Office Of The Chancellor Employee Performance Review Page 3
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5EMPLOYEE NAME:
EMPLOYEE NUMBER:
4.
INITIATIVE/PROBLEM SOLVING
Measures the extent to which the employee is self-directed, resourceful, and creative in performing job duties individually or in a
team. Also measures employee’s performance in identifying and resolving problems; following through on assignments; and initiating or modifying ideas,
methods, or procedures to provide improved customer service, redesign business processes, and accomplish duties.
OUTSTANDING
COMMENDABLE
SATISFACTORY
NEEDS IMPROVEMENT
UNSATISFACTORY
Consistently resolves
Prevents/resolves
Addresses existing and
Resolves routine problems.
Consistently fails to
unit/team problems
unit/team problems.
significant potential
recognize or seek help in
Exhibits little initiative in identifying
and promotes
problems.
resolving routine problems.
Suggests innovations to
problems, solutions, or
improvements.
improve operations or
Suggests or assists in
improvements and/or working
Demonstrates inability to
Maximizes resources,
streamline procedures.
developing solutions
proactively as part of a team to
work individually or in a
innovation/technology
individually or in a team.
address issues of concern.
team.
Defines and analyzes
to streamline/improve.
complex problems.
Carries through solution
Requires more than routine
Rarely suggests
Analyzes full dimension
implementation with
supervision.
improvements.
Develops/implements
of complex problems.
routine supervision or
solutions with moderate
Requires frequent
follow-up.
Requires minimal
supervision.
reminders
and
supervision.
supervision.
:
Comments
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5
INTERPERSONAL RELATIONS/EQUAL EMPLOYMENT OPPORTUNITY (EEO)
Measures employee’s development and maintenance of positive and constructive
internal/external relationships. Consideration should be given to the employee’s demonstrated willingness to function as a team player, give and receive
constructive criticism, accept supervision, resolve conflicts, recognize needs and sensitivities of others, and treat others in a fair and equitable manner.
Supervisors and team leaders also are to be assessed on their demonstrated commitment to Equal Employment Opportunity, diversity, and proactive actions to
prevent/address all forms of discrimination.
OUTSTANDING
COMMENDABLE
SATISFACTORY
NEEDS IMPROVEMENT
UNSATISFACTORY
Consistently promotes
Frequently fosters
Usually interacts in a
Often has difficulty getting along with
Interpersonal relationships
and maintains a
teamwork, cooperation,
cooperative manner.
others. Allows personal bias to
are counter-productive to
harmonious/productive
and positive work
affect job relationships.
work unit or team
Avoids disruptive
work environment.
relationships.
functions.
behavior. Deals with
Requires reminders regarding needs
Is respected and
Handles conflict
conflict, frustration
and sensitivities of others.
Often ignores EEO/diversity
trusted and often
constructively.
appropriately.
program requirements.
Inconsistently adheres to
viewed as a role model.
Promotes and adheres to
Treats others equitably.
EEO/diversity program requirements.
Actively promotes
EEO/diversity program
Adheres to EEO/diversity
EEO/diversity
requirements.
program requirements.
programs.
:
Comments
6.
WORK HABITS
Measures employee’s performance relative to efficient methods of operation, customer service, proper conduct, speech, ethical behavior, and
Commonwealth/agency/work unit policies and procedures, such as attendance, punctuality, safety, security, proper care and maintenance of assigned
equipment, and economical use of supplies.
OUTSTANDING
COMMENDABLE
SATISFACTORY
NEEDS IMPROVEMENT
UNSATISFACTORY
Work reflects maximum
Frequently
Work is planned to meet
Frequently lacks organization and
Consistently fails to meet
innovative use of time
plans/organizes work to
routine volume and
planning of work and does not
expected standards due to
and resources to
timely and effectively
timeliness and usually
adequately use available resources.
lack of effective
consistently surpass
accomplish job duties with
fulfills operational and
organization, use of
Often does not meet standards in
expectations and
appropriate use of
customer service needs.
equipment/resources, or
complying with work policies/safety
improve operations.
resources.
inattention to customer
Adheres to
rules and/or care of equipment.
service needs.
Serves as role model
Suggests/implements
organizational work
with regard to work
improvements and
policies/safety rules and
Resists established work
policies and safety
exceeds organizational
procedures with few
policies/safety rules and
standards.
work/safety rules and
exceptions.
procedures.
standards.
:
Comments
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