Needs Improvement – Demonstrates minimal knowledge of job. Shows a lack of attention to detail; accuracy is not an ongoing priority. Regularly has difficulty meeting minimum quality standards. Makes little or no effort to keep knowledge current through staff/professional development activities.

Meets Expectations – Demonstrates acceptable level of job knowledge and makes efforts to keep knowledge current through staff/professional development activities. Generally thorough in effort and produces good quality work.

Exceeds Expectations – Demonstrates very high level of job knowledge and continually strives to improve professional knowledge through staff/professional development activities, additional education, networking opportunities, and other means. Consistently takes the initiative to produce work of high quality. Has a strong sense of quality and knows how to achieve it. Almost always looks for and makes continuous improvements in key processes and procedures.

Needs Improvement – Does not communicate with supervisor or others effectively or in a timely manner. gives a negative impression when communicating with co-workers or the public. Does not display the level of communication skills needed for the position.

Meets Expectations – Adjusts communication styles to different situations and audiences. Possesses effective listening skills. Writes clearly and concisely. Speaks clearly, tactfully, and concisely. Shares information and keeps others informed. Demonstrates effective use of active listening skills and is receptive to the communication of others.

Exceeds Expectations – Maintains clear lines of communication with a wide range of individuals based on a high degree of trust and credibility. Presents oneself clearly and articulately when speaking with an individual or before a group ensuring that others fully comprehend the intended message. Reports are well written, accurate, comprehensive, and supported by data using clear, concise language and proper grammar.

Needs Improvement – Assumes little responsibility for your own actions. Frequently blames circumstances or others for inability to perform effectively. Typically resists taking corrective steps to address undesired outcomes.

Meets Expectations – Accepts responsibility for self and contribution as a team member. Follows through and takes ownership for achieving objectives. Admits when a mistake is made and looks for ways to improve. Demonstrates an ability to re-prioritize tasks as unplanned events occur to ensure that department/division goals are ultimately met.

Exceeds Expectations – Accepts full responsibility for own actions. Holds direct reports accountable for their own performance, behavior, & attitude (if applicable). Always willing to take corrective steps to address any undesired outcomes.

Needs Improvement – Does not actively participate in staff development activities relating to inclusion and cultural competency. Behaviors provide evidence of inadequate cultural competency. Has difficulty communicating in a positive, inclusive manner with other people.

Meets Expectations – Relates well with individuals of varying backgrounds and seeks to understand others and their opinions. Understands diversity issues and creates a supportive environment for diverse employees. Behaviors provide evidence of strong cultural competency. Has attended at least two inclusion related activities sponsored by the Diversity Council, Student Association, Human Resources Office, or other College group.

Exceeds Expectations – Demonstrates the courage to confront racism, oppression, and microaggression in the workplace. Serves as an appropriate role model to colleagues and students by sponsoring or actively participating on a regular basis in campus activities aimed at increasing understanding of inclusion related issues. Makes hiring decisions (if applicable) that foster diversity and inclusion.

Needs Improvement – Performs assigned work tasks, offering little or no suggestions for process improvement or new services. Rarely crosses unit lines to perform job functions. Makes very little effort to advance knowledge beyond computer fundamentals. Appears hesitant and/or resistant to changes in surroundings, equipment, procedures, supervisors, etc., with a slowing down of progress or directly related inefficiencies often observed.

Meets Expectations- Adjusts/modifies behavior in a timely manner and acquires new knowledge or skills as needed and/or requested. Makes effective use of time-saving computer techniques appropriate to the job. Able to adapt to new technology and systems. Remains calm and focused during times of change. Generates new ideas and looks for opportunities for on-going learning. Recognizes and learns from mistakes. Strives to continually improve as an individual and assist the College to improve as an organization.

Exceeds Expectations- Approaches change positively and with a forward focus. Actively seeks out opportunities to help the College achieve its goals and mission by taking risks, supporting change, encouraging innovation, and solving problems creatively. Implements new technology solutions to improve productivity. Works —often collaboratively---to overcome barriers and deal constructively with unexpected challenging situations; views barriers as problems to be solved.

IF APPLICABLE

Needs Improvement – Fails to consistently set clear direction and expectations for his/her department/division. Does not independently act. Relies too heavily on the authority of the position to influence employees to accomplish the goals of the department/division. Does not have the respect and confidence of others.

Meets Expectations – Sets clear, reasonable expectations and direction to staff and builds consensus to reach the desired results. Promotes employee development and accountability through performance management, providing regular feedback, positive reinforcement, and coaching. Completes annual performance reviews in a timely manner. Ensures employees are held accountable for their jobs equitably and addresses deficient behavior and/or performance swiftly. Remains visible and approachable and interacts with staff on a regular basis. Displays enthusiasm and encourages others.

Exceeds Expectations –Fosters the development of a common vision and fully participates in creating a unified leadership team that gets results. Engages others in strategic thinking and challenges them to take action. Establishes an innovative climate to motivate and engage staff to accomplish goals and objectives. Leads by example; serves as appropriate role model to colleagues through consistent demonstration of integrity & high ethical standards. Encourages and assists employees to achieve their full potential by creating an environment supportive of continual learning, growth and career advancement opportunities.

Employee Tasks:

1. Employee will enter at least 3 goals from last evaluation cycle into the Description and Status fields.
2. If there were less than 3 or no predetermined goals, enter at least three (3) significant accomplishments during the review period.
3. Select the appropriate Employee Self Rating drop-down.

Supervisor Rating: Select the appropriate rating for each goal or accomplishment.

Overall performance for the rating period. This is not necessarily an average of the areas reviewed; it is an indicator of overall level of contribution to the organization.

Needs Improvement – Examples: the employee does not actively participate in and/or contribute to a positive work environment; has difficulty meeting individual or departmental goals; does not have the skills to meet the expectations of the position.

Meets Expectations – Examples: actively participates in and contributes to a positive work environment; most often completes work within established deadlines; meets performance expectations for the position.

Exceeds Expectations – Examples: promotes and actively contributes to a positive work environment; completes work ahead of schedule; exceeds expectations in the performance of the responsibilities of the position on a consistent basis.

Next-level Supervisor Review.

After the supervisor completes their ratings, the evaluation is forwarded to the next level supervisor (if applicable) for review and possible suggestions/edits.

Employee Supervisor Meeting. Both parties will be notified by email to schedule the review meeting.

2024-2025 Goals.

During the meeting, future goals will be agreed upon. The supervisor will receive a link to the form to enter the goals. These will appear in the next review cycle for rating.

Final Evaluation.

Once the process is complete, all data entered will be merged into a PDF document which will be shared and retained as part of the employee personnel file.