Individual Development Review

Xavier University of Louisiana
2009 Individual Development Review
Exempt / Monthly Positions
Employee Name / Employee ID# / Date Initiated
Position Title / Length of Time in Position
Department
Supervisor Name / Supervisor Title
□ Probationary Review / □ Interim Review / □ Annual Review
Outcomes: List prior year’s accomplishments and identify learning opportunities.
INSTRUCTIONS: Please refer to the Manager’s Toolkit as reference material.
Planning Session: Discuss and develop actions needed during the year to help increase achievement where it is needed most and for key projects/work assignments.
Probationary: New hire review conducted during the first 3 months of employment.
Interim Review: Review accomplishments from the last 6 months and determine the employee’s interim level placement for each area of effectiveness. Cite specific examples of expectations on planned actions.
Annual Review: Review accomplishments from the year and determine the employee’s final review level placement for each area of effectiveness. Cite specific examples of performance on planned actions. *NOTE: Final Review and Planning Session are held together.
Effectiveness
Status Definitions
R – Role Model: Performs in a highly effective manner others aspire to achieve and demonstrates overall excellence.
S – Successful Performance: Performs duties and responsibilities according to established standards.
D – Developmental Opportunity: Does not always meet goals/expectations and demonstrates a need for development
N/A – Not Applicable: Category does not apply to the employee
Effectiveness / Initial
Status / Interim
Status / Final
Status / Comments
Communications:
Responds in a timely manner to communication from others, ability to communicate verbally and in writing; is sensitive to others’ need for information; has sufficient contact with supervisor, peers and colleagues; observes proper channels in communicating with co-workers.
Decision Making:
Exhibits confidence in his/her decisions; gathers pertinent facts before acting; consults with appropriate individuals on important decisions; applies and/or adheres to policy consistently.
Planning & Organizing:
Plans ahead for those activities/projects under his/her supervision; guides the development of activities/projects in appropriate direction; organizes work assignments to promote productivity; is receptive to constructive suggestions for change; manages time appropriately to satisfy required duties.
Problem Solving:
Approaches problem solving in a systematic basis; develops imaginative solutions having practical applications; is able to cope with unanticipated problems.
Effective Leadership:
Gains the confidence, cooperation, and respect of colleagues and supervisors; respects leadership; gives credit to others for their contributions; works effectively as a team member and/or leader; promotes a friendly, supportive work atmosphere, ability to motivate employees and provide effective counseling.
Institutional Management:
Secures and operates within designated budget the human and material resources; responsible for establishing and managing the department’s objectives; measures and reports operating results.
Employee Name:
Achievement Plan: List key areas of responsibility and the objectives that will be focused on during the next 12 months. Develop specific actions including agreed completion dates.
Skills: List key behaviors necessary to accomplish the current job’s responsibilities and objectives.
Development Plan: Define actions to be taken during the next 12 months to achieve objectives and strengthen skills.
Interim Review
Employee Comments: Provide progress of Achievement and Development Plans.
Supervisor’s Comments:
Annual Review
Employee Comments: Provide final results of Achievement and Development Plans.
Supervisor’s Comments
Growth Plan: Identify areas for skill enhancement and future career development.
Final Acknowledgement
Meetings were conducted to set initial expectations, an interim review check and a final discussion regarding results. (Employee, supervisor and next level management acknowledge at the end of the performance management cycle)
Employee Signature: ______Date:______
Supervisor’s Signature: ______Date:______
Next Level Management
Signature______Date:______

Xavier University Performance Plan – Draft 2 Updated 5/13/2009