Staff Goal & Performance Review Checklist
2015-2016 (due January 29, 2016)

To better assist with the dialogue regarding job performance between staff member and supervisor, we are instituting several changes to this revised Staff Goal & Performance Review Checklist (SGPRC) as follows:

* Staff members will meet with their supervisor as a department and individually to review the past year’s goals and to set goals for the new fiscal year. Both the supervisor and staff member must agree upon the goals set keeping in mind the department’s objectives as set forth in the Strategic Plan. In order to encourage more communication between staff member and supervisor, this new goal setting procedure and review will allow for more staff input and supervisor feedback and will occur annually at the beginning of the fiscal year.

* The annual Staff Goal & Performance Reviews will occur mid- fiscal year in January which will allow the staff member and supervisor the opportunity to assess the status of goal objectives as well as completing the Performance Review checklist. By conducting the annual review earlier, the staff member and supervisor will be able to assess goal and performance achievements and recommend any adjustments or plans of action sooner than under the present review schedule. At the beginning of the next fiscal year, supervisor and staff member will engage in a discussion as a department and/or individually and review the past year’s goals and proceed to set goals for the upcoming fiscal year.

* The ratings selections have been expanded to allow both supervisor and staff member more options in evaluating skills and accomplishments. These ratings include: Clearly Exceeds Expectation (defined as exceeding expectations consistently or on a regular basis), Above Expectation (defined as exceeding expectations occasionally but always meeting expectations), Meets Expectation (defined as regularly and consistently fulfilling job duties), Below Expectation (defined as occasionally not fulfilling job duties), and Fails to Meet Expectations (defined as failing to meet expectations on a regular or consistent basis).

The intent of the revised SGPRC is to further encourage open communication between staff and supervisor by creating goals for each fiscal year, examining those goals mid-fiscal year during the annual performance evaluation, and reviewing the past year’s goals at fiscal year end. Although this new review process will require two meetings annually, it should not be considered the supervisor’s only communication tool. Open lines of communication throughout the year are necessary. As in the past, the SGPRC will not be used in determining merit pay raises. The success of this SGPRC depends on the supervisor and staff member’s willingness to work together in determining appropriate goals and objectives, conducting a thorough and open review of those goals along with the Performance Review Checklist mid-fiscal year, and meeting at the start of the new fiscal year to review the past year’s goal assessment and to develop appropriate goals consistent with the Strategic Plan for the next fiscal year.

STAFF MEMBER’S Information | Name | Dennis Augustine | Today’s Date | 1/19/16 | Job Title | Custodian | Review Period | 1/16 to 1/17 | Department | FMO | Supervisor | Vicky Booth |

DIRECTIONS for Staff Members (All Staff) 1. In July, meet with your supervisor to set department with/or individual goals. The Current Goal section is the only section to be competed at this time. After the goal setting section is completed, the supervisor should retain this document until it is time for mid-year Performance Review where the SGPRC is returned to the staff member for completion. 2. At mid-year, the staff member should complete the Performance Review portion of the SGPRC and submit to the staff member’s supervisor for the their evaluation/meeting with the staff member

DIRECTIONS for Supervisors 1. In July, meet with the staff member and set mutually agreed upon individual and/or department goals on the SGPRC form. The supervisor should retain this completed portion of the SGPRC until it is time for the mid-year Performance Review. The SGPRC is returned to the staff member for completion of the Performance Review portion of the SGPRC. 2. Mid-year, review the staff member’s completed SGPRC, check columns that the supervisor disagrees with the staff member’s evaluation, add comments, if necessary, and initialize the area that was edited. Review the goals set by the staff member and provide additional or different goals you believe are appropriate. 3. Meet face-to-face with the staff member to have a dialogue about the SGPRC. The meeting should take approximately 15-20 minutes. a. If the staff member and supervisor agree that the staff member ‘meets expectations’ or higher the process is complete and both parties should sign the SGPRC. The supervisor should submit the signed copy of the SGPRC to the OHR for filing. COPIES of this SGPRC should remain with the staff member and supervisor. b. If the supervisor identifies an area(s) that is ‘below expectation’ or “fails to meet expectation”, the supervisor should complete the IMPROVEMENTS section explaining a detailed action plan and timeline. A follow-up meeting should be scheduled 90-120 days from the date of the original meeting to review performance. Both parties should sign the SGPRC and this copy should be sent to the OHR for filing. After the follow-up meeting is held, a detailed memo explaining the improvement(s) should be prepared, both parties should sign the document and the memo should be submitted to the OHR.

