Performance Evaluation Process - University Of Louisville

Performance EvaluationProcessLOUISVILLE.EDU

Purpose of the Performance Evaluation Candid performance information Clear goals Development plansLOUISVILLE.EDU

Informal Feedback12Self AssessmentSet GoalsInformal FeedbackFormal Year-End Review3LOUISVILLE.EDU

Your Role as a ManagerCommunicate effectivelyImprove morale and help others achieve their goalsShare your visionInitiate positive change and inspire othersFocus on employeesFoster collaboration and value differencesLOUISVILLE.EDU

Before Writing the EvaluationSelf-AssessmentPrior to completing the evaluationfor the performance period, providethe employee with the SelfAssessment form.Tip: Provide a copy of thecompleted performanceevaluation to theemployee at the end ofthe day before thescheduled performanceevaluation meeting.LOUISVILLE.EDU

Self-Assessment Questions What were your achievements in the measurement period? What are the areas of your performance (professional conductand results) on which you could improve? Please describe. Are there additional skills, knowledge, or resources that wouldhelp you more effectively perform your present job orenhance your skill opportunities? If yes, please list. What goals (specific measurable results) do you expect toaccomplish during the next measurement period?LOUISVILLE.EDU

Performance Evaluation FormLOUISVILLE.EDU

Evaluation Levels andSample CriteriaLOUISVILLE.EDU

Evaluation Levels and Sample CriteriaPicture of part of form with four categories with definitionLOUISVILLE.EDU

Exceeding Significantly and consistently exceedsexpectations and role requirements Exceeds goals set for the year Demonstrates exceptional depth and breadthof role knowledge Demonstrates exemplary conduct for othersupervisors/staff members to emulate; highlyregarded by others within the Universitycommunity Exceeds customer’s expectations on aconsistent basisLOUISVILLE.EDU

Succeeding Individuals who consistently meet andoccasionally exceed expectations and rolerequirements Meets goals set for the year Possesses sufficient depth and breadth of roleknowledge Exhibits professional interactions with peers,customers, managers, and/or students Provides accurate and timely assistance topeers, customers, managers, and/or studentson a consistent basisLOUISVILLE.EDU

Developing Includes new employees who are still learning specificskills or key job responsibilities; not a reflection on theemployee’s skills but simply a product of time in theposition Needs to gain proficiency in certain skills, knowledge,processes, speed, and/or job standards due to a newprocess Makes a visible effort to improve. Requires direction,however, performance demonstrates the ability tomeet expectations Makes intentional effort to demonstrate professionalinteractions with peers, customers, managers and/orstudents Demonstrates a willingness to learn from mistakes inorder to adapt conduct effectively Developing is not less than SucceedingLOUISVILLE.EDU

Needs Improvement Demonstratesinconsistentrequiredroleknowledge and does not perform all requirementsand duties Meets the minimal standards for quantity orquality; often misses deadlines, work is regularlyincomplete Takes little to no initiative, even with prompting Requires more than the expected level ofsupervision due to lower quality work required tocomplete the role successfully Demonstrates inconsistent and/or unprofessionalinteractions with peers, customers, managers,and/or studentsLOUISVILLE.EDU

Section 1: Evaluation of Performance forthe Measurement PeriodLOUISVILLE.EDU

Section 1A: Evaluation of Job Responsibilities Check the box which best corresponds with theemployee’s job performance for the measurementperiod The supervisor will provide comments regarding theoverall job performance of all job factors for themeasurement periodLOUISVILLE.EDU

Section 1B: Evaluation of Individual Goals Check the box which best corresponds with theemployee’s achievement of goals for the measurementperiod The evaluation is based on the level of achievement ofgoalsLOUISVILLE.EDU

Section 1C: Professional Conduct Check the box which best corresponds with theemployee’s demonstrated conduct during themeasurement period Professional conduct is measured based on “how”employees performed their responsibilities, achievedgoals, and interacted with their peers, customers,managers, and/or studentsLOUISVILLE.EDU

Section 1C: Professional Conduct When assessing an employee in thiscategory, keep in mind:ServiceGoalsProblem SolvingCommitment to continuous learning andimprovemento Recognize and value differences, seekinclusiveness, and consider and respectall points of view.ooooLOUISVILLE.EDU

