Job Knowledge/Professional Development
Job Knowledge/Professional Development ? Technically and professionally skilled in all position responsibilities and duties. Seeks new skills and opportunities
for self development.
5 ? Exceptional
4 ? High
3 ? Satisfactory
2 ? Fair
1 ? Unsatisfactory
Possesses job knowledge that Demonstrates thorough
Demonstrates a basic
Has mastered the application Shows a basic lack of
is demonstrated thorough
understanding of all
understanding of all job
of most procedures and
understanding of how to
understanding of how to
procedures and processes
knowledge skills, procedures processes required for fully
perform routine assignments,
perform regular work
required to effectively perform and processes; knows
successful job performance. even after repeated
assignments as well as how all assignments. Very rarely resources to seek guidance In those areas where
orientation. Frequently
those assignments relate to needs help regarding how to for clarification as needed.
additional knowledge and
requires assistance from
other areas. Serves as
execute a given assignment. May seek clarification on new expertise are required,
supervisor or others in order
resource to others regarding When new procedures or
assignments, but once
satisfactory or better progress to complete task due to lack of
work processes and
processes are introduced,
understood does not need
is being demonstrated toward knowledge of applicable
procedures. Significantly
learns quickly and begins
additional support and can
their attainment. Requires
procedures. Appears to work
exceeds expectations on all efficient application.
apply process to a similar
above average level of
independent of established
tasks. Continuously strives to Consistently produces quality assignment. Willing to
supervision on most tasks to department mission. Requires
further improve job
work under minimal
expand job knowledge with be effective. Accepts
high levels of supervision to
knowledge. Constantly solicits supervision. . Uses
supervisory guidance. Seeks performance feedback and
effectively complete job
feedback from others
performance feedback to
and accepts feedback
demonstrates a willingness to duties. Unwilling to accept
regarding their performance. effectively alter and improve regarding performance and apply such information to
feedback from others
subsequent performance.
demonstrates a willingness to improving performance. Has regarding performance. Is not
Often seeks ways to expand apply such information to
demonstrated desire to
interested in acquiring
job knowledge to support the improving performance. Has acquire additional
additional skills/knowledge
mission of the department.
demonstrated desire to
skills/knowledge that will allow that will allow them to
acquire additional
them to contribute to the
contribute to the fulfillment of
skills/knowledge that will allow fulfillment of the department's the department's goals.
them to contribute to the
goals but has not followed
fulfillment of the department's through with acquiring new
goals.
skills or knowledge.
Leadership Skills/People Development ? Displays initiative. Motivates subordinates. Fosters teamwork. Develops high professional goals, objectives and
deadlines.
5 ? Exceptional
4 ? High
3 ? Satisfactory
2 ? Fair
1 ? Unsatisfactory
Consistently demonstrates
Demonstrates a thorough
Demonstrates an
Understands most important Cannot provide an adequate
knowledge and support of the understanding of key goals
understanding of key goals
aspects of department goals. explanation of department
mission and business plans of and mission of department. and mission of department. Works well within a team
mission and strategy when
the department. Inspires and Understands how their
Develops working
structure but does not serve in asked. Shows no desire to
guides others toward goal
professional/technical
relationships in order to
a leadership role or foster
know and understand
accomplishments; consistently knowledge, skills, and
complete assignments and
teamwork. Sometimes shows departmental goals and
develops and sustains
experience can be applied to ensure consistency within the initiative by taking action
strategy. Unwilling to take
cooperative working
fulfill department mission and department. Facilitates team without being asked or told. action without being first told
relationships; fosters
goals. Is able to find way to oriented work processes
When faced with obstacles, to do so by a peer or
commitment, team spirit, pride engage others through
through application of basic often gets "stuck" in
supervisor. Waits for others to
and trust; shares leadership teamwork. Develops and
project management skills.
frustration. Generally accepts take action first. Has not
and helps the team become sustains cooperative working Works to overcome obstacles responsibility for assigned
become familiar with work
interdependent by facilitating relationships; fosters
but occasionally needs
work and performs tasks as environment and available
participation and group
commitment, team spirit, pride direction and support to
directed; however when
resources. Is not fully adept
interaction. Consistently
and trust. Always performs succeed. Accepts
obstacles prevent a task from at basic aspects of work
demonstrates ability and
assigned tasks as directed. responsibility for assigned
being completed, may stop
routines and processes and
willingness to seize
Persistent in overcoming
work and performs tasks as work and wait for direction.
does not seem able to
opportunities and resolve
obstacles. Consistently
directed. Most of the time
Becoming more familiar with progress at an acceptable or
problems. Sees what needs to accepts responsibility for
ensures that results are
work environment and
better rate.
be done and takes
assigned work and performs complete and meet
available resources. While
appropriate action. Often
tasks as directed. Always
expectations prior to
not fully adept at all aspects of
completes tasks ahead of
ensures that results are
beginning a new assignment. work routines and processes,
schedule and provides
complete and meet
is progressing at an
assistance to others.
expectations prior to
acceptable or better rate.
Understands and
beginning a new assignment.
demonstrates the ability to
effectively prioritize
assignments to make the
most efficient use of time and
resources.
Problem Solving/Decision Making ? Gives reasonable consideration to all facets of issues that may arise. Gathers and analyzes information. Seeks input and
positive feedback from others. Makes timely decisions. Communicates decisions to all affected parties. Resolves conflict in a positive manner.
5 ? Exceptional
4 ? High
3 ? Satisfactory
2 ? Fair
1 ? Unsatisfactory
Displays creativity in seeking
Always approaches
Usually approaches problem Is transitioning in the area of At times, decisions are hastily
solutions to problems and in
problem solving in a
solving in a systematic
problem solving and decision made without fully considering
making decisions. Is able to
systematic manner.
manner. Often seeks
making. Has come to
the possible consequences.
integrate new ideas with current Identifies all resources
resources available for help understand the need for a
Problem solving efforts are
approaches. Effectively identifies available for help and
as necessary. Assures proper more comprehensive
erratic and often not totally
potential problems before they
involves peers and
documentation and follows up approach to reaching
effective. Tends to work alone
arise and acts on problems in the subordinates as
to ensure problem is resolved. solutions and recommending on problems, not soliciting the
early stages. Once solved,
necessary. Tracks issue, Decisions are well thought out outcomes or taking action. Is input of peers or subordinates.
problems do not arise again.
keeps management
and made in a timely. Often willing to listen to a variety of The same or similar problems
Makes good decisions with limited abreast of concerns and interacts with a variety of
opinions. Demonstrates a
seem to reoccur on a regular
but accurate information while
follows up to ensure
individuals in an assortment of willingness to learn from
basis. Lacks ability to adapt
working within schedule. Actively problem is does not
settings. Can accurately
mistakes/failures in order to behavior in accordance with
seeks input when making
reoccur. Decisions are
assess situational demands adapt behavior effectively.
situational demands.
decisions and openly encourages well thought out and made and employ appropriate
a diversity of opinions. Possesses in a timely and logical
behavioral response.
a variety of strategies for solving manner. Keeps supervisor
problems.
informed of progress and
results on a regular basis.
Effectively follows up to
ensure objectives are met.
Relationship Building ? Maintains healthy working relationships. Team player. Good listener. Appreciates diversity of others.
5 ? Exceptional
4 ? High
3 ? Satisfactory
2 ? Fair
Builds and maintains outstanding Builds and maintains
Develops successful working Has difficulty at times
working relationships with others. successful working
relationship with others; may interacting appropriately with
Consistently demonstrates the
relationships with others. need guidance from
others. May apply basic
highest level of understanding,
Shows respect for others. peers/supervisor in
communications skills but, at
courtesy, tact, empathy, and
Applies active listening
understanding his/her role in times, behavior indicates lack
concern in all interactions. Is
skills to most situations. being a team player and
of understanding of and/or
sought out by others to provide
Deals calmly and
maintaining a healthy working respect for others. Often has
input into resolving a issue
effectively with stressful relationship. Listens well,
difficulty dealing with stressful
between employees. Actively
situations. Appreciates a applying best practices in
situations.
seeks input from relevant sources variety of perspectives.
communication to ensure
when making decisions and
information is received and
openly encourages a diversity of
understood. Appreciates a
opinions. Always willing to listen
variety of inputs but
to multiple perspectives. Excellent
occasionally does not seek
at managing stressful situations.
other perspectives due to
perceived time constraints or
project constraints.
1 ? Unsatisfactory Has difficulty building and maintaining good working relationships with others. Demonstrates lack of sensitivity toward others. Does not listen to others; does not apply basic communication skills to ensure information is being shared appropriately. Avoids a diverse set of options. Avoids stressful situations.
Communication Skills ? Is skilled at oral and written communications. Demonstrates effective interpersonal communication with subordinates, peers and
supervisors.
