Employee Name: / Date:
Department: / Supervisor Name:

SECTION I: EMPLOYEE SELF-ASSESSMENT

The Employee’s Self-Assessment should be completed as a part of the Talent Review process. The Self-Assessment encourages you to be candid with regard to your accomplishments and your opportunities for improvement. Your feedback is important. Complete this Self-Assessment and return to your supervisor prior to the talent review meeting.

1. What were your most significant accomplishments in your position this review period? This must include established goals, completion of projects, serving on college committees,and other contributions during the talent review period.
2. What training and/or development did you complete during the talent review period?
3. What do you see as your most significant opportunities for growth and what can your supervisor and/or the college do to assist you in improving your performance and professional growth?
The College has adopted a strategic plan to govern our growth through 2023. Our “Panther Strong 2023” outcomes are summarized in these three categories: Engage, Expand, Excel. Please consider the application of these guiding principles as you align your individual goals with those of the College.
ENGAGE: We will amplify our impact on the community leading through talented people, innovative practices, diversity, and performance excellence.
EXPAND: Ensure growth by attracting and retaining students through effective alignment of programs, services and resources for a changing marketplace.
EXCEL: Strengthen internal and external relationships through engaging and high quality experiences.
4. What would you like to accomplish in the coming year? This could include goals, projects, committees or other activities that would contribute to your department and the college.
Employee Name: / Position Title:
Supervisor Name: / Department:
Review Type: 3-Months 6-Months Annual
Other / Period of Review: From: To:

SECTION II: COMPETENCIES

Employees are to be evaluated on the following performance competencies in relation to the tasks and duties described in the job description, established goals and action plans. Supervisors must provide rating justification for each competency. Attach a Performance Improvement Plan for employees who receive a rating of Unsuccessful on any of the competencies.

JOB KNOWLEDGEPERFORMANCE
Demonstrates knowledge, skill and experience to perform the duties of the job. Acquires and applies knowledge, skills and experience toaccomplish departmental and organizational goals.
Specify examples of behaviors on job knowledge and performance.
[Copy behaviors from the instructions form]
Highly Successful / Successful / Somewhat Successful / Unsuccessful
Provide specific examples that support the rating.
ACCOUNTABILITY & RELIABILITY
Takes responsibility for actions, quality and timeliness of work. Does not make excuses for errors or problems. Acknowledges and corrects mistakes.Makes the best use of available time and resources.Adheres to laws, policies and procedures, work schedule and leave timelines.
Specify examples of behaviors on accountability.
[Copy behaviors from the instructions form]
Highly Successful / Successful / Somewhat Successful / Unsuccessful
Provide specific examples that support the rating.
COMMUNICATION
Communicates effectively to enhance productivity.Actively and attentively listens. Shares information with others.Adapts readily to changing organizational needs, conditions, work responsibilities, and policies and procedures. Works well under pressure.
Specify examples of behaviors on communication.
[Copy behaviors from the instructions form]
Highly Successful / Successful / Somewhat Successful / Unsuccessful
Provide specific examples that support the rating.
RESPECT CIVILITY
Exhibitsrespect, civility, and inclusiveness.Creates a hospitable and welcoming environment. Interacts appropriately and professionally with others. Upholds the college’s commitment to equal opportunity/equal access.
Specify examples of behaviors on respect and civility.
[Copy behaviors from the instructions form]
Highly Successful / Successful / Somewhat Successful / Unsuccessful
Provide specific examples that support the rating.
MANAGEMENT& COACHING
Gives direction. Provides opportunities for continuous learning and feedback. Communicates openly and directly about expectations and performance. Provides necessary focus, guidance and direction for achieving goals.Manages employee concerns in an effective manner.
Specify examples of behaviors on supervision and management.
[Copy behaviors from the instructions form]
Highly Successful / Successful / Somewhat Successful / Unsuccessful
Provide specific examples that support the rating.
OVERALL EVALUATION AND PERFORMANCE SUMMARY
Assign the rating that best indicates the employee’s overall performance for the review period, based on the assessment of the competencies.
Attach a Performance Improvement Plan for employees who receive a rating of Unsuccessful on any of the competencies.
Highly Successful / Successful / Somewhat Successful / Unsuccessful
Recommendation for 90-Day Review:
Recommended for continued employment
Not recommended for continued employment

SECTION III: GOALS AND ACTION PLAN
List the goals, objectives, projects, committees and professional development activities, etc. you and the employee have established for the next talent review period.

SECTION IV: ACKNOWLEDGEMENT

Employee’s signature does not indicate agreement with the talent review results. The signature indicates only that the review was discussed with the employee.

Employee’s Name (Please Print) / Employee’s Signature
Supervisor’s Name (Please Print) / Supervisor’s Signature
Talent Review Date:
Employee Comments:
Employees may make comments here within fourteen (14) working days after the discussion of the talent review. All employee comments will be attached to this review in the employee’s personnel file. Attach additional sheets if necessary.

Reviewed by next level manager, if applicable:

Reviewer’s Name (Please Print) / Reviewer’s Signature

1 Effective FY 2017-2018