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Instructions
Full Cycle Performance - UNCW EHRA Non-Faculty Performance Appraisal Tool
Part I: Performance Plan
Beginning of Cycle
1. Institutional Goals
• Review the institutional goals with the employee. Discuss how the employee can meet and exceed
the institutional goals within their position and job duties.
→ Resource: Expanded Institutional Goals; Institutional Goals Fillable Worksheet
2. Individual Goals
• Discuss and define 3-5 individual goals for the upcoming cycle. These goals should focus on key
results, outcomes, and deliverables for the upcoming cycle; they are not intended to cover all aspects
of the employee’s job.
→ Resource: Individual Goal-Setting Worksheet
3. Talent Development Plan
• Discuss and identify opportunities for the employee to learn and develop in his or her role.
→ Resource: Talent Development Planning Worksheet
4. Signatures
• Once you have filled out and reviewed Part I with the employee, you, the employee, and the secondlevel supervisor should sign and date.
Part II: Off-Cycle Reviews
Halfway Through Cycle
5. Interim Review*
• Meet with the employee halfway through the performance cycle to discuss current progress on the
three areas in Part I. Document and initial the conversation in the space provided.
• If changes or additions need to be made to the Individual Goals or Talent Development Plan, make
them during the interim review.
→ Resource: Talent Conversation Questionnaire
**All UNCW employees are required to have at least one interim review. Additional off-cycle reviews are optional.
Part III: Annual Performance Appraisal
End of Cycle
6. Goal Rating
• Rate the employee’s Institutional and Individual Goals based on the entire performance cycle using
the following ratings:
Exceeding Expectations
Meeting Expectations
Not Meeting Expectations
Employee consistently exceeds
the level defined in the
performance plan.
Employee generally performs at
the level defined in the
performance plan.
Employee often performs
below the level defined in
the performance plan.
• Provide comments in narrative form to elaborate on the employee’s performance this cycle.
• Submit the completed form with signatures to the webpage (link coming soon) by the cycle deadline.
→ Resource: Employee Self-Appraisal; Employee Comments
Click here for supplemental tools and resources.
Click here for detailed instructions on submitting the formal performance appraisal.
UNCW EHRA Non-Faculty Performance Appraisal Tool
ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To):
Dept. Name:
Employee Name:
Dept. #:
Employee ID:
Supervisor Name:
Supervisor Title:
PART 1: PERFORMANCE PLAN
to
Position #:
(see instructions on page 2)
Review Institutional Goals with the employee, Define Individual Goals (at least 3), and Provide Talent Development Goals, as needed.
Type of Plan:
Initial Performance Plan:
Revised Plan during Performance Cycle:
INSTITUTIONAL GOALS
(See Section III in Performance Guide)
Review the institutional goals with each employee. Discuss these goals in relationship to the duties on the employee’s position
description. Provide additional clarification of specific expectations as needed. Click here for expanded descriptions.
COMMUNICATION
a. Clarity: Communicates in a manner that clearly and accurately conveys information, is professional and respectful in
tone, is suitable for the target audience, and is concise but sufficient in terms of required detail.
b. Awareness: Considers audience in verbal and/or written expression in communicating with colleagues, clients,
supervisory management, and other individuals in the work setting.
c. Attentiveness: Listens to determine the most effective way to address customer/colleague needs and concerns.
Follows through on commitments, despite time pressures or obstacles, and timely responds to requests.
d. Diplomacy: Maintains a professional and respectful tone and exhibits diplomacy when dealing with frustrated
individuals or during sensitive or confrontational situations.
COLLABORATION & TEAMWORK
a. Collegiality: Communicates and engages directly, clearly, and tactfully with colleagues to establish good rapport.
Demonstrates respect for diversity and differing points of view among colleagues.
b. Collaboration: Provides feedback and healthy dialogue on performance and operational issues. Willingly adapts to
change and adheres to decided actions.
c. Contribution: Makes decisions with others in mind, and willingly performs additional duties when team members are
absent, during times of increased workload, or as otherwise required by management to meet business needs.
d. Attendance: Absences are infrequent and do not place an undue burden on supervisor or colleagues.
INNOVATION & CREATIVITY
a. Creativity: Implements creative ideas to move the organization, processes, and systems forward.
b. Innovation: Introduces new concepts, models, practices, and services that function to enhance operations of the unit,
department, or division.
c. Resourcing: Makes efficient, appropriate, and creative use of materials.
