2010-11 Performance Plan
2012-13 Performance Plan
Employee: __Anthony McClure__________________________
Supervisor: __Mickey Mendez/TBA___________________________
Employee Job Title: __Payroll Technician II_____________________
Department: __Controller’s Office/Payroll_______________________
Date this performance plan was completed: __04/24/12_____________________
Signatures:
_________________________________ ________________
Employee Date
_________________________________ ________________
Supervisor Date
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Describe and define performance standards for each Core Competency below. A standard must be set both for Meets Expectations and for Exceptional Performer ratings. Please also include the following statement in your plan (it may be modified to fit your needs):
The following applies to the entire document. The performance standards contained in this performance plan reflect guidance and intent for the evaluation of performance at the “Meets Expectations” or “Exceptional Performer” levels. They are not to be interpreted as fully inclusive but simply to convey a “sense” of the performance needed. Sub-standard performance of a significant or ongoing nature, but not listed in the performance standards, can result in a “Needs Improvement” rating.
Accountability: The degree to which the employee’s work behaviors demonstrate responsible personal and professional conduct, which contributes to the overall goals and objectives of CSM. The employee knows and adheres to attendance, leave and other relevant policies, procedures, rules and regulations; displays a positive attitude, conveys a positive image of CSM, and encourages others to do well; takes the initiative to improve professional growth; is motivated, flexible, and committed to performing high quality work; demonstrates high standards of ethical conduct; etc.
If there are any modifications to the above content, list those here:
To Meet Expectations on Accountability, the employee’s work must demonstrate and meet the following standards:
• The Primary Payroll meets work standards for deadlines; consistently being processed accurately and on time.
• Pay stubs will be consistently available for employees to view on Trailhead (preferably 4 days in advance of pay date).
• Identify and resolve issues that arise after pay day. Considering the concerns for the employee and determining when and how the employee should be paid.
o Examples: missing student contracts, contract discrepancies, etc
• Adheres to department, University, and State of Colorado policies and practices.
• Makes others aware of, and encourages compliance with, department, University and State of Colorado policies and practices
• Consistently adheres to annual/sick leave policies
• Considers work commitments and work cycles when requesting leave.
• Consistently displays an appropriate professional or business image representing the department.
To rate Exceptional Performer on Accountability, the employee’s work must demonstrate and meet the following standards:
• Recognition by other individuals and departments that deadlines are consistently met and related assignments are accurate.
• Always takes ownership of work.
• Augments and amplifies constructive feedback making significant positive changes to conduct and procedures.
• Represents department and CSM in a highly professional or business manner at all times.
Interpersonal Relations: The degree to which the employee interacts effectively with others to establish and maintain smooth working relations. The employee develops and maintains effective, professional relationships; gains confidence and trust; considers and responds tactfully to the needs of others; takes personal responsibility for own words and actions, respects the opinions of others, etc.
To Meet Expectations on Interpersonal Relations, the employee’s work must demonstrate and meet the following standards:
• Consistently exhibits business oriented, professional relations with others.
• Participates as a member of a work group or team as needed.
• Shares information timely to assist others.
• Recognizes and respects diversity
• Establishes rapport while recognizing and respecting diversity within each department
• Consistently contributes towards a positive work environment exhibiting helpful behaviors; may volunteer to lead work groups or teams.
• Effectively deals with confrontation
• Recognizes and handles sensitive situations with tact.
To rate Exceptional Performer on Interpersonal Relations, the employee’s work must demonstrate and meet the following standards:
• With rare exception, interacts in a professional, warm, and outgoing manner that builds trust
• Observed to be consistently considerate and respectful of others in all situations
• To be at this level, no instances of unprofessional behavior will be exhibited.
Job Knowledge: The degree to which the employee is skilled in job-specific knowledge that is necessary to provide the appropriate quantity and quality of work in a timely and efficient manner. The employee meets work standards, schedules, and deadlines; demonstrates efficiency in completing duties; sets priorities, is motivated; makes sound, well-informed, objective decisions; resolves problems; makes continuous improvements and takes on additional duties as needed.
If there are any modifications to the above content, list those here:
To Meet Expectations on Job Knowledge, the employee’s work must demonstrate and meet the following standards:
• Demonstrates an in-depth understanding of Banner and processes such as, entering bank account information and payroll hours all the way through the final results. (Of payroll generating check and direct deposits as well as financial reports.)
• Is often consulted by others on non-standard matters.
• Considered a content expert whom actively shares this knowledge and uses it to design and propose improved processes, principals, or practices.
• Demonstrates efficiency in completing duties, setting priorities, and make well informed objective decisions to resolve problems.
• Much of the standard work is performed at an acceptable error level, indicating that the employee possesses the basic knowledge needed.
• Actively applies knowledge correctly in non-standard situations, using a thorough understanding of the work processes, principals, or practices to assure high quality outcomes or results.
To rate Exceptional Performer on Job Knowledge, the employee’s work must demonstrate and meet the following standards:
• Aspires for additional responsibilities without being asked.
• Is often consulted by other on non-standard matters.
• Considered a content expert, actively shares this knowledge and uses it to design and propose improved processes, principals, or practices.
• Work is accurate and usually completed prior to deadlines – errors are truly rare and almost always found and corrected by jobholder.
• Only rarely needs supervisor assistance; often called upon to provide input to new processes or practices; make effective recommendations.
Customer Service: The extent to which the employee works effectively with internal and external customers and/or clients to satisfy their service/product expectations. The employee demonstrates a knowledge of products and services; gets the customer’s input; assesses their needs; focuses on finding solutions and/or offers alternatives; responds to requests for information, products, or services promptly, courteously, and effectively; etc.
If there are any modifications to the above content, list those here:
To Meet Expectations on Customer Service, the employee’s work must demonstrate and meet the following standards:
• Provide courteous, friendly, and professional service to campus departments. Especially direct contact with administrative assistants and their students.
• Because of the importance of Payroll being done in a timely, accurate manner. It is imperative that arising issues are identified, reviewed, and resolved as soon as possible.
• Responds to inquiries and requests – same day, if possible.
To rate Exceptional Performer on Customer Service, the employee’s work must demonstrate and meet the following standards:
• Interactions are always upbeat and go the extra mile to help with continuous follow up.
• With only rare exceptions, provides timely, correct, engaged, friendly and warm customer experiences.
• Consistently helps customers to understand their needs and ensures delivery of the proper services
• Often gathers unsolicited positive feedback and compliments.
Communication: The degree to which the employee effectively communicates by actively listening and sharing relevant information with co-workers, supervisor(s) and clients so as to anticipate problems and ensure the effectiveness of CSM. The employee keeps co-workers, supervisors, and customers informed; actively listens; provides clear instructions and expectations; and communicates effectively orally and in writing in a manner that is well organized, appropriate, and courteous; etc.
If there are any modifications to the above content, list those here:
To Meet Expectations on Communications, the employee’s work must demonstrate and meet the following standards:
• Actively participate in the Monday morning payroll staff meetings by sharing information and providing feedback in a constructive manner.
• To meet Payroll deadlines, communicating with human resources, campus departments and employees must be done in a timely accurate manner.
• In order to meet payroll deadlines, written communication/presentations need to be detailed and explicit to expedite and or resolve any payroll issues.
• Grammar supports the purpose, the documents are easily readable and convey even complex or controversial information in a straightforward way – evokes warmth and contributes to understanding.
To rate Exceptional Performer on Communications, the employee’s work must demonstrate and meet the following standards:
• On a rotating schedule with payroll manager and monthly payroll staff, attend monthly administrative assistant meetings to interact and address any concerns between campus departments and payroll.
• Written communication is clear, concise, open, content rich and on point with only rare departures.
• Always grammatically correct, professional, and generates understanding in the reader.
Individual Performance Measure #1: (Describe the first IPM here.)
Complete the transition from paper contracts (from HR) to electronic (Payroll’s balancing spreadsheet).
To Meet Expectations on IPM #1, the employee’s work must demonstrate and meet the following standards:
• Understand the complete rotation of contracts(HR/Academic Affairs/Research)
• Implement the electronic contracts with little errors, and with 100% accuracy.
• Construct proper instructions for future Payroll employees
• Gain the approval and assistance of HR.
To rate Exceptional Performer on IPM #1, the employee’s work must demonstrate and meet the following standards:
• Become an expert on HR’s policies with contracts, stipends, and research hourly’s.
• Utilize Excel and all of its abilities to ‘self-update’ with little to no manual entries.
• Construct picture-perfect instructions; not only for how to update the spreadsheet with current contracts, but how to manipulate the formulas within each spreadsheet.
Individual Performance Measure #2: (Describe the second IPM here.)
Cross train with the Monthly Payroll
To Meet Expectations on IPM #2, the employee’s work must demonstrate and meet the following standards:
• At bare minimum, be able to run a sequence 0 Monthly Payroll with few mistakes
• Understand the policies and procedures of Monthly payroll, or know where to find the needed information
• Be able to answer some of the possible questions involving Monthly Payroll.
To rate Exceptional Performer on IPM #2, the employee’s work must demonstrate and meet the following standards:
• Have gained the ability to process Monthly Payroll with little to no assistance with minimal errors. While understanding the reasoning behind all of the Monthly activity
• Be fully confident with all of the policies and procedures.
o Examples: Overtime regulations, routing queue of all paperwork, all of the earning codes.
• Answer all questions involving with Monthly Payroll with no assistance from others.
Individual Performance Measure #3: (Describe the third IPM, if needed, here.)
Successfully create multiple new ODS reports to benefit the Controller’s Office and CSM.
To Meet Expectations on IPM #3, the employee’s work must demonstrate and meet the following standards:
• Continue on current reports and projects and commence the roll out before the end of FY 12
• Report must has some, but not many complex drills(drilling to detail)
• Make easily useable by anyone that will be using the report.
To rate Exceptional Performer on IPM #3, the employee’s work must demonstrate and meet the following standards:
• Finish current projects and create new reports that would greatly benefit the campus and our office
• Showed an exceedingly number of attempts to further the queued projects with CCIT
o Example: special student information requested that needs to be discussed campus wide.
• Respond to any feedback with understanding and open mindedness.
If more IPMs are needed, insert them here.
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OVERALL PERFORMANCE RATING -- Describe how the ratings on the above Core Competencies and IPMs will be combined to equal an Overall Performance Rating of:
Meets Expectations:
• The Primary Payroll meets work standards for deadlines; consistently being processed accurately and on time.
• Consistently displays an appropriate professional or business image representing the department.
• Consistently contributes towards a positive work environment exhibiting helpful behaviors; may volunteer to lead work groups or teams.
• Demonstrates an in-depth understanding of Banner and processes such as, entering bank account information and payroll hours all the way through the final results. (Of payroll generating check and direct deposits as well as financial reports.)
• Provide courteous, friendly, and professional service to campus departments. Especially direct contact with administrative assistants and their students.
Exceptional Performer:
• Recognition by other individuals and departments that deadlines are consistently met and related assignments are accurate.
• With rare exception, interacts in a professional, warm, and outgoing manner that builds trust
• Aspires for additional responsibilities without being asked.
• Often gathers unsolicited positive feedback and compliments.
• Be fully confident with all of the policies and procedures.
o Examples: Overtime regulations, routing queue of all paperwork, all of the earning codes.
• Finish current projects and create new reports that would greatly benefit the campus and our office
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