Supervisor'S Performance Review Handbook Page 25
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90JOB INCUMBENT’S RESPONSIBILITIES
IN THE PERFORMANCE REVIEW PROCESS
Clarity
Clear on duties, goals and expectations of job
Clear on what constitutes Satisfactory, Exceeds and Exemplary performance relative to
the duties, goals and expectations (e.g. LSSC, Team & Specific Job Performance
Indicators)
Clear on challenges of job
Clear on one’s talents
Clear on one’s improvement areas
Clear on one’s needs in order to be successful performing job
Clear on performance review outcomes especially development and/or improvement
plan
Communication
To openly discuss job/tasks situations as such arises
To request assistance, coaching, challenges as needed
To state job concerns with recommendations for improved efficiency/success
To assist in the performance review/discussion
To convey one’s examples or documentation supporting self-ratings
To seek understanding and to be understood
To request a follow-up performance discussion after the formal review to clarify the
review and subsequent actions
Documentation
Complete Performance Review Self-Evaluation honestly & completely and submit to
supervisor a minimum of two weeks prior to actual formal performance review discussion
(unless negotiated differently)
Compile and provide specific & honest behavioral examples supporting self-ratings for:
o Exemplary
o Exceeds Expectations
o Unsatisfactory
Supervisor’s Performance Review Handbook rev 7/5/12
Page 25
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