Summary Performance Evaluation 2017-18
Employee Name, Title/Position and Department: / Employee, Title
Performance Summary Evaluation Period: / July 1, 2017 - May 31, 2018
Employee UMID: / XXXXXXXX
If the employee has been in the position less than an evaluation cycle, please record the start date in the position:
Does Not Meet Expectations (DN) / NotMeetingJobExpectations
Needs Improvement (NE) / NeedsImprovement
Meets Expectations (AE) / GoodandCompetentPerformance
Exceeds Expectations (EE) / ExceedsExpectations

To complete the performance evaluation, the manager/supervisor identifies the MAR for each employee and applies the Work Values and Behaviors to the specific MARS.

MAJOR AREAS OF RESPONSIBILITY (MARs) -The "What" work is done
MAR #1:
MAR #2:
MAR #3:
MAR #4:
MAR #5:
MAR #6:
Total:

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SupervisorDate

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Next Level SupervisorDate

WORK VALUES AND BEHAVIORS - The "How" work is done
All work values and behaviors require a rating. Click on only one box per work value and behavior:
DN / NE / AE / EE / N/A
PROFESSIONAL COMPETENCE
Professional Knowledge
Problem solving/process improvements
Communication often, clearly and listens
QUALITY SERVICE
Approachable, resolves customer issues
Seeks feedback from customers; follows up
Relationship Building
ACHIEVING RESULTS
Dependable and Reliable (Accurate/on time)
Collaboration and conflict resolution
Flexible, adapts and promotes change
STRATEGIC LEADERSHIP - Self
Trust - assumes the best, avoids speculation
Professional development for self and others
Growth oriented, admits and learns from mistakes
STRATEGIC LEADERSHIP - Others
Performance Mgmt.; addresses issues with staff
Advancing the Mission/Strategic Planning
Rating Scale

I have read and understand UM-Flint Conflict of Interest and Conflict of Commitment Policy, sensitive data policy, and I am in compliance.

I have read and understand the UM-Flint 601.33 – Security of Personally Owned Devices That Access or Maintain Sensitive Institutional Data, and I am in compliance.

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Employee SignatureDate

Name:

UMID:

ACCOMPLISHMENTS OF EXPECTATIONS (Below or attached separately)Mutually developed by employee and supervisor.
AREAS OF FOCUS AND GOALS FOR NEXT YEARSupervisor, please provide a description of how the goals will be measured.
SUMMARY GENERAL COMMENTS Supervisor, please provide support of your ratings.

Rating Scale Definitions:

Does Not Meet Expectations – Not meeting the expectations of the MARs or work values/behaviors. With the rare exception, an employee rated DN in the majority of the categories and MARs should have been made aware of his or her unsatisfactory performance prior to the performance evaluations. If the employee is not already being counseled through the Performance Improvement Plan (PIP) process with HR, an action plan should be put in place immediately and follow-up should occur approximately 30 days after the review.

Needs Improvement – Inconsistently making the expectations of the MARs or work values/behaviors. After the second year of receiving a majority of MARs and work values/behaviors as “needs improvement”, employees should be counseled and considered for the Performance Improvement Plan (PIP) with HR.

Meets Expectations – Achieving expectations of the MARs or work values/behaviors. Accomplishing the MARs or tasks on a timely, complete and accurate manner, with values and work behaviors consistent with the expectations of the organization. Expectations should be defined in context of the amount of time the employee has been in the position. New employees can meet expectations for the particular timeframe they have been in the position.

Exceeds Expectations – Often exceeding expectations of the MARs or work values/behaviors. Often exceeding expectations when accomplishing tasks, with values and work behaviors often surpassing the expectations of the organization. Results add value beyond the scope of the current role, which often benefits the department/organization.