Performance Appraisal Form

EMPLOYEE INFORMATION
Name: / Title:
Dept.: / UC Hire Date:
Review Period: / From / Through
GOALS AND ACCOMPLISHMENTS
Comment on the extent to which goals agreed upon for this review period were achieved. Summarize your major accomplishments for this review period (such as proposals, assignments completed, reports, presentations, significant results, etc.). Identify any special recognition you received throughout the year. Identify any areas that should be targeted for improvement. Identify specific and achievable goals/objectives you hope to achieve during the next appraisal period. Identify any problems or constraints that influenced your work performance during the review period, if applicable.
Employees may also include self-assessment comments on the key performance factors in this section. See online guidance for assistance.
Self-Assessment
Reviewer Comments/Appraisal on Goals and Accomplishments
(Key Performance Factors Reviewed Below)
PROFESSIONAL DEVELOPMENT PLAN
Identify professional development opportunities pursued last year (e.g., training programs, conferences, committee memberships, on-the-job learning such as projects and special assignments, or other educational activities in which you participated during the review period. Identify additional skills that would be helpful in preparing you do your current job more effectively, and how you plan to acquire them. Describe what is needed for professional development in the upcoming performance period. See online guidance for assistance.
Self-Assessment
Reviewer Guidance
KEY PERFORMANCE FACTORS
RATING GUIDELINES/DESCRIPTIONS
Use this section to indicate to what the extent the Key Performance Factors were demonstrated in accomplishing goals and job responsibilities.
Employees who consistently demonstrated behaviors that Successfully Meet Performance Expectations (“3” rating) in all rating Elements of a given Factor should be rated as Successfully Meeting Performance Expectations (“3” rating) for that specific Factor.
Employees whose performance ratings for the Elements of a given Factor are a mix of Successfully Meets Performance Expectations (“3” rating), Exceeds Performance Expectations (“4” rating) and/or Exceptional Performance (“5” rating), and at least half of the Elements of that given Factor are rated either Exceeds Performance Expectations (“4” rating) and/or Exceptional Performance (“5” rating), should be rated as Exceeding Performance Expectations (“4” rating) for that specific Factor.
Employees whose performance for all of the rating Elements of a given Factor are rated as Exceptional (“5” rating) should be rated as Exceptional (“5” rating) for that specific Factor.
Employees who are rated as Needs Improvement (“2” rating) in one or more Element of a given Factor should not be rated higher than “Successfully Meets Performance Expectations (“3” rating) for that specific Factor.
Employees who are rated as Unsatisfactory (“1” rating) in one or more Element of a given Factor should not be rated higher than “Needs Improvement” (“2” rating) for that Factor.
Exceptional Performance
(5) / Exceeds Performance Expectations
(4) / Successfully Meets Performance Expectations
(3) / Performance Needs Improvement
(2) / Unsatisfactory Performance
(1)
Performance consistently exceeds goals, job requirements and expectations, resulting in an overall quality of work that was superior and either
1)included the completion of a major goal or project or
2)made an exceptional or unique contribution in support of unit, department, or University objectives. This rating is achievable by any employee though given infrequently. / Performance frequently exceeds goals, job requirements, and expectations. Frequently generates results above those expected of the position. / Performance consistently meets goals, job requirements and expectations. Employee makes a solid, reliable, and meaningful contribution to the department. / Performance did not consistently meet goals, job requirements, and expectations  performance failed to meet expectations in one or more essential areas of responsibility and/or, one or more of the most critical goals were not met. / Unacceptable performance, which does not meet minimum position requirements. Situation requires immediate review and action. Continued performance at this level will result in termination.
UNIVERSAL PERFORMANCE FACTORS
The following performance factors apply to all staff employees, regardless of job title/level.
1.0Functional and Technical Skills: The effectiveness with which the employee applies the required skills and knowledge to the job.
1.1Demonstrates and applies the knowledge and skills necessary to perform the job effectively.
