Administrative & Professional Faculty Job Description & Performance Evaluation

Name:	P/S Identification #:
Job Title:	Position #:
Division:	Department:	Date:

Section 1 - Job Description

Section 1A: Competencies for all A&P Faculty Members

Commitment to University Mission: Demonstrates a sense of responsibility for helping the university achieve success through a commitment to the university’s mission, vision, values and appropriate defining characteristics.
Leadership: Communicates effectively, shares vision, focuses on people, initiates positive change, values differences and fosters collaboration. Inspires others to achieve university, unit, and individual success. Challenges processes and is willing to break from the status quo to improve individual and unit performance.
Interpersonal Skills: Demonstrates self-awareness, self-control, motivation, empathy, social skills and group work skills. Is known as trustworthy, understanding and helpful. Considerate. Works well on committees.
Professionalism/Judgment: Acts with integrity. Makes the right decision even when that may not be the most popular decision. Tactful. Coachable. Respects authority and the rights of others. Fair.
Execution: Identifies/addresses problem areas before they escalate into crises. Solves problems courageously and creatively, plans effectively and carries out those plans. Improves individual and unit performance. Manages ambiguity and is able to align unit and university values with performance. Is productive, demonstrating a strong work ethic and sense of ambition. Makes good use of resources. Accountable.
Professional Development: Committed to learning and growth. Pursues improvement and encourages and empowers others to learn.

Section 1B: Key Responsibilities for this Particular Position

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This completed document is to be sent to the Human Resources department .The employee should be given a copy. The Position Description should be submitted to HR either when the position is established or when duties are updated.

Employee Signature _______________________________________ Date: ___________________

Supervisor Signature _______________________________________ Date: ___________________

Name:	P/S Identification #:
Job Title:	Position #:
Division:	Department:	Date:

Section 2 – Objectives for this Performance Cycle

Updated annually, this section outlines the employee’s key goals and/or objectives for the performance cycle. These are not the same as competencies and responsibilities, which are addressed in Section 1. They are either individual or unit performance objectives. Objectives should be agreed upon at the beginning of the performance cycle with strong consideration given to those objectives that directly support points of divisional and/or university emphasis. Then, at the end of the performance cycle, as part of the performance evaluation, the employee and supervisor will discuss each objective, indicate the objective’s status and add comments as necessary. Objectives are flexible and may be changed during the performance cycle when the employee and supervisor agree change is appropriate. They can also be carried forward from one performance cycle to the next. Objectives/accomplishments that arise from unexpected opportunities during the performance cycle may also be noted. Supervisors should consider accomplishment of objectives when evaluating the employee’s overall performance for the performance cycle.

Performance Cycle: ___________ to ___________

Objective (to be agreed upon by the employee and supervisor at the beginning of the performance cycle)	Status	Notes/Comments
1:	__ Complete __ Ongoing __ Incomplete __ Other
2:	__ Complete __ Ongoing __ Incomplete __ Other
3:	__ Complete __ Ongoing __ Incomplete __ Other
4:	__ Complete __ Ongoing __ Incomplete __ Other
5:	__ Complete __ Ongoing __ Incomplete __ Other
6:	__ Complete __ Ongoing __ Incomplete __ Other
7:	__ Complete __ Ongoing __ Incomplete __ Other
8:	__ Complete __ Ongoing __ Incomplete __ Other

Employee Signature _______________________________________ Date: ___________________

Name:	P/S Identification #:
Job Title:	Position #:
Division:	Department:	Date:

Section 3 – Performance Evaluation

Performance Cycle: ___________ to ___________

Rating	Details
1	Significantly below standards. Immediate improvement required.
2	Performance below standards in some important aspects, meets standards in others; immediate improvement needed to fully achieve functional performance level.
3	Performance fully meets standards in all important aspects. This is expected performance. Effective.
4	Performance generally above standards in many important aspects; frequently exceeds normal expectations. Elements such as developing a new idea, overcoming an obstacle, receiving commendations and/or recognition are noted.
5	Performance consistently above standards in virtually all areas and far exceeds normal expectations; exceptional achievement and contribution to the university. Extraordinary. Elements such as creating a new system or approach that benefits the university, overcoming a significant obstacle, or establishing a benchmark performance are noted.

Section 3A (Based on Section 1A):

Performance on Key Competencies for A&P Faculty Members

(Place an X in appropriate box)

Element	1	2	3	4	5	Comments
Commitment to University Mission: Demonstrates a sense of responsibility for helping the university achieve success through a commitment to the university’s mission, vision, values and appropriate defining characteristics.
Leadership: Communicates effectively, shares vision, focuses on people, initiates positive change, values differences and fosters collaboration. Inspires others to achieve university, unit, and individual success. Challenges processes and is willing to break from the status quo to improve individual and unit performance.
Interpersonal Skills: Demonstrates self- awareness, self-control, motivation, empathy, social skills and group work skills. Is known as trustworthy, understanding and helpful. Considerate. Works well on committees.
Professionalism/Judgment: Acts with integrity. Makes the right decision even when that may not be the most popular decision. Poised. Coachable. Respects authority and the rights of others. Fair.
Execution: Identifies/addresses problem areas before they escalate into crises. Solves problems courageously and creatively, plans effectively and carries out those plans. Improves individual and unit performance. Manages ambiguity and is able to align unit and university values with performance. Is productive, demonstrating a strong work ethic and sense of ambition. Makes good use of resources. Accountable.
Professional Development: Committed to learning and growth. Pursues improvement and encourages and empowers others to learn.

Name:	P/S Identification #:
Job Title:	Position #:
Division:	Department:	Date:

Section 3B (Based on Section 1B):

Performance on Key Responsibilities for this Position

Element	1	2	3	4	5	Comments
#1:
#2:
#3:
#4
#5

Section 3C: Summary of Overall Performance

Comment on the employee's overall strengths and weaknesses and include thoughts on areas where the employee should focus efforts toward improvement. The areas of improvement should be developed into objectives that can be included in Section 2.

Name:	P/S Identification #:
Job Title:	Position #:
Division:	Department:	Date:

Professional Development

Section 3D: Professional Development in Performance Cycle

Summarize professional development efforts/activities in this performance cycle. It may be helpful to review/complete Section 3F before finalizing this section.

Section 3E: Professional Development Plan

Identify professional development efforts/activities to be pursued in the coming performance cycle. It may be helpful to review/complete Section 3F before finalizing this section.

Name:	P/S Identification #:
Job Title:	Position #:
Division:	Department:	Date:

Section 3F: Employee Response

I have viewed this document, discussed the contents with my supervisor and acknowledge this with my signature. My signature does not necessarily indicate that I agree with my superior’s assessment of my performance.

Supervisor’s Signature:	Date:
Reviewer’s Comments:	Signature:	Date:
Employee’s Comments:	Signature:	Date:

Return completed evaluation to Human Resources no later than the last working day of September