ࡱ> DF?@ABC'` Xbjbj 8"@L &&&&&&&:މމމ8\:X@2j xa5lT616M>$AhCq>&q>&& @R& & :&&k ^ O÷BމߧW ۷(@0X@a ~D ~Dk~D&kp"æۦq>q>mX@:::މ:::މ:::&&&&&&  Employee Excellence Program -EEP- Administrative  Professional  Supervisory  Exempt Civil Service Name:  FORMTEXT      S.S.#:  FORMTEXT      Classification:  FORMTEXT      Banner ID: FORMTEXT      Department:  FORMTEXT      Position No.:  FORMTEXT      Appraisal Reason: FORMTEXT      Period Covered:  From  FORMTEXT       To  FORMTEXT       INTRODUCTION The Employee Excellence Program (EEP) is an ongoing process designed to clarify employee job roles and expectations, to enhance supervisors/employee communication, to foster employee job effectiveness, to encourage employee development, and to provide a basis for human resource decisions. The purpose of this form is to provide a framework for the EEP process and to create a record of EEP discussions. A thorough presentation of the program is provided in the EEP Supervisors Guide, which is available in all departments. Please review the guide and this form in their entirety before you begin the EEP process. EEP CYCLE The EEP cycle covers a period of one year and consists of three distinct phases emphasizing that performance planning, feedback and evaluation are ongoing processes, which occur throughout the year. Phase I - Performance Planning At the beginning of the performance period, the supervisor and employee come to a mutual understanding of responsibilities, priorities, and development plans, and complete relevant parts of Section I, II, and V. Phase II - Performance Tracking and Interim Feedback During the performance period, the supervisor informally gives the employee feedback on performance to ensure that there are no surprises at the end of performance period. Phase III - Performance appraisal and Next Year Planning At end of performance period, the supervisor completes a draft of the EEP form and meets with the employee to discuss it, making any appropriate changes. At the same meeting or one soon thereafter, the supervisor and employee complete performance and development planning for the next performance period. MISCELLANEOUS INFORMATION - Add pages if more writing space is needed. After completing the form, including all signatures indicated, make a copy for the employee and return the original to the Office of Human Resources, Campus Box 1040. - See the EEP Supervisors Guide for a description of required follow-up activity in cases of Unsatisfactory or Development Needed ratings. - Supervisors are responsible for implementing the EEP process, including the timely completion of performance reviews.  PERFORMANCE EVALUATION RATING SCALE: 5 Excellent Performance consistently exceeds expected levels. A high degree of proficiency is shown in nearly all aspect of performance. 4 Meritorious Performance frequently exceeds expected levels. A high degree of proficiency is shown in certain aspects of performance, i.e., takes initiative, enthusiastic, willing to learn and attends professional development activities as appropriate. 3 Satisfactory Performance is consistently at expected levels. Meets job requirements, i.e., punctuality, dependability, efficiency. 2 Development Some performance deficiencies exist. Performance Improvement Plan is to be established and Needed improvement is required. 1 Unsatisfactory Performance is consistently below acceptable levels. Performance improvement Plan is to be established and immediate improvement is required.  Section I Primary Responsibilities/ObjectivesJOB PURPOSE: Write a statement about the overall job purpose.  FORMTEXT       At the beginning of the performance cycle, discuss with the employee and list the three to five primary areas of responsibility. Add additional pages if necessary. (See the EEP Supervisors Guide for details on how to write objectives.) Indicate particularly important responsibilities/objectives by placing an asterisk (*) in the Priority box. At the conclusion of the cycle, summarize the extent to which each responsibility was accomplished in the Results section, and rate the employees performance using the rating scale described on the cover. Comments are required.  