TECHNICAL/SUBJECT MATTER EXPERTISE
Expertise: Demonstrates the relevant technical or task-specific expertise necessary to perform assigned duties,
which may include knowledge of relevant research methods, technology, procedures, policies or other methods,
standards or techniques that are specific to the employee’s position and profession.
b. Autonomy: Demonstrates relevant technical or subject-matter knowledge at a level sufficient to perform the duties of
the position in an accurate and professional manner without requiring an unusual degree of oversight or correction.
a.
c. Development: Maintains technical skills and relevant professional credentials.
UNCW EHRA Non-Faculty Performance Appraisal Tool
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UNCW EHRA Non-Faculty Performance Appraisal Tool
ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To):
Dept. Name:
Employee Name:
Dept. #:
Employee ID:
Supervisor Name:
Supervisor Title:
to
Position #:
d. Precision: Produces work that is accurate, thorough, and demonstrates sufficient analysis and decision-making to
meet the requirements of the employee’s position and profession.
ORGANIZATION & TASK MANAGEMENT
a.
Productivity: Completes required volume of work by established deadlines; stays productive throughout workday.
b. Prioritizing: Takes sufficient, appropriate measures to plan work, prioritize tasks, organize work flows, set realistic
goals, and manage multiple tasks or assignments.
c. Coordination: Seeks clarification from or provides updates to supervisory management and/or team on the status of
assigned workload, and completes assignments within established deadlines.
d. Presentation: Maintains an organized and professional work environment.
CONTINUOUS IMPROVEMENT & QUALITY SERVICE ORIENTATION
a.
Service Orientation: Takes steps to improve customer service by developing and/or implementing measurable and
sustainable initiatives to culture that is effective, responsive, and respectful.
b. Compliance: Demonstrates the significance and importance of the overall values and mission of the university,
including diversity and inclusion, compliance, ethics, and internal controls.
c. Safety: Complies with all safety requirements for the position, including successful completion of training and proper
use of personal protective equipment.
LEADERSHIP & RESULTS ORIENTATION (for supervisors)
a.
Oversight: Provides adequate stewardship of assigned resources, including budget, space, equipment, and staffing to
consistently deliver results.
b. Goal-Setting: Provides clear objectives, goals, and priorities that foster work unit development, align with university
values and strategic goals.
c. Manage Talent: Provides candid, timely, and constructive feedback on performance and behavior and hires individuals
with the qualities and skillsets to be successful.
d. Decision-Making: Makes clear, effective decisions and produces results through strategic planning and development,
and implementation and evaluation of programs and policies.
e. Leading: Ensures commitment for the vision, mission and core values of the university and the unit, department or
division. Serves as role model. Engenders trust, commitment, and civility.
DIVERSITY & INCLUSION (for supervisors)
a.
Diversity: Models inclusive excellence through specific actions that support the university’s diversity and globalization
goals in the recruitment, hiring, and retention of talented and diverse faculty and staff.
b.
Ethics: Chooses ethical action, even under pressure, avoids situations that are inappropriate or present a conflict of
interest, holds self and others accountable for ethical decisions, and addresses unethical actions directly.
c.
Respect: Respects individual and cultural differences, treats all people with dignity and respect. Fosters an
environment in which people who are diverse can work together cooperatively and effectively in achieving
organizational goals.
UNCW EHRA Non-Faculty Performance Appraisal Tool
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UNCW EHRA Non-Faculty Performance Appraisal Tool
ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To):
Dept. Name:
Employee Name:
Dept. #:
Employee ID:
Supervisor Name:
Supervisor Title:
INDIVIDUAL GOALS
to
Position #:
(See Section III in Performance Guide)
Set 3 to 5 individual goals for each employee based on key business needs and strategic goals.
Click here to download an individual goal-setting worksheet (optional).
