Staff Performance Appraisal and Development Plan

Employee Name and Title:

Department:

Manager’s Name and Title:

Period Review Covers:

Job Family: Student/Alum Advising & Support

2012 Staff Performance Appraisal

& Development Plan

PERIOD COVERED: January 1, 2012 to December 31, 2012

Competency Review

STEP ONE: Rate each competency, entering a score between 0 and 10 in the box provided.

Bentley Citizenship

1.  Working with differences

·  Works effectively with people from backgrounds, cultures, and organizational perspectives different from one's own

·  Acknowledges and demonstrates respect for differing views and perspectives, and seeks out opportunities to learn from those differences

·  Strives to create a more inclusive community through participation in diversity-related activities, such as attending training on or off-campus (ex. Diversity Retreat or Ally workshop), attendance at campus events that celebrate diversity, and/or contributing one's perspective even where it differs from that of the majority

Comments:

2.  Commitment to Community

·  Seeks out opportunities to engage with others in the Bentley community (ex. in performing job functions, attending campus-wide events for staff/faculty, etc.)

·  Pursues individual and/or department functions within the context of institutional best interests

·  Contributes to a community free from hostility and intolerance through language and action

Comments:

3.  Communication

·  Uses communication tools effectively to meet the needs of audience and/or situation

·  Recognizes appropriate time to communicate and tailors communication style to promote successful dialogue

·  Shares information with appropriate people in a timely manner

·  Demonstrates awareness of and appreciation for others’ communication styles

Comments:

Targeted Competencies

1.  Collaboration & Teamwork

·  Balances personal responsibility with interests of team and/or department

·  Listens to other points of view and adjusts position toward achieving a group goal when appropriate

·  Shares knowledge and expertise with others easily

·  Supports and nurtures opportunities for collaboration and bridge building

·  Resolves conflicts tactfully, enhancing relationships both within and outside the work unit

·  Exhibits grace under pressure and demonstrates mutual respect

Comments:

2.  Advisory Skills

·  Formulates advice and/or solutions based on experience and specific expertise

·  Influences clients in the decision-making process

·  Elevates complex questions and problems appropriately

·  Exercises tact and diplomacy under all circumstances

·  Anticipates outcomes and adjusts behavior and priorities accordingly

Comments:

3.  Relationship Building

·  Networks with internal and external communities in order to enhance knowledge and resource base

·  Maintains contacts that benefit the unit, Department, or Institution

·  Communicates with interested parties using diplomacy and tact

·  Demonstrates awareness of his or her own influence and how people respond to it

Comments:

4.  Innovation/Creativity

·  Seeks out fresh ideas from a variety of sources

·  Entertains and presents original solutions when discussing or presenting problems

·  Takes risks in thinking and expresses novel ideas openly

Comments:

5.  Planning & Organizing

·  Determines goals, priorities and time required

·  Indicates course of action and resources needed to achieve particular goals

·  Arranges and allocates resources

Comments:

Role Specific Competencies

Select two (2) additional Competencies from the competency dictionary that you consider important to the role (those provided are only suggestions). Fill in and rate the chosen competencies, entering a score of 0 to 10 in the box provided

1.  Service Orientation

·  Demonstrates a helpful attitude to others

·  Works with those being served to get information, assess needs, and resolve issues and concerns

·  Responsiveness to inquiries and requests

·  Follow through on agreed upon deliverables

·  Anticipates and resolves concerns before they become larger issues

Comments:

2.  Analytical Capacity

·  Draws distinctions between essential and tangential issues

·  Ability to predict possible consequences of planned steps

·  Utilizes results from a wide range of studies and/or research

·  Ability to place findings in overall context

·  Recognizes inconsistencies

·  Analyzes problems systematically

Comments:

STEP TWO: Add all competency ratings and divide by 10 for Average Competency Rating

Add all competency scores for Subtotal:

AVERAGE COMPETENCY RATING (Subtotal÷10)

Goals Assessment and Narrative

STEP THREE: Discuss employee performance and Progress toward last year’s goals. (Use additional space as needed). Enter a score between 0 and 10 in the box provided.

Overall Success in Performing Position Responsibilities including Progress toward Last Year’s Goals

(i.e. knowledge of job’s essential duties, use of resources (people, time and materials) to achieve positive and timely outcomes, focus on work activities that add value to the University, etc.)

Discussion:

OVERALL SUCCESS IN ACHIEVING GOALS

Overall Performance Score

STEP FOUR: Add the scores to calculate the Overall Performance Score

1.  AVERAGE COMPETENCY RATING FROM ABOVE

2.  OVERALL SUCCESS IN ACHIEVING GOALS) FROM ABOVE

3.  Add lines 1 and 2

4.  Divide line 3 by 2 for OVERALL PERFORMANCE SCORE

Below 3 Needs Improvement. Development Plan should include management intervention and corrective action required to improve performance.

3-6 Proficient. Development Plan should identify opportunities to enhance skills and competencies.

Over 6-8 Highly Effective. Development Plan should incorporate opportunities for professional growth and advancement within scope of position description.

Above 8 Outstanding. Top 5% within the University. Development Plan should identify opportunities for retention and expanded influence.

Work Goals & Objectives

STEP FIVE: Identify Work Goals and Objectives for the upcoming year and describe their relationship to the Department’s Goals, Initiatives, and Priorities

1.  Goals and Objectives for the upcoming year:

2.  Relationship between employee’s Goals and Objectives and those of the Department:

Development Plan

STEP SIX: Create a Development Plan with attention to the employee’s performance category.

Pointer #1: Developmental Activities / Developmental activities enhance skills, abilities, and/or a behavioral competency. Activities might include formal classroom training and/or webinars. Stretch assignments and/or establishing a mentoring or short-term job shadowing arrangement on campus can sometimes be even more effective.
Pointer #2: Timelines and milestones / Realistic start dates, end dates, and other major milestones should be established for each activity.

Development plan for the upcoming year:

(Refer to the Overall Performance Score definitions on page 8 as each category offers guidance on how to tailor the Development Plan.)

Signatures & Comments

STEP SEVEN: Meet to discuss Performance Appraisal and Development Plan. Sign where indicated, providing comments if desired.

Additional Manager Comments

Employee Comments

Signatures
Employee* Date

Manager Date

Department Head/Vice President Date

*Employee signature indicates that the employee has read and understands the appraisal and Development Plan

STEP EIGHT: Return signed copy to HR, LaCava 145 by January 30, 2012.

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