Complete performance plans for supervised employees utilizing the “CU Performance Management” system. Schedule and conduct coaching and progress review meetings, staff meetings, and performance evaluation meetings. Have all performance plans and evaluations reviewed prior to finalization. Performance issues are addressed in timely and appropriate fashion. / Results achieved: / Level 4:
Outstanding
Level 3:
Above Standard
Level 2:
Satisfactory
Level 1:
Unsatisfactory
Outstanding Performance
- Employee recognizes critical nature of all aspects of supervisory responsibility and demonstrates efforts to insure high quality, high morale, motivated employees.
- Employees supervised demonstrate knowledge of, and attention to, performance plans.
- Performance Planning is conducted co-incidentally with performance evaluations
- Whole person issues are considered in supervising employees
- Positive and negative feedback to employees is consistent, timely, and effective – not just during formal meetings
- Performance planning is completed well before deadlines and employee input is requested and considered
- Coaching/progress review meetings beyond the minimum required are conducted
- Performance planning and evaluation demonstrate attention to supervisory and employee concerns by including helpful narrative information
- Performance plans are thoughtful, thorough, completed with significant employee involvement, and include clear, measurable or verifiable standards
- Performance plans are in place by May 1
- The required Coaching/Progress Review meeting is scheduled early and conducted on time.
- Evaluations are completed, submitted to. by March 31, and are consistent with established performance goals, objectives, standards, and/or expectations
Goal or objective: Demonstrates support and advocacy for campus diversity efforts through awareness and recognition of diversity activities, personnel actions, and personal behavior / Results achieved: / Level 4:
Outstanding
Level 3:
Above Standard
Level 2:
Satisfactory
Level 1:
Unsatisfactory
Outstanding Performance
- Continuous, significant diversity activities throughout the evaluation year
- Is a model unit/department for diversity climate and activities
Above Standard Performance
- Takes diversity into account in filling new positions and offering promotions
- Creates or provides significant support for minimal diversity activities
- Staff demonstrate awareness and support of diversity climate and activities
- Develops and works toward diversity goals (may be specific)
- Identifies promoteable, trainable employees and provides appropriate development opportunities such as training, mentoring, networking, etc
Standard Performance
- Maintains current staff diversity
- Supports opportunities for diversity awareness, recognition, and other diversity activities
- Demonstrates personal awareness of diversity through behavior, speech, etc.
- Creates and maintains working climate that welcomes and supports diversity
Goal or objective: Complete performance plans for staff, schedule and conduct coaching and progress review meetings, and performance evaluation meetings. Provides training and personal growth for staff. Supervises in a fair and objective manner. Shows support and pride for staff accomplishments. / Results achieved: / Level 4:
Outstanding
Level 3:
Above Standard
Level 2:
Satisfactory
Level 1:
Unsatisfactory
Measurement method:
Outstanding Performance
- Supervisor takes an active role in providing funding and time off for a variety of employee development activities.
- Supervisor promotes personal development of employees.
- Supervisor creates diversity training and activities for staff.
- Supervisor provides employee recognition and rewards, both formal and informal.
- Supervisor shows appropriate judgment under difficult or unusual circumstances.
- Supervisors adapts well to new situations, unusual demands, emergencies, or critical situations,
- Supervisor accepts criticism, is open to new ideas, and handles conflict constructively and diplomatically
Above Standard Performance
- Employee input is requested and considered in performance planning.
- Employees supervised demonstrate knowledge of, and attention to performance plans.
- Supervisor makes a special effort to boost employee morale and create a positive work environment.
- Employees promote good customer service in all areas of their work, including with co-workers.
- Supervisor encourages employee development activities.
- Supervisor encourages participation in campus diversity activities.
- Staff meetings include participation by staff and provide learning opportunities.
- Supervisor seeks opportunities to enhance supervision abilities through classes and other self-improvement opportunities.
- Staff conveys a positive and professional image to others.
- Supervisor demonstrates loyalty, integrity and honesty when dealing with employees.
- Supervisor seeks and considers ideas from staff, especially on issues that affect them.
- Supervisor involves staff with problem solving.
- Supervisor keeps problems impersonal.
- Supervisor demonstrates respect for responsible dissent.
Standard Performance
- Supervised employees work demonstrates a high level of quality, quantity, and timeliness.
- Employees recognize need for good customer service.
- Supervisor conducts regularly scheduled staff meetings.
- Supervisor males good decisions regarding staff behaviors.
- Supervisor shows patience and skill when training subordinates.
- Supervisor actively listens to and shares relevant information with staff.
Goal or Objective:
All supervisors of classified staff are responsible for:
- Completing performance plans
- Conducting at least one performance coaching session per year
- Completing a written performance evaluation for each classified staff employee
Fail
Measurement method (Pass/Fail):
Completes performance plans for classified staff in a timely manner. Plans are in place for the evaluation period, which begins March 1st of each year. Plans are reviewed at the next highest level in the organization prior to submitting to the Personnel Department by due dates specified.
Conducts and documents performance coaching sessions with each classified staff employee
Completes annual performance evaluations in a timely and uniform manner. Performance evaluations are reviewed at the next highest level in the organization prior to review with employee and submitted to the Personnel Department by due date specified.
All measurement components must be completed to achieve a passing rating. If any measurement component is not completed the rating will be “fail”.