2013/2014
PERFORMANCE MANAGEMENT RECORD – Section 1
2013/2014 Performance Plan
for
Cabinet Members
LAST
FIRST
MIDDLE INITIAL
Name:
Position Title:
Division/Department:
Rating Period: 2013 – 2014
At the beginning of the performance cycle, the University President will work with Cabinet
Members to align their responsibilities and duties with the strategic initiatives of the University.
Performance expectations related to division level strategic plans and goals, including quantity,
quality, and cost measures, are documented in PMR Section I: Performance Plan.
1. Cabinet Members are encouraged to prepare division level strategic plans and goals as
input to be considered by the President when planning performance expectations.
2. After establishing performance expectations, the President will discuss them with the
Cabinet Member to ensure that they are clearly understood and they reflect the duties
assigned in the Cabinet Member’s position description.
3. The position description and the Performance Plan need to be signed at the beginning of
each Performance Cycle by the President, and the Cabinet Member.
FY14 Cabinet Member PMR
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2013/2014
Definitions

Critical Elements: The core duties and responsibilities, which are primary and essential to the
work that will be performed and are consistent with the employee’s position description.
Internal and external service excellence is a required critical element for all employees.
Performance management is a required critical element for all supervisory employees.

Performance Expectations: The quantitative and qualitative measures against which each
duty will be assessed, and that need to be accomplished in support of the core responsibilities.
These statements should be brief, and should identify effectiveness measures like quantity and
quality of work, cost, timeliness, or other measures.

Exceeds Expectations: This is a level of rare, high-quality performance. The quality and
quantity of the employee’s work substantially surpass the Achieved Expectations performance
level and rarely leaves room for improvement. The impact of the employee’s work is so
significant that organizational objectives are accomplished that otherwise would not have been.
The accuracy and thoroughness of the employee’s work on this element are exceptionally
reliable. The employee significantly improves the work processes and products for which he or
she is responsible.

Achieved Expectations: Performance at this level represents the range of accomplishments
that are expected of all employees. The quality and quantity of work are consistently on target.
Problems are not frequent or significant enough to create serious adverse consequences and are
dealt with effectively. The work product is usually accurate and delivered on time.

Below Expectations: Performance at this level is less than expected for the position.

Failed Expectations: The quality and quantity of the employee’s work under this element are
not adequate for the position. The employee’s work products fall short of requirements for the
critical element. Tasks are not completed with the needed degrees of accuracy and
thoroughness. Products arrive late or often require major revision because they are incomplete
or inaccurate in content.

Strategic Initiatives: Planning and implementing sound strategies and action steps designed to
accomplish University goals (see position description).

Customer Satisfaction: Build a service-oriented culture, which results in satisfied internal and
external customers (see position description).

Resource Management: Lead and/or manage staff performance, fiscal resources, equipment,
and other administrative responsibilities while enforcing University policies and procedures
(see position description).

Leadership: Pursue new and innovative ways to improve the delivery of services. Inspire
confidence and build trust in all work relationships. Remain current on developments in the
field. Champion learning and professional development. Solve problems collaboratively (see
position description).
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2013/2014
Section I – Performance Planning
Instructions:
In the order of importance, use the table below to list up to six core duties and their related
performance expectations. Use the Cabinet Member’s position description and current Division and
University Strategic initiatives as guidance. If additional pages are required, please sign, date, and
attach them to this form.
Please note:
1. “Provide excellent service to current and prospective students, to University employees, and to
the larger community” is a core duty of all UDC employees.
2. “Effectively administer the UDC Performance Management process” is a core duty of all UDC
management employees.
Critical Elements
PMR Performance Plan
Core Duties and Responsibilities
Performance Expectations
a. Provide a courteous greeting to all
students, staff, and community members
1. Provide excellent service to current and
prospective students, to University
employees, and to the larger community.
b. Assess needs by asking relevant
questions and using active listening
techniques
c. Provide accurate information, and follow
through on commitments so that issues
are resolved on a timely basis
2. Administer the UDC Performance
Management process
a. Expectations are clearly communicated
and relate to the goals and objectives of
the division, department or unit
b. Staff members receive frequent
constructive feedback
c. The requirements of the performance
planning, feedback, and evaluation
system are met, and evaluations are
FY14 Cabinet Member PMR
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2013/2014
completed by established deadlines with
proper documentation
d. Performance issues are addressed and
documented as they occur.
e. Safety issues are reviewed and
communicated to assure a safe and
healthy workplace.
3.
4.
5.
6.
FY14 Cabinet Member PMR
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2013/2014
PMR Section 1: Performance Plan
Acknowledgements Page
President Signature: (Certifies that the employee has been given
a current Position Description and a copy of her/his Performance
Plan.)
Date:
Cabinet Member Signature: (Acknowledges receipt of Position
Description and Performance Plan)
Date:
Employee
comments
attached?
Yes
FY14 Cabinet Member PMR
No
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