Section 1C: Professional Conduct When assessing a supervisor in this category,keep in mind they should exhibit:o The ability to develop a common vision byproviding clear direction and priorities, clarifyingroles and responsibilities, and promoting mutualunderstanding through effective communicationo The ability to effectively plan and evaluateperformance, provide feedback, and developemployees to be their personal best.LOUISVILLE.EDU

Section 1D: Overall Evaluation Checktheboxwhichbestcorresponds with the employee’soverallperformanceforthemeasurement period Summary of employee’s performanceLOUISVILLE.EDU

Section 2: Planning for the MeasurementPeriodLOUISVILLE.EDU

Section 2A: Goals for Next Measurement Period Objective: Develop goals that are aligned with those ofthe University, division, and department Together, the employee and supervisor will discuss anddetermine the employee’s goals for the nextmeasurement periodLOUISVILLE.EDU

Points of Discussion for Setting -basedLOUISVILLE.EDU

Section 2B: Development Plan Identify:ooooProfessional conductAreas of growthA skill to perform in the employee’s current jobPrepare for a future jobLOUISVILLE.EDU

Concluding the Evaluation Allow the employee time to answer thequestions at the end of the evaluation Sign the evaluation Send to the second line supervisor forsignatureLOUISVILLE.EDU

What do I do if an employee is: Transferringo During the year – the manager from whom the employee istransferring is responsible for completing the evaluation for thetime the employee spent with the managero Just prior to the new performance cycle – The new managerwill assist the employee with goals for the next measurementperiod On leaveo Employees who are on leave during the end of theperformance evaluation process are required to have acompleted evaluation.o The supervisor should hold the performance evaluationmeeting with employee’s who have a planned leave during theend of the performance evaluation cycle.LOUISVILLE.EDU

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EvaluationSection 1A: Evaluation of Job Responsibilities – DevelopingJane is new in her supervisory role and has exhibited an understanding of thesupervisory responsibilities. She performs routine inspections of her assigned areas andfocuses on the daily operations needs. Jane supervises the cleaning of the buildings,trains and delegates work assignments to her employees and orders the proper amountof supplies. Jane requires direction in her new role, however, she shows initiative in alljob duties.Section 1B: Evaluation of Individual Goals - SucceedingJane achieved the goals she set for herself for the previous measurement period.She anticipated the cleaning needs in her area by keeping a log of the use of supplies,which resulted in less waste. She was more safety conscious and reported unmarkedchemicals and other safety concerns she observed in her work space.LOUISVILLE.EDU

EvaluationSection 1C: Evaluation of Professional Conduct - ExceedingJane continuously demonstrates exemplary conduct. She sets the bar high andprovides a great example for her coworkers. She maintains a positive attitude anddisplays an eagerness to get the job done. I have received feedback regarding Jane’sattention to detail, dedication to cleanliness in her areas, and her willingness to go aboveand beyond, all while keeping a smile on her face. Jane is highly regarded in theuniversity community.Section 1D: Manager’s Overall Evaluation – SucceedingJane has continuously shown she enjoys her job and is a very hard worker. As aresult, she has received a promotion this year. Jane’s positive attitude, attention todetail, and team spirit clearly shows she takes pride in her work. She is an asset notonly to the Physical Plant department but also to the university as a whole. I lookforward to seeing how Jane leads her team in the coming years.LOUISVILLE.EDU

EvaluationLOUISVILLE.EDU

When to Complete the Review End of the performance review period Annual evaluation period: July 1 – June30 Annual reviews should be completedno later than October 31 each year The next annual performanceevaluation will be due on October 31,2019LOUISVILLE.EDU

Any questions?Please visit the Performance Appraisal website -appraisalFor questions related to your department or specificscenarios, please contact laura.carter@Louisville.edu.LOUISVILLE.EDU

performance evaluation process are required to have a completedevaluation. o The supervisor should hold the performance evaluation meeting with employee’s who have a planned leave during the end of the performance evaluation cycle. What do I do if an employee is: