University of the District of Columbia



| |

|[pic] |

| |

|PERFORMANCE MANAGEMENT RECORD |

| |

| |

|2016 Performance Plan, Midpoint Review, and End of Year Accomplishments Evaluation |

|for |

|Non-Supervisory Employees |

| |

| |

| |

|Name: |

|LAST FIRST MIDDLE INITIAL |

| |

|Position Title: |

| |

| |

|Division/Department/Unit: |

| |

| |

|Rating Period: 2015 – 2016 |

| |

| |

|Supervisor: |

| |

| |

|PMR Section I: Performance Plan[pic] |

|At the beginning of the performance cycle, critical element performance goals are established by supervisors for their respective non faculty employees. These goals align with the strategic |

|initiatives of the work unit, Department, and Division, and may include quantity, quality, and cost measures, learning goals, and deadlines for accomplishing tasks. Performance goals are documented |

|in the PMR Section I: Performance Plan. Non supervisory employees will need 3 goals established for them. |

| |

|Employees may provide input to be considered by the supervisor when planning performance goals. |

|After establishing goals, supervisors will discuss them with the employee to ensure that they are clearly understood. |

|The job description and the Performance Plan need to be signed at the beginning of each Performance Cycle by the employee, the supervisor, and the approving manager. |

| |

|PMR Section 2: Midpoint Review |

|[pic] |

|The Midpoint Review is a formal feedback session between the supervisor and the employee. It is based on a summary statement written by the supervisor describing the employee’s accomplishments and |

|opportunities for improvement at the halfway point of the performance cycle. It may also include adjustments to the performance expectations listed previously in the PMR Performance Plan. |

|The Midpoint Review is documented in the PMR Section 2: Midpoint Review. |

| |

|Employees are encouraged to complete a self evaluation regarding their accomplishments toward meeting performance expectations, and provide it to their supervisor as input to be considered when |

|preparing the Midpoint Review. |

|After preparing the Midpoint Review, supervisors will discuss it with the employee to ensure that the employee understands the performance feedback and any changes to the performance expectations |

|reflected in the employee’s PMR Performance Plan. |

|The employee, the supervisor, and the approving manager sign the PMR acknowledging completion of the Midpoint Review. |

| |

|PMR Section 3: End-of-Year Accomplishments Evaluation |

|[pic] |

|The performance cycle ends on August 31 of each year. Between August 1 and August 31 supervisors will summarize the accomplishments of each of their employees toward meeting their performance goals |

|in the PMR Section 3: End-of-Year Accomplishments Evaluation, and will assign each employee an overall performance rating. |

| |

|Non-supervisory employees are encouraged to complete a self evaluation listing accomplishments toward meeting their performance expectations, and provide it to their supervisor as input to be |

|considered when preparing the End of Year Accomplishments Evaluation and Performance Rating. |

|The supervisor will meet with each of their employees to review his or her performance and the ratings assigned. |

|The employee, the supervisor, and the approving manager sign the PMR acknowledging completion of the End of Year Accomplishments Evaluation and Performance Rating. |

Definitions

[pic]

• Critical Elements: The performance goals which align with the strategic initiatives of the work unit, Department, and Division.

• Performance Expectations: The qualitative and/or quantitative measures against which each goal will be assessed. These statements should be brief, and should identify effectiveness measures like quality and quantity of work, timeliness, or other measures, as appropriate.

• Exceeds Expectations: This is a level of rare, high-quality performance. The quality and quantity of the employee’s work substantially surpass the Achieved Expectations performance level and rarely leave room for improvement. The impact of the employee’s work is so significant that organizational objectives are accomplished that otherwise would not have been. The accuracy and thoroughness of the employee’s work is exceptionally reliable. Application of technical knowledge and skill goes beyond what is expected for the job. The employee significantly improves the work processes and products for which he or she is responsible.

• Achieved Expectations: Performance at this level represents the range of accomplishments that are expected of all employees. The employee remains consistently on target to achieve. Problems are not frequent or significant enough to create serious adverse consequences and are dealt with effectively. The work product is usually accurate and delivered on time.

• Below Expectations: Performance at this level is less than expected for the position.

• Failed Expectations: The quality and quantity of the employee’s work under this element are not adequate for the position. The employee’s work products fall short of requirements for the critical element. Tasks are not completed with the needed degree of accuracy and thoroughness. Products arrive late or often require major revisions because they are incomplete or inaccurate in content. The employee fails to apply adequate technical knowledge to complete the work of this duty. Either the knowledge applied cannot produce the needed products or it produces technically inadequate products or results. Lack of adherence to required procedures, instructions, and formats contribute to inadequate work products.

1. Performance Planning 2. Midpoint Review 3. End-of-Year Accomplishments Evaluation

[pic]

Instructions: Use the table below to list three critical element goals, related performance expectations, and achievements.

| | |PMR Section 3 |End-of-Year |

|PMR Section 1 |PMR Section 2 |End-of-Year Accomplishments Evaluation |Performance Rating |

|Performance Plan |Midpoint Review | | |

|Critical Elements - Goals |Status of Goal Completion | | |

| | | | |

| | | | |

| | | |( Exceeds Expectations = 4 points |

| | | | |

| | | |( Achieved Expectations = 3 points |

| | | | |

| | | |( Below Expectations = 1 point |

| | | | |

| | | |( Failed Expectations = 0 points |

| | | | |

| | | |( Exceeds Expectations = 4 points |

| | | | |

| | | |( Achieved Expectations = 3 points |

| | | | |

| | | |( Below Expectations = 1 point |

| | | | |

| | | |( Failed Expectations = 0 points |

| | | | |

| | | |( Exceeds Expectations = 4 points |

| | | | |

| | | |( Achieved Expectations = 3 points |

| | | | |

| | | |( Below Expectations = 1 point |

| | | | |

| | | |( Failed Expectations = 0 points |

|Overall Performance Rating | |

| |Total Points = _______ |

| | |

| |Average = ________ |

| | |

| |( Exceeds = Average from 3.6 to 4.0 |

| | |

| | |

| |( Achieved = Average from 3.0 to 3.59 |

| | |

| | |

| |( Below |

| | |

| |( Failed |

Note: In response to a rating of “Below Expectations” for any critical element goal, the supervisor in consultation with the Director of Employee Relations will document actions required of the employee to improve performance to the level of achieved expectations.

In response to a rating of “Failed Expectations” for any of the critical elements of the position, the supervisor shall place the employee on a performance improvement plan (PIP) in which the employee is given at least thirty (30) days to improve, prior to assigning a performance rating. Prior to being issued, the PIP must be reviewed by the Director of Employee Relations.

Should the employee disagree with the rating assigned, the employee may submit a written response within five (5) workdays to the approving official for consideration. Within five (5) workdays, the approving official shall assign a final rating.

| | | |

|PMR Section 1 – Performance Plan |PMR Section 2 – Midpoint Review |PMR Section 3 – End-of-Year Accomplishments |

|Acknowledgements Page |Acknowledgements Page |Acknowledgements Page |

|Supervisor’s Signature: (Certifies that the |Date: |Supervisor’s Signature: |Date: |Supervisor’s Signature: Certifies that the|Date: |

|employee has been given a current Job | |Certifies that the employee has| |employee has been given a copy of her/his | |

|Description and a copy of her or his | |been given a copy of her/his | |End of Year Accomplishments Evaluation and | |

|Performance Plan) | |Midpoint Review | |Performance Rating | |

| | | | | | |

|Employee’s Signature: (Acknowledges receipt of|Date: |Employee |Employee’s Signature: |Date: |Employee |

|Job Description and Performance Plan) | |comments attached? |Acknowledges receipt of | |comments attached? |

| | | |her/his Midpoint Review | | |

| | |Yes No | | |Yes No |

End of Year Accomplishments Evaluations and Performance Ratings must be signed by both the employee and supervisor, and are due to Human Resources by September 30, 2016. A copy of the final signed appraisal shall be provided to the employee.

................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download