Job Knowledge/Professional Development – Technically and professionally skilled in all position responsibilities and duties. Seeks new skills and opportunities for self development. 5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory Possesses job knowledge that Demonstrates thorough Demonstrates a basic Has mastered the application Shows a basic lack of is demonstrated thorough understanding of all understanding of all job of most procedures and understanding of how to understanding of how to procedures and processes knowledge skills, procedures processes required for fully perform routine assignments, perform regular work required to effectively perform and processes; knows successful job performance. even after repeated assignments as well as how all assignments. Very rarely resources to seek guidance In those areas where orientation. Frequently those assignments relate to needs help regarding how to for clarification as needed. additional knowledge and requires assistance from other areas. Serves as execute a given assignment. May seek clarification on new expertise are required, supervisor or others in order resource to others regarding When new procedures or assignments, but once satisfactory or better progress to complete task due to lack of work processes and processes are introduced, understood does not need is being demonstrated toward knowledge of applicable procedures. Significantly learns quickly and begins additional support and can their attainment. Requires procedures. Appears to work exceeds expectations on all efficient application. apply process to a similar above average level of independent of established tasks. Continuously strives to Consistently produces quality assignment. Willing to supervision on most tasks to department mission. Requires further improve job work under minimal expand job knowledge with be effective. Accepts high levels of supervision to knowledge. Constantly solicits supervision. . Uses supervisory guidance. Seeks performance feedback and effectively complete job feedback from others performance feedback to and accepts feedback demonstrates a willingness to duties. Unwilling to accept regarding their performance. effectively alter and improve regarding performance and apply such information to feedback from others subsequent performance. demonstrates a willingness to improving performance. Has regarding performance. Is not Often seeks ways to expand apply such information to demonstrated desire to interested in acquiring job knowledge to support the improving performance. Has acquire additional additional skills/knowledge mission of the department. demonstrated desire to skills/knowledge that will allow that will allow them to acquire additional them to contribute to the contribute to the fulfillment of skills/knowledge that will allow fulfillment of the department’s the department’s goals. them to contribute to the goals but has not followed fulfillment of the department’s through with acquiring new goals. skills or knowledge.

Leadership Skills/People Development – Displays initiative. Motivates subordinates. Fosters teamwork. Develops high professional goals, objectives and deadlines. 5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory Consistently demonstrates Demonstrates a thorough Demonstrates an Understands most important Cannot provide an adequate knowledge and support of the understanding of key goals understanding of key goals aspects of department goals. explanation of department mission and business plans of and mission of department. and mission of department. Works well within a team mission and strategy when the department. Inspires and Understands how their Develops working structure but does not serve in asked. Shows no desire to guides others toward goal professional/technical relationships in order to a leadership role or foster know and understand accomplishments; consistently knowledge, skills, and complete assignments and teamwork. Sometimes shows departmental goals and develops and sustains experience can be applied to ensure consistency within the initiative by taking action strategy. Unwilling to take cooperative working fulfill department mission and department. Facilitates team without being asked or told. action without being first told relationships; fosters goals. Is able to find way to oriented work processes When faced with obstacles, to do so by a peer or commitment, team spirit, pride engage others through through application of basic often gets “stuck" in supervisor. Waits for others to and trust; shares leadership teamwork. Develops and project management skills. frustration. Generally accepts take action first. Has not and helps the team become sustains cooperative working Works to overcome obstacles responsibility for assigned become familiar with work interdependent by facilitating relationships; fosters but occasionally needs work and performs tasks as environment and available participation and group commitment, team spirit, pride direction and support to directed; however when resources. Is not fully adept interaction. Consistently and trust. Always performs succeed. Accepts obstacles prevent a task from at basic aspects of work demonstrates ability and assigned tasks as directed. responsibility for assigned being completed, may stop routines and processes and willingness to seize Persistent in overcoming work and performs tasks as work and wait for direction. does not seem able to opportunities and resolve obstacles. Consistently directed. Most of the time Becoming more familiar with progress at an acceptable or problems. Sees what needs to accepts responsibility for ensures that results are work environment and better rate. be done and takes assigned work and performs complete and meet available resources. While appropriate action. Often tasks as directed. Always expectations prior to not fully adept at all aspects of completes tasks ahead of ensures that results are beginning a new assignment. work routines and processes, schedule and provides complete and meet is progressing at an assistance to others. expectations prior to acceptable or better rate. Understands and beginning a new assignment. demonstrates the ability to effectively prioritize assignments to make the most efficient use of time and resources.

