oa_pa_structured_528

8/7/2019 oa_pa_structured_528

1/6

Performance Appraisal Structured ApproachHuman Resources

Employee Name (Last) (First) (M.I.) Position Title

Performance Period Discussion Date Name of Supervisor Department

INSTRUCTIONS

PERFORMANCE FACTORS

Please rate the employee on each performance factor. The questions under Considerations are provided to help in reaching an accurate score. Forratings of 1 or 0, which indicate deficient performance, please use the Documentation and Comments section to explain performance problems. Attachadditional sheets if necessary.

OPTIONAL FACTORS OR OBJECTIVES

In addition to the performance factors provided, an Optional Performance Factor or Objective section is included for assessing performance on specificresponsibilities or special projects.

PERFORMANCE FACTOR RATING SCALE

(4)

Consistently ExceedsRequirements

Performance consistentlyexceeds requirements; withminimum supervision and/ordirection, achievements are wellbeyond those expected at thislevel.

(3)

Frequently ExceedsRequirements

Performance frequentlyexceeds requirements.Performs the task and/orfunction consistently in atimely manner; initiates and/orvolunteers; performs the taskand/or function at a very highquality level.

(2)

Fully Meets Requirements

Performance fully meets jobrequirements on a consistentbasis.

(1)

Does Not Consistently MeetStandards

Performance sometimesmeets requirements, but notconsistently; improvementnecessary.

(0)

Below MinimumStandards

Performance below minimalacceptable standards;immediate improvementrequired.

PERFORMANCE FACTORS

JOB KNOWLEDGERating: _____

Considerations:

Does the employee demonstrate an understanding of concepts, methods, techniques, principles, etc.necessary to accomplish his/her job duties or lead the work of others?

Is the employee current on technical matters and professional development in his/her area? Does he/sheparticipate in committees and professional groups as necessary?

Does the employee respond accurately to inquiries? Does he/she consult with others and use resourcesas appropriate?

Documentation and Comments:


2/6

QUALITY AND QUANTITY OF WORKRating: _____

Considerations:

Does the employee and/or unit(s) supervised produce accurate, thorough, and reliable results or services promptlyor accurately?

Does the employee and/or unit(s) supervised provide complete, sensitive, and effective services to the

customers or user groups?


JUDGMENT/PROBLEM SOLVING/DECISION MAKINGRating: _____

Considerations:

Does the employee identify key issues to be addressed? Does he/she prioritize well?

Does the employee take the initiative in identifying and researching problems? Does he/she develop appropriate

and creative solutions and select the best alternative? Does he/she take action in a timely manner?In problem resolution situations, does the employee encourage participation of others when appropriate?

Does the employee make decisions in a timely manner after considering all of the factors, consulting with others,and sharing information as appropriate?



3/6

COMMUNICATIONSRating: _____

Considerations:

Does the employee demonstrate effective oral communication skills? Does he/she effectively listen to others,facilitate group discussions, and/or contribute in a positive and supportive manner?

Does the employee develop clear, concise and complete written materials?

Does the employee share information appropriately?


PLANNING AND PRODUCTIVITYRating: _____

Considerations:

Are assignments and projects completed within a specified time frame? Are deadlines consistently met?

Does the employee identify long and short term goals? Does he/she initiate programs or projects? Is his/her workorganized and prioritized appropriately?

Does the employee delegate work when appropriate? Does he/she consult with his/her supervisor regardingthe department workload as necessary?


FINANCIAL AND RESOURCE MANAGEMENTRating: _____

Considerations:

Does the employee plan for current and future needs space, budget, staff, supplies, equipment, etc.?

Does the employee remain within his/her budget in meeting objectives? Does he/she monitor and controlexpenses?

Does the employee oversee efficient utilization of supplies, equipment, and other resources so as to control costswhile maintaining or improving service?



4/6

RELATIONSHIPS WITH CUSTOMERS, COLLEAGUES, COWORKERS, ETC.

Rating: _____Considerations:

Does the employee promote an emphasis on customer satisfaction and the importance of responding courteouslyand promptly to all internal and external customers?

Does the employee exhibit the ability to adapt to different personalities and cultures?

Does the employee maintain a calm and professional approach to pressure?

Does the employee work in a positive, supportive way with students, staff, faculty, public, other departments, etc.?

Documentation and Comment:

LEADERSHIP AND SUPERVISORY SKILLSRating: _____

Considerations:

Does the employee select, train, and develop employees effectively?

Does the employee provide ongoing supervisory feedback, including conducting regular performance appraisals?

Does the employee identify development opportunities and actively solicit employee input on work methods,supervision, etc.

Does the employee direct the work of others as to achieve optimum productivity? Does he/she solicit feedback foremployees on an ongoing basis?

Does the employee consistently elicit support and cooperation from others when presenting ideas and concepts?Does he/she facilitate group processes to accomplish goals? Does he/she demonstrate the ability to persuadeothers to cooperate in achieving plans?



5/6

ADHERENCE TO UNIVERSITY POLICIES AND PROCEDURES

Rating: _____Considerations:

Does the employee adhere to and promote the University of Oregons diversity initiatives? Does he/she willinglyembrace the diverse cultures present on the University of Oregon campus?

Does the employee comply with university policies?

Does the employee consistently practice and promote a safe working environment in compliance with the employeesafety guidelines and practices as outlined the Department of Environmental Health and Safetys policies andprocedures?


OPTIONAL PERFORMANCE FACTOR OR OBJECTIVE: ____________________________________ (Identify Factor/Objective)

Rating: _____Identify Expectations and Considerations:

_______________________________________________________________________________________

_______________________________________________________________________________________

_______________________________________________________________________________________

_______________________________________________________________________________________

_______________________________________________________________________________________

_______________________________________________________________________________________

_______________________________________________________________________________________



6/6

Specific contributions and achievements:

COMMENTS AND SIGNATURES

Improvement opportunities:

Training and development recommendations:

Goals or action plans for rating period:

Other comments:

SUPERVISORS SIGNATURE:

___________________________________________________________________ ______________________ Signature Date

EMPLOYEES SIGNATURE:

___________________________________________________________________ ______________________ Signature Date

Documents

oa_pa_structured_528