Performance Review - Intranet



Topeka and Shawnee County Public LibraryPerformance Feedback SummaryName:? FORMTEXT ????????Department: FORMDROPDOWN Position: FORMTEXT ?????Current Evaluation Year:2021DEFINITION OF RATINGSROLE MODEL Performance significantly surpasses the “Proficient” ratingPerformance contributes significantly to the success of the libraryPROFICIENTPerformance exceeds requirements of positionConsistently high quality and quantity of work is exhibitedConsistently high level of customer service is exhibitedVALUED PERFORMERPerformance meets the requirements of the positionPerformance may occasionally exceed the requirements of the positionDEVELOPINGPerformance does not always meet requirements of the positionPoor quality or quantity of work is at times exhibitedDevelopment goals need to be set to enable the employee to meet requirements established for the positionAccording to a training plan, employee is progressing toward meeting requirements for the positionUNACCEPTABLEPerformance rarely meets the requirements of the position, orEmployee has failed to meet expectations for quality, quantity, customer service, or other established performance measurements, orA Performance Improvement Plan is in place, or employee is on final warning for unacceptable performance, orThe employee is not meeting established training or development goals Basic ExpectationsYesNoArrives and departs as scheduled FORMCHECKBOX FORMCHECKBOX Follows TSCPL policies and procedures FORMCHECKBOX FORMCHECKBOX Maintains a positive and professional attitude FORMCHECKBOX FORMCHECKBOX Maintains confidentiality FORMCHECKBOX FORMCHECKBOX Practices safety on the job FORMCHECKBOX FORMCHECKBOX Note: a “No” response on any element requires the establishment of a Performance-Related Goal. Each “no” answer deducts ten points from the Performance Elements Rating Scale ments: FORMTEXT ?????Self-AppraisalYesNoEmployee completed self-appraisal FORMCHECKBOX FORMCHECKBOX Note: a “No” response indicates the employee did not complete a self-appraisal and will result in a 10 point reduction from the Performance Elements Rating Scale total. PERFORMANCE ELEMENTS RATING SCALEDescribe the employee's contributions and professional strengths or weaknesses in the applicable performance categories below. All employees must be rated in at least three categories. Comments must support and substantiate the ratings. Illustrate specific, detailed examples of goals, results and job-related behavior since the last review. QUALITY OF WORK _ FORMTEXT ?????_%N/AUDVPRAVG/POINTSWorks with accuracy, clarity, consistency and thoroughness FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Understands and masters processes, methods, systems and procedures FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Demonstrates excellent judgment FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Works effectively with little oversight FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Attends to details and pursues quality in accomplishing tasks FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Demonstrates a working knowledge of and proficiency with technology FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Demonstrates knowledge and understanding of library policies FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Develops and/or presents effective public programs FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX ?______ ______PRODUCTIVITY _ FORMTEXT ?????_%N/AUDVPRAVG/POINTSMeets deadlines FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Focuses on results and desired outcomes and how best to achieve them FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Manages own work schedule to ensure time to do upcoming tasks FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Develops and follows an action plan to achieve goals FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Takes ownership of the work of assigned teams and contributes to getting it done FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Participates in and is prepared for meetings FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Prioritizes tasks to meet organizational priorities FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Accomplished previously-established goals and objectives FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX ?______ ______CUSTOMER SERVICE (internal and external) FORMTEXT ????? %N/AUDVPRAVG/POINTSMeets TSCPL customer-service expectations consistently FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Conveys a welcoming and professional attitude when interacting with customers FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Promotes the Library’s values and services in customer interactions FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Makes decisions with customer satisfaction in mind FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Scans the environment and pays attention to the needs of the customer FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Initiates customer service interactions FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Builds strong customer relationships FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Recognizes, honors, and responds appropriately to diversity and cultural differences FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Remains positive while managing multiple, competing service demands FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Maintains a calm professional manner in difficult situations and applies effective communication techniques FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX ?______ ______FLEXIBILITY AND INNOVATION FORMTEXT ?????%N/AUDVPRAVG/POINTSHandles change well and is flexible FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Finds alternative ways to reach goals or targets FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Accepts new responsibilities and assignments willingly FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Displays an ongoing commitment to learning and self-improvement FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Clarifies priorities when leading change FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Helps others deal with the ongoing demands of change FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Identifies and implements cost-saving measures FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Communicates ideas and observations for improvement of work processes or results FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX ?______ ______COMMUNICATION AND TEAMWORK FORMTEXT ?????%N/AUDVPRAVG/POINTSAccepts constructive criticism FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Offers feedback in a constructive manner FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Works collaboratively and cooperatively with colleagues and supervisor FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Effectively communicates with others orally FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Communicates effectively in writing FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Understands and learns from what others say FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Fosters consensus building at meetings FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Fosters a positive and inclusive work environment FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX ?______ ______LEADERSHIP AND PROJECT MANAGEMENT SKILLS FORMTEXT ?????%N/AUDVPRAVG/POINTSLeads team meetings and has an agenda FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Sets realistic, measurable goals FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Participates in long-range plan development FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Brings together other departments and employees in the development of strategic plans FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Develops short-term goals and alternatives for accomplishing tasks FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Resolves difficult or complicated challenges FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Develops project alternatives and presents recommendations FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX Gets others excited about and committed to furthering TSCPL objectives FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX FORMCHECKBOX ?______ ______Appraiser’s Comments: FORMTEXT ?????Total Rating Points(to be completed by Human Resources)% Merit (to be completed by Human Resources)Effective Date (Evaluation Date) FORMTEXT ????? FORMTEXT ?????Note: Total rating points below fifty require the establishment of a six-month probationary period. Performance will be reviewed periodically throughout the period and at its end. A second rating points total below fifty will result in termination of employment. Failure to maintain steady improvement progress may also result in termination of employment at any time during or following the probationary period.Staff Member’s Comments (May be submitted separately for attachment)I acknowledge that the above appraisal has been discussed with me, and I understand that my signature does not necessarily imply agreement.Staff Member’s SignatureDateAppraiser’s SignatureDateReviewer’s SignatureDateReviewer’s SignatureDateReviewer’s SignatureDateEMPLOYEE'S PROFESSIONAL DEVELOPMENT AND PERFORMANCE PLANThe supervisor and employee will identify two or three measurable Professional Development, Performance or Project-related goals that the employee has agreed to accomplish over the coming year. Outline goals for degrees, licenses or certification, task mastery or improved behavior. Define applicability of goal to job function. Goals should be specific, measurable, attainable, realistic, and timely. Specify method of learning and time frame for achievement. Professional Development Goals focus on the employee's career growth. Examples include: attending classes, seminars, workshops, on-the-job-training, or self-study programs.Performance Goals are intended to help the employee improve performance, behavior, or conduct. Examples of task-oriented performance goals are improving competencies, improving technical proficiencies, improving time management skills, or improving writing skills. Additionally, the employee can focus on correcting behavioral problems that negatively impact group morale, job performance, or job satisfaction. Examples of such goals are developing conflict-resolution or stress-reduction techniques, building collaborative coworker relationships, or reducing incidents of absenteeism or chronic tardiness. As with Professional Development goals, effective Performance Goals are well defined, measurable, realistic, attainable, and clearly linked to specific job-related outcomes and Organizational Priorities. Project Goals are specific assignments to participate in or manage projects. When setting project-related goals, outline the role of the employee, define the desired results, and state a time frame for completion.Objective 1. FORMTEXT ?????Objective 2. FORMTEXT ?????Objective 3. FORMTEXT ????? ................
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