ࡱ>  ,bjbj 4$  MMMMMaaa8Ea,LM,y,,,,,,,$_.1*@,M@,MMHU,dMM,,B*|+U a*,k,0,*+1+1$++1M+L@,@,,+1  :  MONTANA STATE UNIVERSITY-NORTHERN Employee Performance Evaluation Employees NamePosition TitleEmployees SupervisorDepartmentDate of EvaluationTime in Position Section I Job Description Review The review process shall include a verification of the accuracy of the employees job description. Employee and supervisor should review the description independently and then discuss together any areas that arent applicable or areas that need to be added or edited. After the joint review and discussion of the job description, check the appropriate box(es) as needed: REGARDING THE JOB DESCRIPTION AND POSITION NUMBER ____________________________________ Title Position Number a)__________ We find the current job description to be accurate. b)__________ We find the following information should be added. c)__________ We find the following information should be deleted. (Reference proposed changes below. Broad general terms are acceptable. You will be contacted about developing a revised job description.) EmployeeSupervisorDateDate Section II Key Responsibilities This section is designed to make the form job specific. 1) List the major responsibilities or tasks of the position being evaluated. If appropriate, identify specific responsibilities which have been mutually established for the review period. 2) Evaluate the employees performance in terms of carrying out each responsibility (see scale below). 3) In the comments section, provide information to explain and support your ratings, especially any below standard ratings. Use specific examples to describe how effectively this responsibility is achieved. Describe factors which affect the total picture of job performance and work behavior. Consider exceptional accomplishments, key contributions and suggestions. Rating of 5 Exceptional performance that is rarely achieved; provides precedent-setting results beyond the scope of the major functions; demonstrates the highest standards of performance. Rating of 4 Frequently exceeds major requirements and expectations; accomplishments noteworthy and highly valued; typically demonstrates higher standards of performance. Rating of 3 Consistently performs all major requirements satisfactorily; accomplishes all objectives; occasionally exceeds the expectations of the major functions. Rating of 2 - Occasionally fails to meet minimum requirements in one or more key aspects of major functions; demonstrates one or more performance deficiencies; employee development opportunities will be discussed in order to meet expectations of position. Rating of 1 Consistently fails to meet minimum requirements in critical aspects of major functions and performance standards; immediate improvement required. Responsibilities Briefly describe the most important responsibilities of the job (see Job Description)Evaluation Rating FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  12.  FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  13. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  14. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  15. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1COMMENTS: Section III Job Success Factors Job Success Factors are critical for the success of every employee in every university job. Success or deficiency in one or more Job Success Factors may reflect on an employees Overall Job Performance. All university staff should be committed to improvement in all Job Success Factors, which are listed in the shaded areas. Under each Job Success Factor are examples of behavior that reflect proficiency in that factor. At the time of the Performance Review, evaluate the employees overall job performance under each JSF (Job Success Factor) and assign a rating. Ratings: (5) Exceptional, (4) Exceeds Expectations, (3) Meets Expectations, (2) Improvement Needed, or (1) Unacceptable JOB SUCCESS FACTOR - Continuous Improvement: The University values a commitment to generating new ideas and solutions and notable improvements in systems and processes.Evaluation RatingExplores new ideas and encourages creativity and innovation. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Seeks out new tasks; suggests ways to improve work. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Where applicable, participates in training and development opportunities and applies knowledge to job. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Supervisor Comments JOB SUCCESS FACTOR - Interaction with others: Effective teamwork, effective communication, and a collaborative approach to accomplishing goals are indicators of a commitment to excellence. The University values openness to different viewpoints and excellence in customer service.Evaluation RatingWorks effectively and productively as a team member. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Treats all people with respect and civility. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Provides quality service to students, colleagues, and the public. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Supervisor Comments JOB SUCCESS FACTOR - Resourcefulness and Results: Diligence and hard work are demonstrated by productivity, resourcefulness, attendance, and attention to safety principles.Evaluation RatingArrives to work on time; is prudent in use of leave and adheres to leave policies. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Is safe and productive and complies with all company policies and procedures. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Willingly and effectively adapts to a variety of situations and change in the work environment. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Consistently engages in work-related activity and makes productive use of work time. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Supervisor Comments JOB SUCCESS FACTOR - Leadership: Whether in a supervisory or non-supervisory job, employees demonstrate excellence when they model desired behaviors, serve as a catalyst for change through positive attitudes, and positively represent the University. Supervisors delegate responsibility and authority appropriately and effectively.Evaluation RatingAccepts responsibility and is accountable for own actions. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Maintains composure; demonstrates restraint and self-control in difficult situations. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Maintains a positive attitude, even during challenging and difficult situations. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Supervisor Comments JOB SUCCESS FACTOR - Expertise: Employees demonstrate excellence when they possess the requisite skills for a job, share their expertise with others, and broaden their knowledge and improve their skills through professional development.Evaluation RatingDemonstrates an interest in learning; keeps current in field. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Produces high quality results; learns from mistakes. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Takes initiative to improve skills and proficiency. FORMCHECKBOX  5  FORMCHECKBOX  4  FORMCHECKBOX  3  FORMCHECKBOX  2  FORMCHECKBOX  1Supervisor Comments  Section IV Future Goals and Objectives Indicate goals to be accomplished within the next 12 months. These goals should be compatible with department objectives and should be mutually developed by both supervisor and employee. If performance level needs to be improved, specific development objectives should be established. Consideration should be given to the actions management can take to support the employees effort to increase performance. Section V Employee Comments In this section, employees are encouraged to comment on any aspect of their performance review. Attach additional sheets if necessary. Completed Performance Evaluation to be returned to Human Resources, Cowan Hall, 204. 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