1.2Chooses appropriate tools or technology for tasks.
1.3Understands and complies with position procedures, University policies, external laws, and regulations.
1.4Remains current on new developments in area of responsibility.
1.5Acts as a resource upon whom others rely for assistance and actively shares knowledge to improve performance of team.
Reviewer Rating
Factor Rating / 1.1
1.2
1.3
1.4
1.5
/ Reviewer Comments:
2.0Communication Skills:The effectiveness of the employee in transmitting information, including confidentiality, facilitation/participation in sharing information, and oral and written expressions.
2.1Demonstrates effective written and oral communication skills
2.2Communicates clearly and knowledgeably.
2.3Encourages open communication and appropriately shares information with others.
2.4Practices active listening, encouraging communication for understanding.
2.5Adapts communication to diverse audiences.
2.6Protects private and confidential information.
Reviewer Rating
Factor Rating / 2.1
2.2
2.3
2.4
2.5
2.6
/ Reviewer Comments:
3.0Client Service: The effectiveness of the employee in providing quality service to internal and external clients, including demonstrated commitment to improvement of services.
3.1Consistently meets needs and expectations of clients. Strives to deliver highest standards in serving clients.
3.2Solicits and acts on client feedback and explores creative approaches to enhance service and increase efficiency.
3.3Solves problems at first point of contact whenever possible; if unable to do so, escalates to an appropriate resource.
3.4Skillfully serves a diverse client base.
3.5Responds to all client requests in a timely manner.
3.6Develops and manages effective client relations.
Reviewer Rating
Factor Rating / 3.1
3.2
3.3
3.4
3.5
3.6
/ Reviewer Comments:
4.0Problem Solving & Decision Making: The manner in which the employee completes job assignments, including judgement, problem solving, and use of appropriate resources in decision making.
4.1Approaches problem solving in a systematic matter.
4.2Decisions are clear, consistent, and timely, and have positive results.
4.3Identifies and implements effective solutions to problems; proposed resolutions do not have an unduly negative impact onothers.
4.4Utilizes appropriate resources (people, tools, research, analysis, resources) in seeking solutions.
4.5Proactively solves problems.
Reviewer Rating
Factor Rating / 4.1
4.2
4.3
4.4
4.5
/ Reviewer Comments:
5.0Inclusiveness: The manner in which the employee demonstrates commitment to diversity and inclusion as a core value governing workplace behavior and interactions.
5.1Demonstrates the Principles of Community in all interactions. Fosters an inclusive environment.
5.2Treats others with courtesy, respect, and dignity.
5.3Includes and welcomes others.
5.4Encourages the expression of different points of view and seeks to understand the perspectives of others.
5.5Promotes opportunities to experience diversity on campus.
Reviewer Rating
Factor Rating / 5.1
5.2
5.3
5.4
5.5
/ Reviewer Comments:
6.0Commitment to Quality: The manner in which the employee drives quality of service in their approach to work and completion of job assignments including accuracy, innovation, effective use of resources, and accountability.
6.1Effectively applies time and resource management, priority setting, and organizational skills to produce quality work.
6.2Identifies and adopts innovative methods to improve the quality of work.
6.3Demonstrates accountability that advances team efforts and results in successfully meeting productivity and quality goals.
6.4Actively seeks to leverage resources to promote improved quality and optimal productivity.
6.5Constantly assesses and recommends improvements to work practices and systems to improve quality of service or products delivered.
Reviewer Rating
Factor Rating / 6.1
6.2
6.3
6.4
6.5
/ Reviewer Comments:
7.0Collaboration/Teamwork: The effectiveness with which the employee works with others to achieve individual and unit goals.
7.1Builds productive working relationships, effectively partners with team members and others at work.
7.2Resolves conflict among team members.
7.3Seeks to understand the views of others.
7.4Balances individual and team goals.
7.5Shares information and knowledge with others.