5 ? Exceptional
4 ? High
3 ? Satisfactory
2 ? Fair
1 ? Unsatisfactory
Demonstrates oral and/or
Communicates with others
Effectively communicates with Generally presents ideas in a Often fails to make thoughts,
written communications skills effectively, speaking and/or in other in speaking and/or
clear, concise manner
ideas and explanations clear
that result in very clear and
writing. Possesses and uses writing but may seek
however may not be able to to others, speaking and/or in
concise messages and
vocabulary required to
advice/editorial input from
sort "good to know" from
writing. Feedback is typified
feedback. Exhibits the ability successfully express
peers or supervisor. In most "must know" information. Not by the need to reword or
to explain or describe in a
thoughts, ideas and
cases presents thoughts and as confident in
elaborate in order to obtain
manner that is easily
explanations. Presents
ideas in a clear, concise
communications skills. Only required level of
understood by most
comprehensive feedback.
manner.
occasionally is additional
understanding.
recipients.
Keeps supervisor and co-
feedback is required to ensure
workers informed.
understanding of message.
Organizational Citizenship ? Volunteers to carry out task activities that are not formally part of a job. Persists with extra enthusiasm or effort when necessary to
complete task activities successfully. Helps others. Follows organizational rules and procedures even when doing so is inconvenient. Endorses supports and
defends organizational objectives.
5 ? Exceptional
4 ? High
3 ? Satisfactory
2 ? Fair
1 ? Unsatisfactory
Consistently demonstrates ability and Frequently takes action
Often takes action without Sometimes attempts to take Unwilling to take action
willingness to seize opportunities and without being asked or told being asked or told by a
action without being asked or without being first told to
resolve problems. Sees what needs to by a peer or supervisor.
peer or supervisor. When told. When faced with
do so by a peer or
be done and takes appropriate action. Persistent in overcoming faced with obstacles either obstacles, often gets "stuck" in supervisor. Waits for
Significantly exceeds expectations on obstacles. Consistently
finds a course of action or frustration. Requires above
others to take action first.
all tasks with minimal supervision.
produces quality work
seeks guidance to
average level of supervision Requires high levels of
Pushes the limits of his or her job
under minimal supervision. overcome. Generally
on most tasks to be effective. supervision to effectively
toward the achievement of goals.
Always has a
produces quality work under Is learning to appreciate the complete job duties. May
Makes sound judgments about when comprehensive picture of minimal supervision. Is goal significance of goal setting and tend to lose sight of
and where to take risks in order to
the end results desired. Is oriented by may need
achievement. Is beginning to desired end results by
obtain results. Impacts and influences goal orientated and
assistance in prioritizing
show understanding of scope becoming too immersed
others in promoting his or her point of effectively prioritizes the
resources, projects. Keeps of strategic initiatives and the in project or process
view. Reacts immediately and
channeling of available
supervisor informed of
relationship to shorter term
detail. Often loses track of
effectively to changes in plans and
resources. Keeps
progress as needed, not in a goals.
and therefore is unable to
priorities. Shows exceptional ability supervisor informed of
formal or routine manner.
communicate progress or
when forced to manage through a
progress and results on a Seeks to understand new
lack thereof. Tends to
crisis situation. Views new challenges regular basis. Effectively
policies/ initiatives in order to
lose sight of the "big
as opportunities for improvement and follows up to ensure
support them and encourage
picture." Consistently
embraces change enthusiastically.
objectives are met.
others to do the same.
unreceptive to change
Embraces new
initiatives and unwilling to
policies/initiatives and
make an effort to conform
encourages others to do
to new policies/initiatives
likewise.
................
................
In order to avoid copyright disputes, this page is only a partial summary.
To fulfill the demand for quickly locating and searching documents.
It is intelligent file search solution for home and business.
Related download
- question and questionnaire design stanford university
- evaluating the quality of health care the office of
- michael west developing cultures of high quality care
- friendship quality and social development purdue
- job knowledge professional development
- effective practice outdoor learning
- word choice reference for describing performance
- power phrases to build your resume
- high quality professional development for teachers
- parent family community involvement in education
Related searches
- why is job knowledge important
- top 10 professional development goals
- job knowledge performance review phrases
- professional development plan template word
- teacher professional development goals e
- teacher professional development goal sheet
- list of professional development goals
- professional development classes for educators
- professional development plan template free
- professional development plan template
- free professional development for teachers
- middle school professional development plan