FOR EMPLOYEES AT

NATIONAL OPTICAL ASTRONOMY OBSERVATORY

THAT HAVE SUPERVISORY OR MANAGEMENT RESPONSIBILITIES

Instructions

Employee

Please complete sections 1-6, then forward to your supervisor no later than November 17, 2017 (in electronic or printed version). Your supervisor will meet with you to discuss your performance during the period andcomplete sections 7-11. You may add any comments in section 12 after your discussion with your supervisor.

Supervisor

After the employee completes sections 1-6, review sections 1-6 and request any clarification from the employee please complete sections 7-11,then forward to the next level supervisor(s) for approval and signature as applicable. Upon approval from the next level supervisor(s), schedule a meeting with the employee to discuss their performance appraisal and make any necessary changes to their job description. Allow the employee to add any comments in section 13. Return the completed form to HR byDecember 31, 2017. Human Resources will review and forward to the NOAO Center Director for final approval.

FY 2017 PERFORMANCE REVIEWPage | 1

National Optical Astronomy Observatory

FY 2017PERFORMANCE REVIEW

Supervisory and Management Staff

Review Period: October 1, 2016 through September 30, 2017

Name:Department:

Position:Supervisor:

Time in Current Position:

FY 2017 PERFORMANCE REVIEWPage | 1

  1. Describe your major accomplishments and contributions to your department and/or the organization during the review period.

FY 2017 PERFORMANCE REVIEWPage | 1

  1. List the developmental goals and/or areas for improvement from the last review period. Comment on whether goals were met, and if not the reason they could not be accomplished.
  1. List continuing education, training, career development or other development activities that were undertaken during the review period.
  1. Are there any changes in your job that could be made in order to help you better perform your duties? Include any suggested additional training.
  1. Describe how you have demonstrated leadership and management during the review period(motivated, directed employees in projects and plans, served as a mentor, promoted career development, effectively communicated vision/direction/issues to staff).
  1. Describe steps taken to improve organizational efficiency and effectiveness including structures and processes established to manage change.
  1. Describe handling of employee-relations matters during the review period. Include issues regarding managing of employee performance concerns, managing conflict, problem solving, developing interpersonal skills, recruitments, promotions and terminations. Include strengths and areas for improvement.

To be completed by supervisor:

  1. List AT LEAST TWO SpecificMeasurableAchievableRelevantTimely(SMART) goals for the review period October 1, 2017 – September 30, 2018.
  1. Describe areas for improvement or development, including any planned training, continuing education, or other development activities to be undertaken in order to achieve the goals outlined above.
  1. Provide an overall summary of the employee’s performance during the review period:
  1. Overall Rating

Performance Needs Improvement
Successful Performance
Outstanding Performance
  1. Additional employee comments after discussion of performance.

Job Description Reviewed (please forward any updates to HR)

FY 2017 PERFORMANCE REVIEWPage | 1

Periodic reviews of progress towards goals and developmental opportunities recommended throughout the year.

______

Employee’s SignatureDate

______

Supervisor’s SignatureDate

______

Next Level Supervisor’s Signature (If Applicable)Date

______

Head of Program/Associate Director/Deputy DirectorDate

______

Center Director SignatureDate

------

THIS SECTION FOR HUMAN RESOURCES USE ONLY

______

Human Resources SignatureDate

Ultipro Data Entry ______

FY 2017 PERFORMANCE REVIEWPage | 1