Reviewer Rating
Factor Rating / 7.1
7.2
7.3
7.4
7.5
/ Reviewer Comments:
SUPERVISORY/MANAGEMENT PERFORMANCE FACTORS (if applicable)
The following performance factors apply to all employees who supervise others.
1.0Developing Direct Reports: The manner and effectiveness with which the employee develops and implements plans to effect professional growth and development of direct reports.
1.1Seeks information about each direct report’s career goals and develops and executes effective development plans for them.
1.2Provides challenging and stretching tasks and assignments. Encourages direct reports to accept developmental assignments as appropriate for future professional growth.
1.3Manages expectations appropriately and proactively communicates any potential problems or roadblocks to employee development.
1.4Holds frequent development discussions, and enables direct reports to grow and succeed through honest feedback; instruction and encouragement.
1.5Provides training and development opportunities to help grow and retain talented employees.
Reviewer Rating
Factor Rating / 1.1
1.2
1.3
1.4
1.5
/ Reviewer Comments
2.0Managing & Measuring Work: The manner and effectiveness with which the work is organized, assigned, monitored, and measured to deliver the required results.
2.1Understands and communicates strategic goals and plans to achieve them; sets clear objectives and measures; mobilizes resources to achieve shared strategic vision, goals, and priorities.
2.2Delegates well; clearly assigns responsibility for tasks and decisions. Sets clear expectations, monitors progress, and holds direct reports accountable for results. Adjusts priorities when appropriate.
2.3Plans and organizes workloads; establishes courses of action, timelines, and milestones to ensure work is completed as required.
2.4Develops and implements metrics to measure results using key performance indicators (quality, quantity, cost, timeliness, and frequency of completion of assigned tasks).
2.5Monitors processes, progress, and results to achieve organizational goals; designs feedback loops into work.
Reviewer Rating
Factor Rating / 2.1
2.2
2.3
2.4
2.5
/ Reviewer Comments
3.0Managing Employee Performance:The effectiveness with which the employee manages employees’ performance and holds them accountable for meeting performance and conduct expectations.
3.1Delivers timely, candid, and constructive feedback to direct reports; provides coaching to improve performance and productivity.
3.2Regularly recognizes and rewards people who achieve results and deliver on performance expectations; differentiates reward given to employees based on their level of performance.
3.3Prepares thoughtful and meaningful performance appraisals for direct reports; holds direct reports equally accountable for accomplishing performance expectations and objectives; creates and follows through on performance improvement plans, if required.
3.4Informs direct reports in a clear and timely manner where they stand in terms of meeting performance expectations and when their behavior does not align with stated goals and/or University rules and policy. Documents appropriate actions.
Reviewer Rating
Factor Rating / 3.1
3.2
3.3
3.4
/ Reviewer Comments
4.0Motivating Others: The manner and effectiveness with which the employee creates an environment that encourages and enables direct reports to be engaged and motivated to perform to the best of their ability.
4.1Leads and motivates by example.
4.2Creates a climate in which people want to do their best; promotes confidence and optimistic attitudes; empowers others; pushes tasks and decisions down.
4.3Assesses each person's strengths and uses it to get the best out of him/her.
4.4Invites input from each person and shares ownership and visibility; is someone people like to work with.
4.5Rewards and recognizes accomplishments.
4.6Motivates direct reports and team; makes each individual feel like his/her work is important.
Reviewer Rating
Factor Rating / 4.1
4.2
4.3
4.4
4.5
4.6
/ Reviewer Comments
5.0Optional: [Enter Optional Factor Here.]
If applicable, please use the following section to list the appropriate rating elements for this optional factor. Please refer to the Performance Factors & Behavior Indicators as a guide for these rating elements
Optional Rating Elements
Reviewer Rating
Factor Rating / 5.1
5.2
5.3
5.4
5.5
/ Reviewer Comments
6.0Optional: [Enter Optional Factor Here.]
