Biola University Progress Review Guidelines

7/05 BIOLA UNIVERSITY PROGRESS REVIEW 3

Employee Name / Date
Review Period From / To
Supervisor’s Name / Completed Review Date

NOTE: This form may be used in the year(s) following the one in which the longer Employee or Supervisory Performance Review is used, under the following conditions: (1) The Employee/Supervisor pairing is unchanged from the prior year; (2) the Employee’s job responsibilities are essentially the same as in the prior year; (3) The Employee either characteristically achieved or exceeded standards in the period being reviewed and (4) neither party has requested the longer form, for purposes of giving/receiving more detailed feedback.

Briefly list Performance Goals and objectives developed for this period and describe the degree to which these Goals and Objectives were met:
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BIOLA UNIVERSITY PROGRESS REVIEW GUIDELINES

Use this key as a guideline for commenting on employee performance. This serves as a general guideline. Not all of the suggestions will apply to the employee you are reviewing.

7/05 BIOLA UNIVERSITY PROGRESS REVIEW 3

JOB PERFORMANCE

Work Quality & Quantity

§  Overall work quality

§  Completes tasks in a timely manner

§  Ability to meet deadlines

§  Detail of work

§  Work quantity/Productivity

§  Ability to work/think through normal workday

Job Skill

·  Mastery of job skills

·  Ability to understand instructions and explanations

·  Ability to learn quickly

Job Knowledge:

·  Degree of job knowledge

·  Understanding and following rules and procedures

INTERPERSONAL SKILLS

Communication and Feedback:

·  Ability to communicate clearly and concisely

·  Ability to give feedback

·  Ability to listen and understand others

·  Ability to accept and use constructive feedback

Dependability and Reliability:

·  Degree of reliability and dependability

·  Misses few scheduled work days

·  Arrives at work on time

·  Applies a consistent energy level throughout the day

·  Accepts/does not accept responsibility

Adaptability:

·  Adaptability to new or unusual situations

·  Flexibility in various situations

·  Ability to handle pressure and remain calm in difficult situations

Innovation and Initiative:

·  Innovation/Creativity

·  Ability to think of new approaches to problems and procedures

WORK RELATIONSHIPS:

With Other Employees:

·  Teamwork

·  Ability to relate effectively with fellow employees

·  Contribution to team goals, ideas and solutions

·  Degree of supervision exercised

·  Relationship to his/her supervisor

With Customers;

·  Quality of customer service,

·  Respect to customers, clients, and students

7/05 BIOLA UNIVERSITY PROGRESS REVIEW 3

ASSESSMENT OF EMPLOYEE

JOB PERFORMANCE

Work Quality/Quantity:
Job Skill/Knowledge:
Employee Comment:

INTERPERSONAL SKILLS

Communication and Feedback:
Dependability and Reliability:
Adaptability:
Innovation and Initiative:
Employee Comments:

WORK RELATIONSHIPS

With Other Employees:
To Customers:
Employee Comments:
In which responsibilities, skills, or other performance factors has there been a significant degree of growth or success?

SUPERVISORY RESPONSIBILITIES

If this employee has supervisory duties as part of their overall responsibilities, the reviewer is asked to comment on that aspect of their performance here:

Support and Communication How well does this employee, as a Supervisor, provide resources and communicate information to his/her direct reports, to enable them to perform effectively?
Task/Output Coordination: Does he/she successfully hold the direct reports accountable for timely completion of objectives, and are standards of high quality work met by his/her team?
Leadership Abilities: Does this person, as a supervisor, model behaviors that inspire trust, foster teamwork, encourage mutual respect, promote diversity and stimulate professional growth?

OVERALL RATING KEY

Greatly Exceeded Standards/ Exceptionally Characteristic—This rating should reflect the performance of a truly outstanding performer, one whose overall work product is exemplary. This rating should be reserved for those who consistently perform at a level described as “the best of the best”.

Generally Exceeded Standards/ Very Characteristic—On a regular basis, this individual’s performance more than lives up to expectations for getting the job done. This person behaves in a way that inspires confidence that they represent themselves and the organization with distinction.

Achieved Standards/ Characteristic—If you compare this person’s performance with the normal, expected standard of acceptable achievement, you would find them fully competent and you would be pleased that the individual is “pulling their share of the load: and making a solid contribution to the workplace. NOTE: Most employees who meet standards fully will be in this category.

If the employee is not achieving standards consistently, or is only marginally achieving standards (the two ratings below), the longer Performance Review format must be used.)

Marginally Achieved Standards / Somewhat Characteristic—While the person performs up to the standard, expected level for this trait frequently, you could not say that this level is achieved consistently and dependably. Their periodic attainment of the standard performance level indicated that, with proper resources, and by applying themselves to the challenge, they are capable of achieving that level of performance on a more routine basis.

Standards Not Achieved / Not Characteristic—In regard to the performance factor in question (or the overall rating), this individual is consistently performing below the level that is expected and acceptable. Attention needs to be paid to raising their performance level, with the supervisor offering specific guidance and support in this area, and with the support in this area, and with the individual employee assuming responsibility for making a concerted effort at adequate improvement.

List specific goals or objectives to be achieved during the NEXT review period.

Goals: / Completion Date:
SUGGESTIONS FOR EMPLOYEE’S DEVELOPMENT
REVIEWER’S SUMMARY:
REVIEWER’S SIGNATURE / Date:
MANAGER APPROVAL
SIGNATURE (Reviewer’s
Manager) / Date:
EMPLOYEE COMMENTS

SIGNATURES: Employee signature does not imply agreement with every detail of the review, it only signifies that the review has taken place.

EMPLOYEE SIGNATURE / Date: