Home | Library of Congress



Employee Don AdamsAppraisal Period10/1/2017-9/30/2018Employee TitleChief Technology AgentService UnitAdministrative Control OfficeSupervisor/TitleEdward Platt, Chief of Administrative Control OfficePerformance Plan Signatures Performance requirements for the above period have been established in consultation with the employee, who has received a copy.Employee Signature __Don Adams__________________________________________ Date__10/15/17__________Supervisor Signature ____ Ed Platt__________________________________________ Date___10/15/17_________Progress Review Signatures At a minimum, one progress review must be conducted annually, generally mid-way during the appraisal period.A progress review was conducted and included a discussion of:the progress being made toward meeting the performance requirements and objectives of the critical elements included in the performance plan;the need for changes in the plan based on changes in performance requirements, objectives, or responsibilities; andthe identification of any performance deficiencies and recommendations on how to improve them by the supervisor.Employee Signature _____________________________________________________ Date____________________Supervisor Signature _____________________________________________________ Date____________________Performance Appraisal Signatures – Proposed Summary Rating is not final until reviewed by the Performance Review Board and approved by the Librarian. The employee and supervisor should sign the appraisal before it is sent to the Performance Review Board and Librarian for consideration.Employee Signature _____________________________________________________ Date____________________Supervisor Signature _____________________________________________________ Date____________________Instructions: Use the following table to calculate the overall summary rating. First, choose the critical element rating and enter the corresponding points. Then, multiply points by the designated critical element weight to get the weighted rating. Finally, add the weighted ratings to get the overall summary rating. Critical Element Rating Symbol/Points: (Use assigned whole numbers only) Outstanding (O) = 5 pts.; Commendable (C) = 4 pts.; Successful (S) = 3 pts.; Minimally Successful (MS) = 2 pts.; Unsatisfactory (U) = 0 pts.Critical ElementRating SymbolPointsWeightWeighted RatingOverall Summary Rating? Outstanding (4.70-5.00) ? Commendable (3.70-4.69) ? Successful (2.70-3.69)? Minimally Successful (2.00-2.69) ? Unsatisfactory (less than 2.00)Results DrivenSymbolPointsWeightWeighted RatingLeading ChangeSymbolPointsWeightWeighted RatingLeading PeopleSymbolPointsWeightWeighted RatingBusiness AcumenSymbolPointsWeightWeighted RatingBuilding CoalitionsSymbolPointsWeightWeighted RatingTotal100%Weighted RatingEmployee Don AdamsAppraisal Period10/1/2017-9/30/2018Performance Plan Goal AlignmentInstructions: Identify at least one strategy, Annual Performance Goal (APG) or unit priority to which the performance requirements are aligned and for which the employee is responsible and/or to which he or she will contribute.Goal #Goal Alignment1.LC Strategic Plan Strategy: ? Deploy a dynamic state-of-the-art technology infrastructure that follows best practices and standards.APG or Unit Priority: Increase standardization of IT products and services to improve efficiency and realize cost savings.2.LC Strategic Plan Strategy: ? Deploy a dynamic state-of-the-art technology infrastructure that follows best practices and standards.APG or Unit Priority: Improve access to current information for management and staff.3.LC Strategic Plan Strategy: Click to choose an LC Strategic Plan Strategy.APG or Unit Priority: Click here to enter APG or Unit Priority.4.LC Strategic Plan Strategy: Click to choose an LC Strategic Plan Strategy.APG or Unit Priority: Click here to enter APG or Unit Priority.5.LC Strategic Plan Strategy: Click to choose an LC Strategic Plan Strategy.APG or Unit Priority: Click here to enter APG or Unit Priority.Employee Don AdamsAppraisal Period10/1/2017-9/30/2018Performance Plan and Appraisal Critical Element 1. Results Driven (Must be weighted higher than any other critical element) Weight: 30 %Minimum Weight=10%Definition: This critical element involves the ability to meet organizational goals and customer expectations. Inherent to this element is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems and calculating risks.Performance Requirements for Successful Level of PerformanceInstructions: Include 3-5 specific performance requirements expected of the executive during the appraisal period, focusing on measurable outcomes from the strategic plan or other measurable outputs and outcomes clearly aligned to organizational goals. Goal AlignmentInstructions: Include the goal # from the previous page to which the performance requirement aligns.1. By June 1, 2018, implement an updated template for service level agreements across the Library to establish a clear understanding of the role of OCIO staff and scope of services.12.By July 31, 2018, update division intranet site so that it provides staff with easier access to up-to-date and accurate operational information of importance to managers, supervisors and administrative staff. The website will conform to the Library’s Standard User Interface guidelines and ensure accessibility for all users.23.By August 28, 2018, improve knowledge management within the division by implementing a system to track division projects and related documentation. The system will be implemented in accordance with IT security policies, ensure at least 90% data accuracy, and allow supervisors and administrative staff the ability to easily search the information.Click here to enter performance requirement.24.Click here to enter performance requirement.#5.Click here to enter performance requirement.#Employee Don AdamsAppraisal Period10/1/2017-9/30/2018Performance Appraisal NarrativeInstructions: In the space provided, describe specific achievements, results, and behaviors justifying the employee’s performance rating based on the performance plan and check the rating for this critical element at the end of the appraisal period. Refer to attached accomplishments if provided by the employee.Click here to enter text.Results Driven Rating? Outstanding ? Commendable ? Successful ? Minimally Successful ? UnsatisfactoryEmployee Don AdamsAppraisal Period10/1/2017-9/30/2018Critical Element 2. Leading ChangeWeight: 20 %Minimum Weight=10%Definition: This critical element involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this element is the ability to establish an organizational vision and to implement it in a continuously changing environment.Performance Requirements for Successful Level of PerformanceDevelops and implements an organizational vision that integrates key organizational and program goals, priorities, values and other factorsAssesses and adjusts to changing situations, implementing innovative solutions to make organizational improvements, ranging from incremental improvements to major shifts in direction or approach, as appropriateBalances change and continuityContinually strives to improve service and program performanceCreates a work environment that encourages creative thinking, collaboration and transparencyMaintains program focus, even under adversityPerformance Appraisal NarrativeInstructions: In the space provided, describe specific achievements, results, and behaviors justifying the employee’s performance rating based on the performance plan and check the rating for this critical element at the end of the appraisal period. Refer to attached accomplishments if provided by the employee.Click here to enter text.Leading Change Rating? Outstanding ? Commendable ? Successful ? Minimally Successful ? UnsatisfactoryEmployee Don AdamsAppraisal Period10/1/2017-9/30/2018Critical Element 3. Leading PeopleWeight: 20 %Minimum Weight=10%Definition: This critical element involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this element is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.Performance Requirements for Successful Level of PerformanceDesigns and implements strategies that maximize employee potential and fosters high ethical standards in meeting the organization’s vision, mission and goalsEnsures employee performance plans are aligned with the organization’s mission and goals, that employees receive constructive feedback and that employees are realistically appraised against clearly defined and communicated performance standards, if applicableCompletes workforce performance management documents for subordinates by established due dates, according to LC regulations, policies, and directives, if applicableHolds employees accountable for appropriate levels of performance and conduct, if applicableSeeks and considers employee inputProvides an inclusive workplace that fosters the development of others to their full potential, allows for full participation by all employees, facilitates collaboration, cooperation and teamwork and supports constructive resolution of conflictsRecruits, retains and develops the talent needed to achieve a high quality, diverse workforce that reflects the nation, with skills needed to accomplish organizational performance objectives while supporting workforce diversity, workplace inclusion and equal employment policies and programsPerformance Appraisal NarrativeInstructions: In the space provided, describe specific achievements, results, and behaviors justifying the employee’s performance rating based on the performance plan and check the rating for this critical element at the end of the appraisal period. Refer to attached accomplishments if provided by the employee. Leading People Rating? Outstanding ? Commendable ? Successful ? Minimally Successful ? UnsatisfactoryEmployee Don AdamsAppraisal Period10/1/2017-9/30/2018Critical Element 4. Business AcumenWeight: 20 %Minimum Weight=10%Definition: This critical element involves the ability to manage human, financial, and information resources strategically.Performance Requirements for Successful Level of PerformanceAssesses, analyzes, acquires and administers human, financial, material and information resources in a manner that instills public trust and accomplishes the organization’s missionUses technology to enhance processes and decision makingExecutes the operating budget, prepares budget requests with justifications and manages resourcesPerformance Appraisal NarrativeInstructions: In the space provided, describe specific achievements, results, and behaviors justifying the employee’s performance rating based on the performance plan and check the rating for this critical element at the end of the appraisal period. Refer to attached accomplishments if provided by the employee. Business Acumen Rating? Outstanding ? Commendable ? Successful ? Minimally Successful ? UnsatisfactoryEmployee Don AdamsAppraisal Period10/1/2017-9/30/2018Critical Element 5. Building CoalitionsWeight: 10 %Minimum Weight=10%Definition: This critical element involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.Performance Requirements for Successful Level of Performance Solicits and considers feedback from internal and external stakeholders or customersCoordinates with appropriate parties to maximize input from the widest range of appropriate stakeholders to facilitate an open exchange of opinion from diverse groups and strengthen internal and external supportExplains, advocates and expresses facts and ideas in a convincing manner and negotiate with individuals and groups internally and externally, as appropriateDevelops a professional network with other organizations and identifies the internal and external politics that affect the work of the organizationPerformance Appraisal NarrativeInstructions: In the space provided, describe specific achievements, results, and behaviors justifying the employee’s performance rating based on the performance plan and check the rating for this critical element at the end of the appraisal period. Refer to attached accomplishments if provided by the employee. Building Coalitions Rating? Outstanding ? Commendable ? Successful ? Minimally Successful ? UnsatisfactoryEmployee Don AdamsAppraisal Period10/1/2017-9/30/2018Summary Level Rating DefinitionsOutstanding: A level of exceptional, high-quality performance. The individual has performed so well that Library goals have been achieved that would not have otherwise been accomplished. The individual's mastery of technical skills and thorough understanding of the Library’s and service unit’s mission and values have been fundamental to the completion of program objectives. The individual has exerted a major positive influence on management practices, operating procedures, and program implementation, which has contributed substantially to the Library's growth and recognition. Preparing for the unexpected, the individual has planned and used alternate ways of reaching goals. Difficult assignments have been handled intelligently and effectively. In writing and speaking, the individual presents complex ideas clearly on a wide range of difficult issues. The individual is a strong leader who works well with others and handles difficult situations effectively. The individual encourages independence and risk-taking among subordinates and/or colleagues, yet takes responsibility for his or her actions. The individual serves as a major positive influence in fulfilling the Library's commitment to inclusiveness, fairness, and diversity. The individual makes unique and noteworthy contributions to facilitate a professional and ethical environment and the development of his or her and/or mendable: A level of high-quality performance. The individual has exceeded expectations in critical areas and shows sustained support of Library goals. The individual's performance and initiative are worthy of special notice. Many job aspects are performed in an outstanding manner. The effective planning of the individual has improved the quality of management practices, operating procedures, or program activities. The individual has developed or implemented workable and cost-effective approaches to meeting Library goals. The individual has demonstrated an ability to get the job done well in more than one way, while handling difficult and unpredicted problems. The individual writes and speaks clearly on difficult subjects to a wide range of audiences. The individual is an effective leader, establishes sound working relationships, and shows good judgment when dealing with peers and subordinates. He or she provides opportunities for staff to have a meaningful role in accomplishing organizational objectives and makes special efforts to improve the performance of peers and subordinates. The individual serves as a major positive influence in fulfilling the Library's commitment to inclusiveness, fairness and diversity. The individual makes significant contributions to the Library’s diversity goals.Successful: A level of sound performance. The individual has contributed positively to Library and service unit goals. All critical element activities that could be completed are. The individual effectively applies technical skills and organization knowledge to get the job done. The individual is a capable leader who works successfully with others. If a supervisor, the individual rewards good performance and corrects poor performance through sound use of the Library’s performance management system. Subordinates are selected and assigned in ways which use their skills effectively. The individual shows a strong commitment to fair treatment, diversity, and inclusiveness goals of the Library. The individual makes contributions to the Library’s diversity goals.Minimally Successful: A level of performance that is minimally acceptable but shows significant deficiencies that require correction. The individual's work is marginal in one or more major activities of the critical element, jeopardizing attainment of the element and the Library's mission and goals. Most of the following deficiencies are typically, but not always, characteristic of the individual's work: lack of awareness of Library-wide policy implications of assignments; reluctance to accept responsibility; incomplete performance of one or more important areas of the field of work; and lack of clarity in writing and speaking. With respect to leadership skills, most of the following deficiencies are typically, but not always, characteristic of the individual's work: failure to motivate subordinates and/or colleagues; and failure to provide sufficient motivation to realize the Library's needs and his or her subordinates' and/or colleagues’ roles in meeting those needs. The individual is committed to diversity and inclusiveness only to the minimum extent required, as is evidenced through inadequate coordination and monitoring of programs and inadequate or inappropriate use of human and other resources.Unsatisfactory: A level of unacceptable performance. Work products do not meet the minimum requirements of the critical element. Most of the following deficiencies are typically, but not always, characteristic of the individual's work: little or no contribution to Library mission or goals; failure to meet work objectives; failure to work well with peers or subordinates; failure to respond to client needs; and inattention to organizational priorities and administrative requirements. With respect to leadership skills, most of the following deficiencies are typically, but not always, characteristic of the individual's work: if a supervisor, inadequate guidance to subordinates; inattention to work progress; and failure to motivate subordinates to meet goals. The individual does not exhibit a commitment to diversity and inclusiveness and makes little or no contribution to improving the employment profile of minorities, women, and persons with disabilities at the Library. ................
................

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

Google Online Preview   Download