Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
Rating Period:
SSN:
Dept/Agency - Location:
`
Section 1 - Job Expectations and Evaluation
Major Goals of the Unit/Work Group
Major Goals of the Ratee
•
•
I have reviewed this package and have had a face-to-face meeting with my
supervisor to discuss the Major Goals (Unit and Ratee), Major Job
Responsibilities, Essential Criteria, Performance Factors, Point Accumulation
Methodology, and the Evaluation Conversion to the Overall Rating by which I
will be rated. This meeting was held on
(Date).
Ratee Comments
My signature indicates that I have been advised of these PAR elements.
Ratee
-
Date
-
I
Agree
Disagree with the elements of this PAR. -
My signature indicates that the Ratee’s positions have been noted.
Rater
-
Date
-
My signature indicates that the Ratee’s positions have been noted.
Reviewer _____________________________________
-
Date
-
(Use Additional Sheets as Necessary)
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1
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
SSN:
Dept/Agency - Location:
Section 1 - Job Expectations
Rating Period:
(Continued)
Major Job Responsibilities and Essential Criteria for Successful Accomplishment
(Use Additional Sheets as Necessary)
Job Responsibility:
Essential Criteria:
Job Responsibility:
Essential Criteria:
Job Responsibility:
Essential Criteria:
Job Responsibility:
Essential Criteria:
Job Responsibility:
Essential Criteria:
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2
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
Rating Period:
SSN:
Dept/Agency - Location:
Section 2 - Performance Factors
Job Achievement Factors
These factors are directly related to the outputs of the job: Section 1 Major Goals, Job Responsibilities and Essential
Criteria.
Interim
Final
Job Achievement
1
2
3
Factors
Failed to achieve most or Achieved or occasionally Significantly exceeded
all essential quality
exceeded all essential
essential quality criteria.
Overall extent to which
quality criteria.
employee thoroughly and criteria.
accurately meets the quality
criteria.
Quality of Work
Failed to produce an
acceptable amount of
Overall extent to which
work as identified in the
employee produces an
acceptable amount of work essential quantity criteria.
as defined in the quantity
criteria.
Quantity of Work
Timeliness
Overall extent to which
employee meets specified
schedules and deadlines.
Rarely met work
schedules or deadlines.
Often was late in
completing assignments
within specified time
frames.
Produced acceptable or
Significantly exceeded
greater amount of work
essential quantity criteria.
and met or occasionally
exceeded essential quantity
criteria.
Met and occasionally
completed assignments
ahead of specified
deadlines.
Consistently completed
assignments, projects and
job responsibilities ahead
of scheduled deadlines.
Job Achievement
Subtotal
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3
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
Rating Period:
SSN:
Dept/Agency - Location:
Section 2 - Performance Factors
Job Related Factors
These global factors support the performance of the job.
Job Related Factors
Conscientiousness
Displays a high level of
effort and commitment
towards performing
work; demonstrates
responsible behavior.
1
2
3
Failed to address problems
in own task area, was often
off schedule; displayed little
or no commitment to
completing tasks; resisted
learning new skills to
enhance own work.
Solved problems in own task
area; displayed commitment
to completing tasks; learned
new skills to enhance own
work. Occasionally took on
added responsibilities when
requested; displayed
commitment to completing
tasks.
Consistently took on extra
responsibilities voluntarily
to respond to shifting
priorities, or schedules;
displayed a high level of
commitment to the
organization and its
customers through the
quality of work while
completing tasks ahead of
schedule.
Interim
Final
Informal communication
Communication
Effective expression of was ineffective due to
disorganization of thoughts,
ideas, concepts or
directions in individual or and/or inappropriate use of
volume/tone. Formal
group situations, using voice
presentations failed to
supportive gestures, voice inform or persuade due to
level and organization of lack of structure or poor
materials. If
organization. Didn’t listen
communication is
during verbal exchanges.
written, thoughts are
Written communication was
poorly structured, contained
expressed with
poor grammar, or was
appropriate grammar,
difficult to read due to
organization and
inadequate organization.
structure.
Successfully communicated Excelled in the
ideas, thoughts or directions. communication of ideas,
Asked appropriate questions thoughts or directions.
and involved the listener.