I. Current Year’s Goals
Please set goals you would like to meet before the end of the 2015-2016 fiscal year. If you set goals with your supervisor this fiscal year, please comment on the status of the performance of these goals by you. If goals were not set previously, please provide goals you would like to set. Your supervisor will review these goals with you and may recommend additional goals for you or the department.

Goal 1: To continue to perform my job duties with quality and efficiency. | Staff Member’s Assessment: | Supervisor’s Assessment: |

Goal 2: To continue to learn and be able to help with coworkers’ job duties and responsibilities. | Staff Member’s Assessment: | Supervisor’s Assessment: |

Goal 3: To follow the mission of St Vincent College in my everyday duties. | Staff Member’s Assessment: | Supervisor’s Assessment: |

Section 2 – Performance Review (December 2015/January 2016)

1. Quality, Productivity, and Knowledge of Job – Understands and performs duties as contained in the position description which must be attached to this evaluation. The job functions are performed at the appropriate output of work; work product is accurate and conforms to established standards or to specific instruction and direction. Clearly Exceeds Expectations (exceeding expectations consistently or on a regular basis) (supporting documentation required) Above Expectations (exceeds expectations but always meeting expectations) Meets Expectations (regularly and consistently fulfilling job duties) Below Expectations (occasionally not fulfilling job duties) Fails to Meet Expectations (fails to meet expectations on a regular or consistent basis) (supporting statement/documentation required) | Comments | 2. Professionalism, Teamwork, and Cooperation – Conduct and appearance fosters a positive working relationship with department and all constituencies consistent with the mission of this Catholic, Benedictine institution. Demonstrates desire to create a collaborative atmosphere and teamwork including interacting with others that may have conflicting opinions or views. Clearly Exceeds Expectations (exceeding expectations consistently or on a regular basis) (supporting documentation required) Above Expectations (exceeds expectations but always meeting expectations) Meets Expectations (regularly and consistently fulfilling job duties) Below Expectations (occasionally not fulfilling job duties) Fails to Meet Expectations (fails to meet expectations on a regular or consistent basis) (supporting statement/documentation required) | Comments | 3. Accountability and Dependability – Contributes to the effectiveness of the department by being a responsible team member in fulfilling job duties and expectations. Participates in problem solving, demonstrates flexibility in the work environment, and recognizing the needs of the institution. Clearly Exceeds Expectations (exceeding expectations consistently or on a regular basis) (supporting documentation required) Above Expectations (exceeds expectations but always meeting expectations) Meets Expectations (regularly and consistently fulfilling job duties) Below Expectations (occasionally not fulfilling job duties) Fails to Meet Expectations (fails to meet expectations on a regular or consistent basis) (supporting statement/documentation required) | Comments | 4. Initiative, Innovation and Creativity – Ability to develop new ideas and alternative methods to improve existing processes. Desire to promote creativity in order to achieve overall improvement of the department for the benefit of the institution. Clearly Exceeds Expectations (exceeding expectations consistently or on a regular basis) (supporting documentation required) Above Expectations (exceeds expectations but always meeting expectations) Meets Expectations (regularly and consistently fulfilling job duties) Below Expectations (occasionally not fulfilling job duties) Fails to Meet Expectations (fails to meet expectations on a regular or consistent basis) (supporting statement/documentation required) | Comments | 5. Decision Making and Problem Solving – Demonstrates willingness to problem solve regardless of area of responsibility in an effort to achieve department goals. Ability to make sound and logical job-related decisions while following department procedures and policies. Clearly Exceeds Expectations (exceeding expectations consistently or on a regular basis) (supporting documentation required) Above Expectations (exceeds expectations but always meeting expectations) Meets Expectations (regularly and consistently fulfilling job duties) Below Expectations (occasionally not fulfilling job duties) Fails to Meet Expectations (fails to meet expectations on a regular or consistent basis) (supporting statement/documentation required) | Comments |