Responsibility 1.PRIORITYRATING FORMTEXT      { FORMTEXT   }{ FORMTEXT   } Results: FORMTEXT       Responsibility 2.PRIORITYRATING FORMTEXT      { FORMTEXT   } { FORMTEXT   }Results: FORMTEXT       Responsibility 3.PRIORITYRATING FORMTEXT      { FORMTEXT   } { FORMTEXT   }Results: FORMTEXT       Responsibility 4.PRIORITYRATING FORMTEXT      { FORMTEXT   } { FORMTEXT   }Results: FORMTEXT       Responsibility 5.PRIORITYRATING FORMTEXT      { FORMTEXT   } { FORMTEXT   }Results: FORMTEXT       Phase I Employee Signature:Date: Supervisor Signature: Date:  SECTION II  GENERAL PERFORMANCE FACTORS This section is used to evaluate employee performance on general job factors that are important in administrative, professional and supervisory positions. At the planning stage, indicate factors of particular importance by marking an asterisk (*) in the Priority column. At the end of the cycle, rate the employees performance using the rating scale on the cover. The statements listed here reflect Satisfactory performance. However, an individual may exceed or fall below expectations on any factor. Write N/A in the Rating column if you are unable to rate that factor because of lack of information, or if the factor is not applicable for this employee. The Comments section should be used to set guidelines for future performance, and to comment on performance over the next performance cycle. Comments are required. PRIORITY (5 Excellent 4 Meritorious 3 Satisfactory 2 Development Needed 1 Unsatisfactory) JOB KNOWLEDGERATINGCOMMENTS FORMTEXT   Possesses knowledge and skills necessary to perform job FORMTEXT    FORMTEXT       FORMTEXT   Keeps current in field FORMTEXT    FORMTEXT       FORMTEXT   Understands operations and objectives of department FORMTEXT    FORMTEXT       QUALITY/PRODUCTIVITY/DEPENDABILITYRATINGCOMMENTS FORMTEXT   Meets work quality requirements of job FORMTEXT    FORMTEXT       FORMTEXT   Completes appropriate amount of work FORMTEXT    FORMTEXT        FORMTEXT   Works effectively under pressure; balances multiple objectives  FORMTEXT     FORMTEXT       FORMTEXT   Works independently; needs minimal supervision FORMTEXT    FORMTEXT       FORMTEXT   Completes work on time FORMTEXT    FORMTEXT       FORMTEXT   Demonstrates care for health and safety of others FORMTEXT    FORMTEXT       FORMTEXT   Has infrequent unscheduled absences FORMTEXT    FORMTEXT       ANALYTICAL ABILITY/PROBLEM SOLVING/JUDGEMENTRATINGCOMMENTS FORMTEXT   Gathers relevant information and fully analyzes issues FORMTEXT    FORMTEXT        FORMTEXT   Identifies potential problems and takes steps to prevent them  FORMTEXT     FORMTEXT       FORMTEXT   Formulates alternative solutions to problems FORMTEXT    FORMTEXT       FORMTEXT   Shows sound judgment in making decisions FORMTEXT    FORMTEXT       FORMTEXT   Resolves sensitive issues without exacerbating them FORMTEXT    FORMTEXT       FORMTEXT   Considers total organization in making decisions FORMTEXT    FORMTEXT       FORMTEXT   Takes appropriate risks FORMTEXT    FORMTEXT       INITIATIVE/CREATIVITY/SERVICERATINGCOMMENTS  FORMTEXT   Recognizes need for action and reacts appropriately/self starter  FORMTEXT     FORMTEXT       FORMTEXT   Takes on additional responsibility where needed FORMTEXT    FORMTEXT       FORMTEXT   Identifies and implements innovations and efficiencies FORMTEXT    FORMTEXT       FORMTEXT   Adapts well to change in priorities, methods FORMTEXT    FORMTEXT       FORMTEXT   Functions effectively in uncertain environment FORMTEXT    FORMTEXT        FORMTEXT   Makes consistent efforts to listen to, understand and satisfy client/user needs  FORMTEXT     FORMTEXT       PLANNING/RESOURCE MANAGEMENTRATINGCOMMENTS FORMTEXT   Anticipates and plans for future developments FORMTEXT    FORMTEXT       FORMTEXT   Sets goals and plans for achieving them FORMTEXT    FORMTEXT       FORMTEXT   Manages time effectively FORMTEXT    FORMTEXT       FORMTEXT   Manages monetary resources effectively FORMTEXT    FORMTEXT       FORMTEXT   Introduces appropriate technology into work environment