Thought well, fast and
Sought clarification and
appropriately on his or her
affirmed understanding in
own feet in formal
verbal exchanges. Used
situations. Informal
appropriate supportive
presentations created word
gestures, voice level and
pictures, leaving no room
organization of materials.
for confusion. Apt
Formal presentations were
questions uncovered
organized and had appropriate lingering confusion.
detail. Written communication Presented complex or
was concise and appropriate technical information in a
for target audience. Key
manner easily understood
Communication flaws
points were understood by
by target audience.
included: poor listening, no intended audience. Affirmed Written communication
organization of thoughts, or understanding with
was letter perfect and
inappropriate gestures.
appropriate questions.
clearly appropriate for
target audience.
Demonstrated inability to Demonstrated a capability to Effectively addressed
Flexibility
modify behavior in response modify behavior in response changing conditions,
Adapts behavior and
to change; was inflexible
to change. Generally adapted emergencies and other
work methods in
and
ineffective
in
to changing conditions and contingencies.
response to changing
performing work under
emergency situations.
Incorporated new
conditions, new
varying conditions. Failed Effectively performed work information based on
information, emergency to deal with unforeseen
under varying conditions.
changes into behaviors and
situations and/or shifting emergencies. Rarely
Adjusted work behaviors and work methods. Acted as
priorities.
modified behavior in
methods to accommodate for change agent in response
response to change.
multiple demands, shifting
to fluctuating work
priorities, ambiguity and rapid circumstances; regularly
change in work situations.
encouraged others to
modify behavior in
response to changing
needs.
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4
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
Rating Period:
SSN:
Dept/Agency - Location:
Section 2 - Performance Factors
Job Related Factors
These global factors support the performance of the job.
Job Related Factors
Job Knowledge/Skills
Extent to which
employee knows the
details of the job.
Understands job and
applies necessary
technical knowledge and
skills.
1
2
Rarely demonstrated any
Effectively demonstrated job
application of skills or
knowledge and ability to
knowledge which clearly
answer queries. Knowledge
had an adverse effect on job and skills contributed to the
performance. Rarely able to work of the unit.
answer queries. Usually did
not know when to ask others
for information.
3
Interim
Final
Demonstrated expert skills
and knowledge above
expectations. Stayed
abreast of recent
developments and changes
in job’s technical area or
discipline. Knowledge was
sought by others and
thought to have significant
impact on the results of the
work of the unit.
Demonstrated a poor
Performed as a competent
Consistently exercised a
approach to problem
problem solver. Exhibited a logical, thorough approach
resolution and was slow in logical approach to problem to problem solving which
resolving problems. Had
solving. Considered risks and resulted in meaningful
difficulty in making choices benefits in weighing
solutions to complex
and establishing alternatives. alternatives.
problems.
Failed to identify and/or
distinguish risks and
benefits, needed
considerable assistance in
identifying alternatives and
evaluating risks and
benefits.
Failed to follow safety rules Took specific steps to
Was a role model in
Safety
demonstrating safety
Contributes to a safe and for self or to make safety a demonstrate safe work
priority in dealing with
practices. Anticipated
requirements.
secure working
potential safety issues and
Implemented new and
environment for self and others. Did not use
available safety equipment took action to alleviate them technically sound
others in the performance or resources to maintain a before a problem occurred. processes, procedures and
of the job functions and safe work area. Behaved as Observed appropriate safety equipment to enhance
the delivery of services. if safety was not a critical standards and minimized
safety on a continuous.
element of the work
exposure to unsafe conditions Created a safety culture
environment. Was aware of for self and others. Regularly dedicated to technical and
conditions that affected
demonstrated compliance
operational excellence.
operational and employee with safety requirements and Encouraged others to
safety, but did not
recommended measures to
create, promote and
recommend safety
enhance safety whenever
maintain a safe work
improvements.
possible. Set an example in environment.
demonstrating safety
requirement.
Problem Solving
Identifies and analyzes
problems; uses sound
reasoning to arrive at
conclusions; finds
alternative solutions to
complex problems;
distinguishes between
relevant and irrelevant
information to make
logical judgements.
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5
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
Rating Period:
SSN:
Dept/Agency - Location:
Section 2 - Performance Factors
Job Related Factors
These global factors support the performance of the job.
