EXEMPT EMPLOYEE

PERFORMANCE APPRAISAL

Name___________________________________________________________________

Position Title_____________________________________________________________

Department______________________________________________________________

Supervisor_______________________________________________________________

Appraisal Period__________________________________________________________

________________________________________________________________________

Performance Appraisal Process Overview

The performance appraisal process at Hartwick College has been established with the belief that an employee’s performance should be planned and evaluated on a regular basis to achieve the highest levels of individual and organizational performance. As a vital communication link between supervisor and employee, and an integral part of professional planning for the employee, there are several key elements to the performance appraisal process -- reviewing job descriptions, establishing goals and appraising performance.

The following steps are to guide you through the performance appraisal process:

1. Consider Job Content Questionnaire and any prior year’s performance goals – should be used as the basis for evaluating work.

2. Review performance for the entire appraisal period – do not base your judgment on only recent events or isolated incidents.

3. Consider one factor at a time – judge each criterion individually.

4. Appraise actual performance – based on facts and records to discuss with an explain to employee.

5. Write narrative statements – under “Comments and Specific Examples” to describe the employee’s performance relative to the general performance standards and overall performance.

6. Check-off behavioral examples – to assist you in providing an explanation of actual performance.

7. Employee completes a separate self-evaluation form – use both the self-evaluation form and the Performance Appraisal form for the formal appraisal.

8. Meet with employee to review and discuss the appraisal – once the appraisal form is completed.

9. Submit appraisal form to Cabinet Officer – with merit recommendation after the employee has reviewed and signed the appraisal form.

10. Follow-up meeting with the employee – to review salary increase amount approved by Human Resources, and to establish goals for the next appraisal period.

I. Job Responsibilities:

At the beginning of the appraisal period the employee’s accountabilities or expected job responsibilities should be outlined. The employee and supervisor should jointly review the employee’s Job Content Questionnaire to determine if it is accurate and complete. If it is accurate please indicate so by marking below. If a revision to the questionnaire is necessary, please attach the revised questionnaire to this appraisal.

Current Job Content Questionnaire is accurate? ______ ______

YES NO (Revision Attached)

II. Projects, Goals and Key Activities:

Review the employee’s accomplishments, projects, or key activities. Include any goals that were set during last year’s Development Review and Goal-Setting Process. Any modifications to the set goals that may have been made throughout the year should be noted, along with reasons for the modifications.

A. Project/Goal:

Modifications (including reasons):

Results and Comments:

Goal Met? YES/NO

B. Project/Goal:

Modifications (including reasons):

Results and Comments:

Goal Met? YES/NO

C. Project/Goal:

Modifications (including reasons):

Results and Comments:

Goal Met? YES/NO

III. General Performance Standards:

A. JOB KNOWLEDGE - Describe the employee’s command of skills, standards, procedures, and technical expertise required

to perform the job, to include an understanding of how the job/position relates to the mission of the College.

Comments and Specific Examples:

Mark any of the following performance examples that describe the employee:

Partially understands job requirements	Knowledge is limited to certain areas	Required skills need improvement	Often needs assistance to handle tasks
Demonstrates good Understanding of job Content	Knowledge is sufficient to perform the job	Possesses necessary skills	Performs at an acceptable level without assistance from others
Fully comprehends job Standards and concepts	Attempts to further develop job knowledge	Attempts to further develop skills	Offers ideas and suggestions to improve work flow
Exhibits superior Knowledge of job content and requirements	Proposes recommendations that show breadth and depth of knowledge	Exhibits outstanding skills even in the most difficult job situations	Knowledge and expertise is relied on by others

B. QUALITY SERVICE - Please describe the quality of the employee’s overall internal and external customer service

behavior and his/her ability to respond to and effectively assist customers. Customers include students, parents, staff,

faculty, alumni, community, and other external constituencies.

Comments and Specific Examples:

Mark any of the following performance examples that describe the employee:

Occasionally displays a Positive service orientation	Inconsistently responds to suggestions for improvement from supervisors or colleagues	Sometimes has difficulty prioritizing customers’ needs
Generally displays a positive Service orientation	Responds promptly to customers’ needs; however, often acts reactively vs. proactively	Collaborates with others to identify strategies for resolution of customer issues
Demonstrates professional, high-service attitude	Monitors customers’ feedback and acts proactively	Communicates to customers and effectively implements resolution strategies
Always willing to go beyond what may be expected to meet the needs of customers	Anticipates future customers’ needs and creates plans to enhance service	Consistently follows up with customers and others to ensure customer satisfaction and proper resolution

C. JUDGMENT/PROBLEM-SOLVING/DECISION-MAKING - Describe the employee’s ability to assess a situation,

develop alternative solutions, and decide the proper course of action to achieve effectiveness. This includes the ability

to prioritize work, implement workable solutions, and handle confidential information.