If applicable, please use the following section to list the appropriate rating elements for this optional factor. Please refer to the Performance Factors & Behavior Indicators as a guide for these rating elements
Optional Rating Elements
Reviewer Rating
Factor Rating / 6.1
6.2
6.3
6.4
6.5
/ Reviewer Comments
CAMPUS WIDE PERFORMANCE STANDARDS
The UCR Campuswide Performance Standards include: UCR Principles of Community, UC Ethical Values and Standards of Ethical Conduct, Diversity, Health & Safety, and Service Orientation and Management/Supervision (managers and supervisors only). Please refer to the Campuswide Standards Guidelines for a detailed description of each standard. Unsatisfactory performance in any area must be addressed. Select one box below. If appropriate, include suggestions for development in the comments section.
Satisfactory performance has been demonstrated in all UCR campuswide performance standards
Satisfactory performance has not been demonstrated in all UCR campuswide performance standards
Reviewer Comments
MANDATORY TRAINING CERTIFICATION
Managers are required to make the UC cybersecurity training course an annual goal for policy covered staff who access UC computers or systems. Compliance is reflected in the written performance review as “met/not met,” and noncompliance will impact an individual’s merit award.
Has met the UC Cybersecurity Training requirement
Has not met the UC Cybersecurity Training requirement
Employee does not have access to UC computers or systems
OVERALL RATING
REVIEWER SUMMARY ASSESSMENT
Assess the individual’s overall performance based on both goal achievement and demonstrated performance in the Key Performance Factors. Please select one rating.
Preponderance of ratings for Factors generally determines overall rating, but, employees who are rated as “Unsatisfactory” (“1” rating), in anyperformance Factor, should be given an overall rating of no greater than “Needs Improvement” (“2” rating).
Exceptional Performance
(5) / Exceeds Performance Expectations
(4) / Successfully Meets Performance Expectations
(3) / Performance Needs Improvement
(2) / Unsatisfactory Performance
(1)
Performance consistently exceeds goals, job requirements and expectations, resulting in an overall quality of work that was superior and either 1) included the completion of a major goal or project or 2) made an exceptional or unique contribution in support of unit, department, or University objectives. This rating is achievable by any employee though given infrequently. / Performance frequently exceeds goals, job requirements, and expectations. Frequently generates results above those expected of the position. / Performance consistently meets goals, job requirements, and expectations. Employee makes a solid, reliable, and meaningful contribution to the department. / Performance did not consistently meet goals, job requirements and expectations – performance failed to meet expectations in one or more essential areas of responsibility and/or one or more of the most critical goals were not met.A plan to improve performance, including timelines, must be outlined and monitored to measure progress. / Unacceptable performance, which does not meet minimum position requirements. Situation requires immediate review and action. Continued performance at this level will result in termination. A plan to correct performance, including timelines, must be outlined and monitored to measure progress.
Reviewer Comments:
GOALS/ACTION PLAN
Attach the Goal Agreement Form for the next review period. In the space below, describe performance improvement/action plans for Key Performance Factors for which performance was rated as Needs Improvement (“2” rating) or Unsatisfactory (“1” rating). If performance was ratedoverallas Needs Improvement (“2” rating) or Unsatisfactory (“1” rating), supervisor and employee must immediately create and implement a Performance Improvement Plan, with a follow-up appraisal completed in no more than 90 calendar days from the date of this evaluation.
EMPLOYEE COMMENTS/RESPONSES
(optional)
SIGNATURES
(1) Supervisor
Name: / Title:
Signature: / Date:
(2) Next Level Approver
Name: / Title:
Signature: / Date:
(3) Department Head Review
Name: / Title:
Signature: / Date:
(4) Employee
Employee Signature:
By signing above, you acknowledge that you received this review and it was discussed with you. Signature does not indicate agreement or disagreement with the content of this review. Employees may attach comments.
This review was discussed with me on this date:

Performance Management - Performance Appraisal Form (2.28.17)Page 1 of 8