FORMTEXT    FORMTEXT       SECTION II  GENERAL PERFORMANCE FACTORS  continued PRIORITY (5 Excellent 4 Meritorious 3 Satisfactory 2 Development Needed 1 Unsatisfactory) COMMUNICATION SKILLSRATINGCOMMENTS FORMTEXT   Expresses ideas in writing, clearly and persuasively FORMTEXT    FORMTEXT       FORMTEXT   Expresses ideas verbally, clearly and persuasively FORMTEXT    FORMTEXT       FORMTEXT   Encourages others to express their views FORMTEXT    FORMTEXT       FORMTEXT   Shows tact and diplomacy in dealing with others FORMTEXT    FORMTEXT       FORMTEXT   Keeps appropriate people informed in a timely manner FORMTEXT    FORMTEXT        FORMTEXT   Displays sensitivity to ethnic and gender issues in verbal and written communications  FORMTEXT     FORMTEXT       INTERPERSONAL EFFECTIVENESSRATINGCOMMENTS FORMTEXT   Sustains positive work relationships with others FORMTEXT    FORMTEXT       FORMTEXT   Listens to and understands the views of others FORMTEXT    FORMTEXT       FORMTEXT   Resolves interpersonal problems in workplace FORMTEXT    FORMTEXT       FORMTEXT   Responds positively to constructive suggestions FORMTEXT    FORMTEXT       FORMTEXT   Displays objectivity in assessing situations FORMTEXT    FORMTEXT       FORMTEXT   Contributes effectively on team assignments FORMTEXT    FORMTEXT       HIRING/AFFIRMATIVE ACTIONRATINGCOMMENTS FORMTEXT   Recruits and hires quality personnel FORMTEXT    FORMTEXT        FORMTEXT   Uses hiring and promotional opportunities to improve workplace diversity and meet affirmative action objectives  FORMTEXT     FORMTEXT       HUMAN RESOURCE MANAGEMENTRATINGCOMMENTS FORMTEXT   Achieves staff productivity FORMTEXT    FORMTEXT        FORMTEXT   Achieves constructive working relationship between staff and management  FORMTEXT     FORMTEXT       FORMTEXT   Follows up and monitors staff work appropriately FORMTEXT    FORMTEXT       FORMTEXT   Manages change and achieves staff support of objectives FORMTEXT    FORMTEXT       FORMTEXT   Shows fairness in dealing with staff FORMTEXT    FORMTEXT        FORMTEXT   Plans and organizes workload and staffing, using staff time, skills and potential appropriately  FORMTEXT     FORMTEXT       EMPLOYEE DEVELOPMENTRATINGCOMMENTS FORMTEXT   Evaluates performance regularly, accurately, and fairly FORMTEXT    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MANAGEMENTRATINGCOMMENTS FORMTEXT   Shares decision-making responsibility appropriately FORMTEXT    FORMTEXT       FORMTEXT   Enables staff to take appropriate risks FORMTEXT    FORMTEXT        FORMTEXT   Holds regular employee meetings; keeps staff informed  FORMTEXT     FORMTEXT       FORMTEXT   Seeks and listens to employee input/feedback FORMTEXT    FORMTEXT       FORMTEXT   Encourages teamwork and group achievement FORMTEXT    FORMTEXT       FORMTEXT   Provides employees with feedback and recognition FORMTEXT    FORMTEXT       SECTION II  GENERAL PERFORMANCE FACTORS  continued PRIORITY (5 Excellent 4 Meritorious 3 Satisfactory 2 Development Needed 1 Unsatisfactory) RATINGCOMMENTS FORMTEXT   OTHER FORMTEXT       FORMTEXT    FORMTEXT       FORMTEXT   OTHER FORMTEXT       FORMTEXT    FORMTEXT       FORMTEXT   OTHER FORMTEXT       FORMTEXT    FORMTEXT       SECTION III - OTHER MAJOR ACCOMPLISHMENTS List significant accomplishments or strong aspects of performance which have NOT been indicated in Sections I & II (i.e. objectives achieved, how the work was carried out, special circumstances or unanticipated events that affected performance). Add additional pages as needed.  FORMTEXT        SECTION IV - OVERALL EVALUATION Consider the ratings assigned, i.e., each section and select a rating that describes the employee s overall performance in relation to standards, not based on an individual s abilities. THE OVERALL EVALUATION IS NOT AN AVERAGE. Greater consideration should be given to those areas that are most important to the job, and any priority areas defined during Phase I of the cycle. When making this rating, refer to the rating definitions shown on the cover.  