Comments and Specific Examples:

Mark any of the following performance examples that may describe the employee:

Sometimes neglects and misinterprets the facts	Makes decisions without regard for consequences	Has difficulty in identifying problems or issues
Makes minor errors in Judgment	Sometimes acts in an indecisive manner	Attempts to use logical reasoning in making decisions and solving problems
Judgment is generally sound and reasonable	Decisions are well thought out	Effectively analyzes problems and formulates practical solutions
Exhibits a high degree of decision Making ability	Takes responsibility for consequences and decisions	Finds unique ways to effectively resolve problems

D. TEAMWORK - Describe the employee’s ability to collaborate/work with others, inside and outside one’s own area,

to accomplish our goals. This includes an ability/willingness to share knowledge, adapt to change, and commit to the

College’s mission/vision.

Comments and Specific Examples:

Mark any of the following performance examples that describe the employee:

Sometimes exhibits negative behavior disruptive to co-workers	Sometimes lacks willingness to cooperate or share knowledge with others	Has difficulty adapting to changes in process	Sometimes lacks commitment in mission or vision
Deals effectively with others	Is generally cooperative and willing to share knowledge	Accepts change	Understand the unit’s mission/vision
Develops very good working relationships	Always displays a cooperative attitude and shares knowledge	Effectively adapts to change	Displays a positive attitude towards the mission/vision
Expresses the value of working as a team	Seeks ways to share knowledge or mentor co-workers	Embraces change and helps others to adapt	Demonstrates a total commitment to the mission/vision

E. PLANNING - Describe the employee’s ability to develop a plan, link the plan to the College and departmental goals,

implement the plan in a timely manner, involve others when appropriate, and monitor and assess the planning activity.

Comments and Specific Examples:

Mark any the following performance examples that describe the employee:

Often lacks initiative in developing projects or activities	Is sometimes unable to complete projects and activities on time	Planned projects are often unrelated to the College or department goals	Has difficulty determining when it is appropriate to involve others
Generally plans are well developed and implemented	Generally completes projects and activities in a timely manner	Understands the impact of the project or activity on the department and/or College	Usually involves others when appropriate
Continuously monitors the planning and implementation process – modifies plans as circumstances dictate	Has a sense of priority and commitment to projects	Uses College and department goals as a guideline for planning projects and activities	Is successful at involving others when appropriate
Uses a wide variety of information as the basis for planning	Always anticipates and responds to the College’s business cycle in planning activities	Projects or activities always enhance the service of the department/College	Always involves others while accepting accountability

F. INFLUENCING OTHERS -Describe the employee’s ability to communicate issues and influence others to respond. This

may include an ability to motivate employees and/or influence others to take a course of action impacting the department or College.

Comments and Specific Examples:

Mark any of the following performance examples that describe the employee:

Has difficulty expressing clear or concise ideas	Often others do not respond to his/her ideas	Lacks consistency in behavior
Usually issues are clearly, concisely expressed	Is generally able to motivate others to respond	Often acts as a role model
Issues are properly communicated and understood by others	Gains support and commitment from others	Leads by example, encouraging trust from others
Communicates ideas persuasively and negotiates effectively	Inspires employees to feel ownership and take a course of action	Proactively works to build and maintain morale

IV. Specific Performance Factors:

In the spaces below, please indicate up to three performance factors that are specific to the standards of

the employee’s department/job description, i.e., technical skills, leadership, initiative, etc. Please

provide a written appraisal of the employee’s performance in this factor using specific examples.

This may allow for an assessment of the employee’s contribution to the department/unit’s performance

and goals. List and describe the performance factors below and give specific examples.

A.

B.

C.

V. Overall Performance Appraisal:

Describe the employee’s overall performance below. This appraisal is not simply an average of the individual components,

that precede this section. The overall appraisal is the composite of all aspects of the employee’s job performance as it relates to

the job requirements, results, and standards.

Comments and Specific Examples:

Mark any of the following examples that describe the employee’s performance:

Meets some of the requirements and expectations of the position	Quality of work is sometimes below acceptable standards	Needs to apply more effort in improving level of performance
Meets established performance requirements	Most projects are completed thoughtfully and in a timely manner	Exhibits an interest and attempts to improve performance
Duties and responsibilities are regularly met and often exceeded	Projects completed have made measurable improvements to the position and department	Always strives for a high level of performance
Duties and responsibilities are always met and exceeded	Projects completed have provided a significant College contribution	High level of performance achieved by few

VI. Employee Comments:

The employee is encouraged to provide comments regarding his/her job performance, this appraisal

and/or future performance in the space provided below.

___________________________________ ______________________

Employee Signature Date

Note: Employee’s signature indicates the employee read and understands the appraisal, but does

not necessarily imply agreement.

VII. Supervisor Recommendation:

In consideration of the various components of this performance assessment, including the overall

performance appraisal, I hereby recommend that this employee participate in any merit-based compensation

increases for 2000-01 based upon the following allocation of the merit increase pool:

______ No Merit

______ Partial Merit

______ Full Merit

Comments:

_______________________________ ___________________

Supervisor Signature Date

_______________________________ ___________________

Department Head Signature Date