Constructive criticism from supervisor or others vs.
defensiveness
Pursues training and development of skills
Self-awareness of strengths and weaknesses
Continual improvement vs. status quo
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Models the high expectations of the college for employee
behavior
Provides feedback on work performance on an informal basis
and completes appraisals and check-in meetings on time
Creates and maintains a work environment of open
communication, mutual respect, and dedication to the overall
goals of the College.
Creates goals and work plans with employees and monitors
progress to ensure department and college goals are met.
Seeks ways to engage employees and continually improve
both processes and effectiveness in the workplace.
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Addresses performance issues
Work culture that supports mission of the college
Communication: up, down and across the organization
Uses employees time efficiently to achieve department/college goals
Models what college expects from all employees
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Exceeds Expecations: Consistently meets and
often exceeds expectations in this area.
Think A+
Achieves Expectations: Consistently and
effectively demonstrates this behavior. Think
A/B
Nearly Achieves Expectations: Attempts, but
does not completely meet expectations.
Think C
Area for Growth: Behavior is not acceptable
and growth is needed. Think D/F
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Expect comments to support ratings in each
category
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Self-Appraisal
Working File
Goals/Work Priorities
Input from others as appropriate
More specific comments have more power to
change behavior

Section A:
◦ Goals from last year’s appraisal – pre populated.
Comment on achievement.

Section B:
◦ Set goals for the coming year (specify timetable that
makes sense for your area.)
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Specific
Measureable
Aligned
Realistic
Time Bound
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This will be calculated based on your previous
choices
Can use the “back” button to change scores if
you feel this is not accurate
Expectation
Industry Norms
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Exceeds Expectations
Achieves Expectations
Nearly Achieves
Needs Improvement
10-15% (47%)
40-50% (47%)
25-30% (4%)
10-15% (1%)
 5-6
things that went wrong
 Ideas
for improvement
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No dedicated time
HR made me do it…
No planning
Interruptions
Downplay self
evaluation
No specific
examples
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Recency effect –
report 2 weeks ago
Too much hassle to
add comments
Changed employee
score
Didn’t address
issues
1 way conversation
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Plan ahead
Overview
Tied to strategic
goals
2 way conversation
No interruptions
Incorporates selfevaluation

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Getting agreement
on goals
Using rating scale
to put score in
context
Confidentiality
Others?
1. New employees? Prior to December 1, assume
you will use this tool
2. Two supervisors/two jobs?
3. Last year’s appraisal document?
4. New supervisor/transfer?
5. Review by my boss?
6. Merit component details?
7. How do I print the document?
8. Where do I get help?
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Log into the system and notify HR of
any mis-assigned or missing
employees
Create a plan of attack to meet the
April 1st deadline
Encourage employees to complete the selfappraisal.
Remember to plan time for HR review and
up-level review if needed.
Gather input from others as needed.
Call HR for assistance