ࡱ> Z\Y 9bjbj΀ 4J94-08%%%>0@0@0@0@0@0@02u5D@0%"%%%@0 U0n&n&n&% >0n&%>0n&n&r-hf.gKi'%R-*0k000-|5(&F5 f.5f.%%n&%%%%%@0@0n&%%%0%%%%5%%%%%%%%% : ANNUAL PERFORMANCE EVALUATION Name: Department: Date: ASSESSMENT OF GOALS (April 15 Sept 1): Met Goal: The staff member successfully accomplished the goal as outlined. (quantity of output, quality of output, time deadlines, resource requirements, etc.) IT IS ANTICIPATED THAT THIS ASSESSMENT RATING WILL APPLY IN THE VAST MAJORITY OF CASES. If the staff member exceeded expectations or did not meet the goal, you are to add supporting comments that explain the reason for your assessment. The supporting comments should include specific examples that illustrate how the staff member exceeded expectations or did not meet goal. Exceeded Expectations: Indicates exceptional performance which exceeded objective targets relative to quantity of output, quality of output, time deadlines, resource requirements, etc. Did not Meet Goal: Indicates performance which did not meet objective targets relative to quantity of output, quality of output, time deadlines, resources requirements, etc. Goal Outcome(s) Performance Assessment 1. 2. 3. STAFF DEVELOPMENT  COMPETENCIES  The staff development discussion provides an opportunity to identify a staff members strengths and improvement opportunities. Under the concept of continuous improvement, the assumption is that all staff have both strengths and improvement opportunities. In areas where improvement or growth can be made, the reviewing supervisor and staff member need to make specific plans and commitments. These plans and commitments can be documented below. The University-wide competencies are listed in the Staff Manual. The supervisor and staff member should each give consideration to this discussion prior to meeting and then jointly complete the form. Using the list of University competencies as a guide, please indicate up to five that represents the staff members key strengths: Competency and Supporting Comments       2. From these lists of competencies, please indicate up to three that will be targeted for growth and development next year. For each one, please also indicate specific action steps you recommend taking: Competency Specific Action Steps For Improvement      3. Are there any competencies that the staff member has consistently performed below expectations?    DISCUSSION ITEMS 1. Document specific accomplishments and/or university service (not covered by team or individual objectives) performed by the staff member over the past year (e.g., serving on process teams, committee work, special projects etc.):     Document training or other steps taken by the staff member over the past year to enhance current skills and/or develop new ones.     3. Identify desired training and development opportunities for the next year.    4. Are there obstacles or difficulties that prevent or hamper the staff member from attaining high performance levels? What can be done to remove these obstacles or to help the staff member better manage them? How can your supervisor better assist you with the achievement of your goals?     5. 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