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PerfReviewForm - Good

PerfReviewForm - Good

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Published by api-3762963
PerfReviewForm - Good
PerfReviewForm - Good

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Published by: api-3762963 on Oct 16, 2008
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03/18/2014

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Performance Review Guidelines

The Performance Review Form provides periodic written review of individual performance, in the context of
the ongoing performance management process. It is designed to facilitate constructive discussion between
the staff member and supervisor in order to clarify performance objectives, provide feedback about the staff
member\u2019s performance with respect to competencies in several key areas, provide a framework for
identifying the staff member\u2019s development plans, and serve as a basis for the annual merit increase
decision. Supervisors are responsible for completing a Performance Review with each staff member
reporting to them on at least an annual basis.

Your Human Resources Representative is available to answer questions and to provide assistance to
supervisors and staff members on any aspect of the performance management process, including the
Performance Review form. HR Representatives contact information can be found online at
http://hr.web.cmu.edu/resources/hrreps/.

I Performance Objectives

This section of the Performance Review form is used to record Performance Objectives and Evaluation
Criteria at the beginning of a review period. The supervisor is responsible for identifying Performance
Objectives and Evaluation Criteria and communicating them to the staff member. During the review period,
the supervisor and staff member are encouraged to review progress in meeting the identified Performance
Objectives. It is recognized that during the review period Performance Objectives and Evaluation Criteria
may be revised, added, or deleted, in order to best meet changing organizational needs. At the end of the
review period, the supervisor is responsible for assessing the staff member\u2019s performance, using the
Evaluation Criteria as the measure and reviewing the assessment with the individual. Factors contributing to
Performance Objectives, which are not at expectation, should be addressed in the Development Plan section
of the Performance Review tool. Although space has been provided for three Performance Objectives,

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supervisors may add additional Performance Objectives as appropriate. Meeting objectives outlined on the Position Description Form, the first Performance Objective, is a critical component of performance. Under this objective, supervisors are responsible for identifying elements of the PDF that are key performance drivers.

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II Key Performance Competencies

At the beginning of the review period, the supervisor is responsible for reviewing expectations with the staff
member in the Key Performance Competency areas as they related to the individual\u2019s PDF. The Dictionary
of Key Competencies may be used as a guide to determine competency expectations that are appropriate
for various levels of positions. It is recognized that a Key Competency may not be relevant to a particular
position and that in some cases other Key Performance Competencies may be appropriate. In addition,
some of the behavioral descriptors listed for a particular Performance Competency area may not be relevant
to every position. At the end of the review period, the supervisor is responsible for assessing the staff
member\u2019s performance against the communicated performance expectations and reviewing the assessment
with the individual. Performance that does not meet expectations should be addressed in the Development
Plan section of the Performance Review.

III Development Plan

This section of the Performance Review is used to identify Development Plans. There are four kinds of
Development Plans:
1) Development to close performance gaps: The supervisor, in conjunction with the staff member, should
identify Development Plans for any Performance Objective or Key Competency which is assessed at the
Below Expectation Performance Level.
2) Development to enhance job skills and performance: Plans identified by a supervisor with the individual to
provide opportunities for a staff member to enhance job\u00adrelated skills and performance.
3) Development for career advancement: Plans identified by the supervisor and individual to enhance the
promotability of a staff member.
4) Development for career exploration: Staff members may initiate a Development Plan to provide
opportunities for career exploration through cross\u00adtraining or mentoring activities.

Development Plans which address performance at the \u201cBelow Expectation\u201d Performance Level and those
initiated by a supervisor are reviewed and evaluated by the supervisor as part of the Performance
Review process at the end of the next review period. Other Development Plans initiated by a staff
member are reviewed but not evaluated.

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