Employee Work Profile (Page 2 of 2) in pdf

Special Assignments Completion of this section is not required. Special assignments are

considered brief in nature and typically are not extended beyond the

performance period. Statements should be brief and do not have to

include every detail of the assignment.

Objectives and/or

Ethical Standards and Customer Service are required competencies

Competencies

for all employees and are pre-populated on the form in eJobs.

Additional objectives are encouraged but not required. Objectives are

defined as strategic business goals set by the agency or

division/department. They also may include behavioral competencies

that are critical to the employee’s success. Identifying objectives

and/or competencies on the work plan helps to support organizational

values and goals and reinforces each employee’s role in meeting

those goals.

% of Time Spent and

Enter the approximate percentage of time spent performing the core

Essential (E) / Marginal (M)

responsibilities. Designate each core responsibility, special

Designations

assignment and Objective/Competency as an essential (E) or marginal

(M) job function.

Measures Identify the qualitative and/or quantitative measures against which

each responsibility, assignment, or objective will be assessed.

Measures are included for the Performance Management core

responsibility, Ethical Standards and the Customer Service objective.

Position's Physical/Cognitive

Document essential (E) and marginal (M) job functions of the position

Requirements

for use in responding to requests for modification or accommodation.

Information regarding employees' medical histories are not a part of

this form and must be maintained separately from the personnel file.

Employee Development Plan:

List any learning goals identified by the employee and/or the

Learning Goals

supervisor.

Employee Development Plan:

Indicate specific steps that need to be taken and by whom and the

Learning Steps/

timeframes to accomplish the learning goals. Action may include

Resource Needs

training, coaching or other learning methods.

Confidentiality and

This section identifies confidentiality and compliance as a critical

Compliance Statement

organizational value and establishes clear consequences if

confidentiality is violated. The statement applies only to protected

information and does not apply to information that is released

according to agency or departmental procedures. Discuss and have

employee sign the statement to acknowledge understanding.

Review of Work Description/

This section is used for signatures of the supervisor, reviewer and

Performance Plan

employee.

VCU Human Resources

Revised September 2013

Created August 2002

Employee Work Profile Page 2

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