Leader Profile

Demographic Information
Name / Prior Year
Performance Rating
Title / In this position since:
Department
Appx # of Direct Rpts
Date of Talent Review / Appx # of Indirect Rpts
Performance on Top Five Essential Job Functions (from job description)
5 / 4 / 3 / 2 / 1 / Key
  1. ______
/ 5 =Greatly Exceeds Expectations
4 =Exceeds
Expectations
3 =Achieves
Expectations
2 =Needs
Improvement
1 =Fails to Meet Expectations
  1. ______

  1. ______

  1. ______

  1. ______

Institutional or Unit Metrics
Customer Feedback / 5 / 4 / 3 / 2 / 1 / Key
  1. Value of System Function
/ 5 =Greatly Exceeds Expectations
4 =Exceeds
Expectations
3 =Achieves
Expectations
2 =Needs
Improvement
1 =Fails to Meet Expectations
  1. Effectiveness of Leader

  1. Effectiveness of Direct Reports

  1. Leadership Response to Campus Issues

  1. Support of Strategic Priorities

Leadership Competencies Based on Performance
5 / 4 / 3 / 2 / 1 / Key
  1. Performance Driven
    Drives excellence and sets high standards; communicates explicit expectations; demands accountability; promotes innovation; and demonstrates results orientation
/ 5 =Always
4 =Usually
3 =With some
regularity
2 =Seldom
1 =Never
  1. People Centered
    Models high emotional intelligence, self-awareness, and self-confidence; invests in and develops others, unleashes talent in others; practices “shared leadership”; and effectively integrates work and personal life

  1. Culturally Competent
    Demonstrates intercultural awareness and understanding; communicates effectively across cultures; integrates multiple perspectives and values; and leverages differences

  1. Values Oriented
    Demonstrates integrity, authenticity; models and demands ethical behavior; inspires trust; demonstrates wisdom and seeks common good; and builds and maintains relationships

  1. An Integrative and Strategic Leader
    Develops and communicates comprehensive vision, strategy and clear purpose; builds collaborative relationships with multiple stakeholders; actively seeks external inputs; and proactively manages change

Development Areas
Competency gaps and development areas of this individual
Significant Strengths
Strengths and special talents of this individual
Potential for Advancement
5 / 4 / 3 / 2 / 1 / Key
  1. Leadership Promise
    Shows inherent abilities to lead others; wants to have impact and assume greater responsibility; brings out the best in people; cares about others; demonstrates authenticity and presence
/ 5 =Always
4 =Usually
3 =With some
regularity
2 =Seldom
1 =Never
  1. Personal Development Orientation
    Strives for continual improvement; receptive to feedback; seeks coaching; intellectually curious about themselves and the world around them

  1. Mastery of Complexity
    Can excel in a context of rapid change and competing demands; adapts to new situations; able to visualize possibilities and see new perspectives while negotiating present challenges; comfortable with ambiguity; can simplify complex issues and make decisions without having all the facts

  1. Balance of Values and Results
    Behaviors and style actively model desired vision, values and culture; “walks the talk”; passion for results; committed to excellence; focuses on results while maintaining high integrity

Succession Status
Currently Not Meeting Expectations / Achieves Expectations / Exceeds Expectations
POTENTIAL for ADVANCEMENT / Reconsider Role or Position / / Strong Candidate for Advancement
Consider Performance Plan in Current Role / Possible Candidate for Advancement
Action Needed / Provide Performance Coaching / Good Fit in Current Role / Well Suited in Current Role
OVERALL PERFORMANCE RATING