5 Excellent  FORMCHECKBOX  4 Meritorious  FORMCHECKBOX  3 Satisfactory  FORMCHECKBOX  2 Development Needed*  FORMCHECKBOX  1 Unsatisfactory*  FORMCHECKBOX  * Performance Improvement Plan to be developed - see EEP Supervisor Guide SECTION V - EMPLOYEE DEVELOPMENT PLAN This non-rated section is designed for the mutual benefit of the employee and the University. This development plan can be used to: (1) enhance the employee s performance in the current job, or (2) increase his/her potential for advancement to more senior positions within the department or the University. Development activities might include training, courses, skill building, new assignments or arranging for needed support. Required development should be addressed in Section I or Section II or in a separate Performance Improvement Plan (see EEP supervisor s Guide). Add additional pages as needed.  DEVELOPMENT OBJECTIVEWHO S RESPONSIBLEWHEN FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       FORMTEXT       SECTION VI  EMPLOYEE COMMENTS OF OVERALL EVALUATION The employee has the option of listing comments here. Any aspects of the appraisal process (i.e., the content of this form, the supervisor s role in planning and appraisal), his/her development progress, suggestions for enhancing department operations, or other job matters can be included.  FORMTEXT       The primary duties, performance areas, development plans, and evaluation have been discussed with me; my signature does not necessarily indicate agreement. Employee s Signature: Date: SECTION VII  SUPERVISOR S COMMENTS  FORMTEXT       Supervisor s Signature/Title: Date:Department Administrator: Date: After the above signatures and comments are completed, make a final copy for the employee and department file. The original review should be sent to the Office of Human Resources, Campus Box 1040. EMPLOYEE EXCELLENCE PROGRAM OPTIONAL EMPLOYEE COMMENTS As an employee you have the option of completing this worksheet to formally share with your supervisor information which you consider important to your evaluation. The completed worksheet can be given to your supervisor prior to or during the evaluation meeting. Name:  FORMTEXT      Date:  FORMTEXT      Title:  FORMTEXT      Department:  FORMTEXT       1. List what you believe were the key elements of your job during the past year. Describe any change from your responsibilities itemized in Part I of the Employee Excellence Program form.  FORMTEXT       2. List special contributions you feel you have made to your department during the last appraisal period.  FORMTEXT       3. List any notable obstacles you encountered in accomplishing your job responsibilities during the appraisal period.  FORMTEXT       4. What areas do you need (want) to develop in the next year? What are your plans to achieve these goals?  FORMTEXT       5. Add any additional information you wish to have considered in your appraisal.  FORMTEXT       Employee Signature: Date:Supervisor Signature: Date: PERFORMANCE IMPROVEMENT PLAN This form documents a plan for required performance improvement (when an employee s overall performance rating is less than satisfactory). Employee Name:  FORMTEXT      Title:  FORMTEXT      Department: FORMTEXT      Last Evaluation Date:  FORMTEXT       Summary of performance or behavior(s) to be changed:  FORMTEXT       What is to be done by the employee?  FORMTEXT       What is to be done by the supervisor? (i.e. support training etc.)  FORMTEXT       Date(s) improvement to be achieved:  FORMTEXT       Date(s) of follow-up discussions: FORMTEXT       FOLLOW-UP REVIEW: (to be completed within 90 days of evaluation date)  FORMTEXT   Employee has achieved the required improvement described above: the new overall rating is:  FORMCHECKBOX  Excellent  FORMCHECKBOX  Meritorious  FORMCHECKBOX  Satisfactory  FORMCHECKBOX  Development Needed*  FORMCHECKBOX  Unsatisfactory*  FORMTEXT   Employee has not achieved the required improvement described above. Describe how the plan has not been met: FORMTEXT       Note: If the plan has not been met, contact the Office of Human Resources for direction on the appropriate action to be taken. 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