Professional Documents
Culture Documents
At the beginning of the year, managers should meet with their direct reports to set
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Employee:
Date:
goals. Each individual should have no more than five goals that are aligned with the
text.
text.
unit/division and overall University goals. Throughout the year, managers should meet
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Manager:
Evaluation Period:
with their direct reports to check in on progress against goals, and modify as needed. At
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text.
the end of the year, managers should meet with their direct reports to discuss annual
performance against goals and performance behaviors. Please use this form to document goals (beginning of year) and performance ratings and comments (end of year).
Manager Comments
Rating
Goal 1
EE AE ME NI BE
Goal 2
EE AE ME NI BE
Goal 3
EE AE ME NI BE
Goal 4
EE AE ME NI BE
Goal 5
EE AE ME NI BE
Performance Behaviors
Staff with Direct Reports
Rating
EE AE ME NI BE
EE AE ME NI BE
Communicates Effectively
EE AE ME NI BE
EE AE ME NI BE
EE AE ME NI BE
EE AE ME NI BE
EE AE ME NI BE
Leads Change
EE AE ME NI BE
EE AE ME NI BE
Manages Performance
EE AE ME NI BE
EE AE ME NI BE
Manager Comments
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Rating
EE AE ME NI BE
Signatures
Employee Signature:
Date:
Manager Signature:
Date:
The following section includes definitions of the performance behaviors and the performance rating scale.
Manages
Performance
Instills Program/
Operational
Excellence
Leads Change
Creates the structure, processes and environment that enable University and
department/unit success
Acquires and allocates resources to support achievement of objectives
Implements best practices to improve efficiency and outcomes
Identifies and champions new initiatives; leads change by example
Generates unique, innovative ideas and solutions to improve processes and
results
Uses effective methods to implement change and overcome resistance to
change
Sets clear goals and identifies specific measures for expected results
Provides support and resources to achieve objectives and provides candid
and constructive feedback
Monitors work progress and accurately evaluates performance; addresses
performance issues
Communicates a clear purpose for the department/unit and aligns staff roles to
accomplish department priorities
Develops plans that balance long-term goals and immediate priorities and
anticipates and plans for future conditions and circumstances
Keeps the department/unit and University perspective in mind when
implementing initiatives
Performance Ratings
Consistently exceeds goals and expectations. Demonstrates superior performance and routinely performs at a level above current
responsibilities. Results have a substantial impact on the department, unit and/or University. Performance at this level occurs throughout the
year.
Consistently meets and frequently exceeds goals and expectations. Delivers results that are beyond the scope of the current role and
responsibilities. Produces results that involve extra, unique or innovative contributions and solutions.
Consistently meets goals and expectations and may exceed one or more expectations. Goals and objectives were achieved or were offset by
successful performance in other areas. Delivers important and valuable results throughout the year.
Meets expectations for most goals but is below expectations for other goals. Acceptable performance in some areas but needs improvement in
other areas. Performance is inconsistent across all expectations. Improvement is required in specific areas.
Does not meet most goals or expectations. Did not achieve expected overall results during the past year. Performance frequently fails to meet
minimum requirements and expectations. Significant improvement required.