GOAL #1 -- Title:
Description:
GOAL #2 -- Title:
Description:
UNCW EHRA Non-Faculty Performance Appraisal Tool
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UNCW EHRA Non-Faculty Performance Appraisal Tool
ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To):
Dept. Name:
Employee Name:
Dept. #:
Employee ID:
Supervisor Name:
Supervisor Title:
to
Position #:
GOAL #3 -- Title:
Description:
GOAL #4 -- Title:
Description:
GOAL #5 -- Title:
Description:
UNCW EHRA Non-Faculty Performance Appraisal Tool
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UNCW EHRA Non-Faculty Performance Appraisal Tool
ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To):
Dept. Name:
Employee Name:
Dept. #:
Employee ID:
Supervisor Name:
Supervisor Title:
TALENT DEVELOPMENT PLAN
to
Position #:
(See Section IV in Performance Guide)
At the beginning of the performance cycle, the supervisor should discuss development opportunities with the employee and list below
any development activities established for the current cycle. Include resources that will be provided to the employee and indicate
deadlines as needed. Progress under the talent development plan should be discussed periodically during the cycle with the employee.
Click here to download a talent development planning worksheet (optional).
SIGNATURES FOR PERFORMANCE PLAN
(See Section I in Performance Guide)
2nd – Level
Supervisor:
Date:
Supervisor:
Date:
Date of Review Session with Employee:
Employee Acknowledgement: I acknowledge that I have received this performance plan and that if
I choose, I may write additional comments to include with this document.
Employee:
UNCW EHRA Non-Faculty Performance Appraisal Tool
(Check this box if you are
attaching comments.)
Date:
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UNCW EHRA Non-Faculty Performance Appraisal Tool
ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To):
Dept. Name:
Employee Name:
Dept. #:
Employee ID:
Supervisor Name:
Supervisor Title:
PART 2: OFF-CYCLE REVIEWS
to
Position #:
(See Section VI in Performance Guide)
Document all off-cycle reviews completed during the performance cycle.
Date of Review
Interim
Other
Supervisor Initials
Employee Initials
Interim
Other
Supervisor Initials
Employee Initials
Interim
Other
Supervisor Initials
Employee Initials
Comments:
Date of Review
Comments:
Date of Review
Comments:
UNCW EHRA Non-Faculty Performance Appraisal Tool
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UNCW EHRA Non-Faculty Performance Appraisal Tool
ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To):
Dept. Name:
Employee Name:
Dept. #:
Employee ID:
Supervisor Name:
Supervisor Title:
PART 3: ANNUAL PERFORMANCE APPRAISAL
1.
2.
3.
to
Position #:
(See Section V in Performance Guide)
Rate each Individual and Institutional Goal.
Determine the Final Overall Rating.
Provide comments and signatures on the next page.
# INSTITUTIONAL GOALS
(descriptions in performance plan)
Not Meeting
Expectations
Meeting
Expectations
Exceeding
Expectations
Not Meeting
Expectations
Meeting
Expectations
Exceeding
Expectations
1 Communication
2 Collaboration & Teamwork
3 Innovation & Creativity
4 Organization & Task Management
5 Technical/Subject Matter Expertise
6 Continuous Improvement & Quality Service Orientation
7 Leadership & Results Orientation (for supervisors)
8 Diversity & Inclusion (for supervisors)
# INDIVIDUAL GOALS
(title only from performance plan)
1
2
3
4
5
FINAL OVERALL RATING
NOT MEETING
EXPECTATIONS
(mark the appropriate rating)
MEETING
EXPECTATIONS
OR: Employee was NOT evaluated due to …
UNCW EHRA Non-Faculty Performance Appraisal Tool
Insufficient Time
EXCEEDING
EXPECTATIONS
On Extended Leave
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UNCW EHRA Non-Faculty Performance Appraisal Tool
ANNUAL PERFORMANCE APPRAISAL CYCLE (Dates From/To):
Dept. Name:
Employee Name:
Dept. #:
Employee ID:
Supervisor Name:
Supervisor Title:
to
Position #:
SUPERVISOR COMMENTS ON EMPLOYEE’S PERFORMANCE
SIGNATURES FOR ANNUAL PERFORMANCE APPRAISAL
2nd – Level
Supervisor:
Date:
Supervisor:
Date:
Date of Annual Performance Appraisal Review Session with Employee:
Employee Acknowledgement: I understand my signature below indicates: that I have received this annual
performance appraisal, that my signature does not necessarily imply my agreement with the ratings given or
the comments included, and that if I choose, I may write a response to include with this appraisal document.
Employee:
UNCW EHRA Non-Faculty Performance Appraisal Tool
(Check here if
you are attaching
comments.)
Date:
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