PERFORMANCE CRITERIA FOR ** MANAGERIAL POSITIONS ** (VP’s, Deans, Directors) If this section is NOT applicable to you, please proceed to page 5 to complete the SPRC. | 1. Human Resource Management – Actively advances the College’s Catholic, Benedictine mission by creating and encouraging a supportive and respectful work environment. Demonstrates an open and transparent management style with all staff members and encourages open communication within the department. Clearly Exceeds Expectations (exceeding expectations consistently or on a regular basis) (supporting documentation required) Above Expectations (exceeds expectations but always meeting expectations) Meets Expectations (regularly and consistently fulfilling job duties) Below Expectations (occasionally not fulfilling job duties) Fails to Meet Expectations (fails to meet expectations on a regular or consistent basis) (supporting statement/documentation required) | Comments | 2. Leadership – Utilizes the Strategic Plan in setting appropriate goals and benchmarks for staff members. Inspires and motivates staff to achieve goals by setting clear direction in an organized and coherent manner. Ability to anticipate the need for change and help staff understand and deal with necessary change in a pro-active manner. Clearly Exceeds Expectations (exceeding expectations consistently or on a regular basis) (supporting documentation required) Above Expectations (exceeds expectations but always meeting expectations) Meets Expectations (regularly and consistently fulfilling job duties) Below Expectations (occasionally not fulfilling job duties) Fails to Meet Expectations (fails to meet expectations on a regular or consistent basis) (supporting statement/documentation required) | Comments | 3. Fiscal Responsibility/Compliance – Demonstrates effective management of resources, supplies, equipment, and personnel. Supports the overall sound fiscal management of the institution and participates actively in the budget process. Keeps staff informed and updated on all relevant policies, regulations, etc. and effectively monitors/enforces compliance by staff members. Clearly Exceeds Expectations (exceeding expectations consistently or on a regular basis) (supporting documentation required) Above Expectations (exceeds expectations but always meeting expectations) Meets Expectations (regularly and consistently fulfilling job duties) Below Expectations (occasionally not fulfilling job duties) Fails to Meet Expectations (fails to meet expectations on a regular or consistent basis) (supporting statement/documentation required) | Comments |

PERFORMANCE SUMMARY | The staff member and supervisor should use this section to make any additional comments and provide a summary of the staff member’s performance over the past year. | Supervisor’s Performance Summary | | Staff Member’sPerformance Summary | | IMPROVEMENTS - OPTIONAL | If the results indicate that there is an area(s) where the staff member has performed ‘Below Expectations’ a plan of action to address the deficiencies should be developed below. Additional pages should be attached, as necessary. Also, a follow-up meeting with the supervisor should be scheduled 90-120 days from today to address the status of the plan of action(s). | Supervisor’s Feedback | | Staff Member’sFeedback | | Plan of Action Review Date | | Verification of Review | By signing this form, you confirm that you have discussed this review in detail with your supervisor. Signing this form does not necessarily indicate that you agree with this evaluation. After signing, the supervisor should make two copies (1) for the supervisor and (1) to be given to the employee. The supervisor should submit the signed original SGPRC to the OHR for filing in the staff’s personnel file. | Staff Member’s Signature | | Date | | Supervisor’s Signature | | Date | |