Job Related Factors
Teamwork 1
Works collaboratively in
a group as a team
member to accomplish
stated goals.
1
2
3
Interim
Final
Did not share information or Supported the team in
Supported the team in
cooperate with others on
meeting or exceeding
significantly exceeding the
team. Engaged in negative essential objectives.
essential objectives.
interaction or promoted
Responsibly accomplished
Contributed exceptionally
destructive conflict among work assignments in support well and maximized the
team members. Failed to
of team objectives.
effectiveness of the group.
responsibly assume fair
Effectively cooperated with Gave regular feedback to
share of workload.
and contributed to help meet team regarding process and
established team results.
accomplishments. Ensured
Worked to encourage good that group goals had
performance from others.
priority over individual
Shared information in order to recognition. Alternated
help team members
appropriately between
accomplish goals. Encouraged leader and member to
other team members to be
achieve the best team
successful.
results.
Job Related
Subtotal
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6
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
Rating Period:
SSN:
Dept/Agency - Location:
Section 3 - Computation and Conversion to Overall Rating
Computation
Performance Factors
Interim Evaluation
Final Evaluation
Job Achievement Factor Subtotal
Job Related Factor Subtotal
Grand Total Points
Conversion to Overall Rating
1- Unsatisfactory
( 10-15 Points)
2 - Commendable
(16-24 Points)
Interim Evaluation Rating
3 - Exceptional
( 25-30 Points)
Final Evaluation Rating
Overall
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7
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
Rating Period:
SSN:
Dept/Agency - Location:
Section 4 - Justification Sheet and Development Plan - Interim
Justification for Interim Evaluation
Interim Development Plan
Specific Area(s) Identified for Development
Specific Action to be Taken by Ratee
I have reviewed Sections 1, 2, 3 and 4 of this package and have had a face-toface meeting with my supervisor to discuss the Interim Rating, Justification and
Development Plan. This meeting was held on
(Date). -
Ratee Comments
My signature indicates that I have been advised of these PAR elements.
Ratee
-
Date
-
I
I
I
Agree
Agree
Agree
Disagree with the Interim Rating.
Disagree with the Justification.
Disagree with the Development Plan. -
My signature indicates that the Ratee’s positions have been noted.
(Use Additional Sheets as Necessary)
My signature indicates that the Ratee’s positions have been noted.
Rater
-
Reviewer
-
Date
-
Date
-
Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator
8
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
Rating Period:
SSN:
Dept/Agency - Location:
Section 5 - Justification Sheet and Development Plan - Final
Justification for Final Evaluation
Final Development Plan
Specific Area(s) Identified for Development
Specific Action to be Taken by Ratee
I have reviewed Sections 1, 2, 3 and 5 of this package and have had a face-toface meeting with my supervisor to discuss the Final Rating, Justification and
Development Plan. This meeting was held on
(Date). -
Ratee Comments
My signature indicates that I have been advised of these PAR elements.
Ratee
-
Date
-
I
I
I
Agree
Agree
Agree
Disagree with the Final Rating.
Disagree with the Justification.
Disagree with the Development Plan. -
My signature indicates that the Ratee’s positions have been noted.
(Use Additional Sheets as Necessary)
My signature indicates that the Ratee’s positions have been noted.
Rater
-
Reviewer
-
Date
-
Date
-
Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator
9
Active Model # HIUK0703P-E__
Rating Cycle: __/__/____ - __/__/____
Performance Assessment Review
PAR Committee Model
Kean University of New Jersey
-Employee FormEmployee Name:
Title:
SSN:
Dept/Agency - Location:
Rating Period:
Section 6 - Fact Sheet of Significant Performance Events
Description of Significant Performance Event
Rater Comments/Recommended Action
____________________________________________
Ratee Initials
Rater Initials
Date
Description of Significant Performance Event
Rater Comments/Recommended Action
____________________________________________
Ratee Initials
Rater Initials
Date
Description of Significant Performance Event
Rater Comments/Recommended Action
____________________________________________
Ratee Initials
Rater Initials
Date
Description of Significant Performance Event
Rater Comments/Recommended Action
____________________________________________
Ratee Initials
Rater Initials
Date
Ratee Comments: (Use Additional Sheets as Necessary)
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10