Employee Excellence Program

-EEP-

Administrative – Professional – Supervisory – Exempt Civil Service

Name:	Banner ID:
Classification:
Department:
Position No.:
Appraisal Reason:
Period

Covered:

From

To

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 Supervisor’s 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 Supervisor’s 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/Objectives
JOB PURPOSE: Write a statement about the overall job purpose.

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 Supervisor’s 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 employee’s performance using the rating scale described on the cover. Comments are required.

Responsibility 1.	PRIORITY	RATING
{ }	{ }

Results:

Responsibility 2.	PRIORITY	RATING
{ }

{ }
Results:

Responsibility 3.	PRIORITY	RATING
{ }

{ }
Results:

Responsibility 4.	PRIORITY	RATING
{ }

{ }
Results:

Responsibility 5.	PRIORITY	RATING
{ }

{ }
Results:

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 employee’s 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 KNOWLEDGE	RATING
COMMENTS
Possesses knowledge and skills necessary to perform job
Keeps current in field
Understands operations and objectives of department

QUALITY/PRODUCTIVITY/DEPENDABILITY	RATING
COMMENTS
Meets work quality requirements of job
Completes appropriate amount of work

Works effectively under pressure; balances multiple objectives

Works independently; needs minimal supervision
Completes work on time
Demonstrates care for health and safety of others
Has infrequent unscheduled absences

ANALYTICAL ABILITY/PROBLEM SOLVING/JUDGEMENT	RATING
COMMENTS
Gathers relevant information and fully analyzes issues

Identifies potential problems and takes steps to prevent them

Formulates alternative solutions to problems
Shows sound judgment in making decisions
Resolves sensitive issues without exacerbating them
Considers total organization in making decisions
Takes appropriate risks

INITIATIVE/CREATIVITY/SERVICE	RATING
COMMENTS

Recognizes need for action and reacts appropriately/self starter

Takes on additional responsibility where needed
Identifies and implements innovations and efficiencies
Adapts well to change in priorities, methods
Functions effectively in uncertain environment

Makes consistent efforts to listen to, understand and satisfy client/user needs

PLANNING/RESOURCE MANAGEMENT	RATING
COMMENTS
Anticipates and plans for future developments
Sets goals and plans for achieving them
Manages time effectively
Manages monetary resources effectively
Introduces appropriate technology into work environment

SECTION II – GENERAL PERFORMANCE FACTORS – continued

PRIORITY	(5 Excellent 4 Meritorious 3 Satisfactory 2 Development Needed 1 Unsatisfactory)

COMMUNICATION SKILLS	RATING
COMMENTS
Expresses ideas in writing, clearly and persuasively
Expresses ideas verbally, clearly and persuasively
Encourages others to express their views
Shows tact and diplomacy in dealing with others
Keeps appropriate people informed in a timely manner

Displays sensitivity to ethnic and gender issues in verbal and written communications

INTERPERSONAL EFFECTIVENESS	RATING
COMMENTS
Sustains positive work relationships with others
Listens to and understands the views of others
Resolves interpersonal problems in workplace
Responds positively to constructive suggestions
Displays objectivity in assessing situations
Contributes effectively on team assignments

HIRING/AFFIRMATIVE ACTION	RATING
COMMENTS
Recruits and hires quality personnel

Uses hiring and promotional opportunities to improve workplace diversity and meet affirmative action objectives

HUMAN RESOURCE MANAGEMENT	RATING
COMMENTS
Achieves staff productivity

Achieves constructive working relationship between staff and management

Follows up and monitors staff work appropriately
Manages change and achieves staff support of objectives
Shows fairness in dealing with staff

Plans and organizes workload and staffing, using staff time, skills and potential appropriately

EMPLOYEE DEVELOPMENT	RATING
COMMENTS
Evaluates performance regularly, accurately, and fairly

Coaches and reinforces performance to facilitate employee achievement

Helps employees identify areas for development
Supports appropriate employee development opportunities
Prepares employees to assume increased responsibilities
Acts quickly and appropriately on performance problems

PARTICIPATIVE MANAGEMENT	RATING
COMMENTS
Shares decision-making responsibility appropriately
Enables staff to take appropriate risks

Holds regular employee meetings; keeps staff informed

Seeks and listens to employee input/feedback
Encourages teamwork and group achievement
Provides employees with feedback and recognition

SECTION II – GENERAL PERFORMANCE FACTORS – continued

PRIORITY	(5 Excellent 4 Meritorious 3 Satisfactory 2 Development Needed 1 Unsatisfactory)

RATING
COMMENTS
OTHER
OTHER
OTHER

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.

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 4 Meritorious 3 Satisfactory 2 Development Needed* 1 Unsatisfactory*

* 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 OBJECTIVE	WHO’S RESPONSIBLE	WHEN

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.

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

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:	Date:
Title:	Department:

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.

2.	List special contributions you feel you have made to your department during the last appraisal period.

3.	List any notable obstacles you encountered in accomplishing your job responsibilities during the appraisal period.

4.	What areas do you need (want) to develop in the next year? What are your plans to achieve these goals?

5.	Add any additional information you wish to have considered in your appraisal.

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:	Title:
Department:	Last Evaluation Date:

Summary of performance or behavior(s) to be changed:

What is to be done by the employee?

What is to be done by the supervisor? (i.e. support training etc.)

Date(s) improvement to be achieved:

Date(s) of follow-up discussions:

FOLLOW-UP REVIEW: (to be completed within 90 days of evaluation date)

Employee has achieved the required improvement described above: the new overall rating is:

Excellent Meritorious Satisfactory Development Needed* Unsatisfactory*

Employee has not achieved the required improvement described above. Describe how the plan has not been met:

Note: If the plan has not been met, contact the Office of Human Resources for direction on the appropriate action to be taken.

SIGNATURES:

Plan Establishment	Employee Signature:
Date:
Supervisor Signature:
Date:
Follow-up Review	Employee Signature:
Date:
Supervisor Signature:
Date:

Distribution: After follow-up review original should be sent to Office of Human Resources, Campus Box 1040, copy to

Employee.

4/08

Southern Illinois University at Edwardville

OIT

2011-06-29

Joyree Chura

SIUE