Problem Solving/Decision Making – Gives reasonable consideration to all facets of issues that may arise. Gathers and analyzes information. Seeks input and positive feedback from others. Makes timely decisions. Communicates decisions to all affected parties. Resolves conflict in a positive manner. 5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory Displays creativity in seeking Always approaches Usually approaches problem Is transitioning in the area of At times, decisions are hastily solutions to problems and in problem solving in a solving in a systematic problem solving and decision made without fully considering making decisions. Is able to systematic manner. manner. Often seeks making. Has come to the possible consequences. integrate new ideas with current Identifies all resources resources available for help understand the need for a Problem solving efforts are approaches. Effectively identifies available for help and as necessary. Assures proper more comprehensive erratic and often not totally potential problems before they involves peers and documentation and follows up approach to reaching effective. Tends to work alone arise and acts on problems in the subordinates as to ensure problem is resolved. solutions and recommending on problems, not soliciting the early stages. Once solved, necessary. Tracks issue, Decisions are well thought out outcomes or taking action. Is input of peers or subordinates. problems do not arise again. keeps management and made in a timely. Often willing to listen to a variety of The same or similar problems Makes good decisions with limited abreast of concerns and interacts with a variety of opinions. Demonstrates a seem to reoccur on a regular but accurate information while follows up to ensure individuals in an assortment of willingness to learn from basis. Lacks ability to adapt working within schedule. Actively problem is does not settings. Can accurately mistakes/failures in order to behavior in accordance with seeks input when making reoccur. Decisions are assess situational demands adapt behavior effectively. situational demands. decisions and openly encourages well thought out and made and employ appropriate a diversity of opinions. Possesses in a timely and logical behavioral response. a variety of strategies for solving manner. Keeps supervisor problems. informed of progress and results on a regular basis. Effectively follows up to ensure objectives are met.

Relationship Building – Maintains healthy working relationships. Team player. Good listener. Appreciates diversity of others. 5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory Builds and maintains outstanding Builds and maintains Develops successful working Has difficulty at times Has difficulty building and working relationships with others. successful working relationship with others; may interacting appropriately with maintaining good working Consistently demonstrates the relationships with others. need guidance from others. May apply basic relationships with others. highest level of understanding, Shows respect for others. peers/supervisor in communications skills but, at Demonstrates lack of courtesy, tact, empathy, and Applies active listening understanding his/her role in times, behavior indicates lack sensitivity toward others. concern in all interactions. Is skills to most situations. being a team player and of understanding of and/or Does not listen to others; does sought out by others to provide Deals calmly and maintaining a healthy working respect for others. Often has not apply basic input into resolving a issue effectively with stressful relationship. Listens well, difficulty dealing with stressful communication skills to between employees. Actively situations. Appreciates a applying best practices in situations. ensure information is being seeks input from relevant sources variety of perspectives. communication to ensure shared appropriately. Avoids when making decisions and information is received and a diverse set of options. openly encourages a diversity of understood. Appreciates a Avoids stressful situations. opinions. Always willing to listen variety of inputs but to multiple perspectives. Excellent occasionally does not seek at managing stressful situations. other perspectives due to perceived time constraints or project constraints.

Communication Skills – Is skilled at oral and written communications. Demonstrates effective interpersonal communication with subordinates, peers and supervisors. 5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory Demonstrates oral and/or Communicates with others Effectively communicates with Generally presents ideas in a Often fails to make thoughts, written communications skills effectively, speaking and/or in other in speaking and/or clear, concise manner ideas and explanations clear that result in very clear and writing. Possesses and uses writing but may seek however may not be able to to others, speaking and/or in concise messages and vocabulary required to advice/editorial input from sort “good to know” from writing. Feedback is typified feedback. Exhibits the ability successfully express peers or supervisor. In most “must know” information. Not by the need to reword or to explain or describe in a thoughts, ideas and cases presents thoughts and as confident in elaborate in order to obtain manner that is easily explanations. Presents ideas in a clear, concise communications skills. Only required level of understood by most comprehensive feedback. manner. occasionally is additional understanding. recipients. Keeps supervisor and co- feedback is required to ensure workers informed. understanding of message.

Organizational Citizenship – Volunteers to carry out task activities that are not formally part of a job. Persists with extra enthusiasm or effort when necessary to complete task activities successfully. Helps others. Follows organizational rules and procedures even when doing so is inconvenient. Endorses supports and defends organizational objectives. 5 – Exceptional 4 – High 3 – Satisfactory 2 – Fair 1 – Unsatisfactory Consistently demonstrates ability and Frequently takes action Often takes action without Sometimes attempts to take Unwilling to take action willingness to seize opportunities and without being asked or told being asked or told by a action without being asked or without being first told to resolve problems. Sees what needs to by a peer or supervisor. peer or supervisor. When told. When faced with do so by a peer or be done and takes appropriate action. Persistent in overcoming faced with obstacles either obstacles, often gets “stuck" in supervisor. Waits for Significantly exceeds expectations on obstacles. Consistently finds a course of action or frustration. Requires above others to take action first. all tasks with minimal supervision. produces quality work seeks guidance to average level of supervision Requires high levels of Pushes the limits of his or her job under minimal supervision. overcome. Generally on most tasks to be effective. supervision to effectively toward the achievement of goals. Always has a produces quality work under Is learning to appreciate the complete job duties. May Makes sound judgments about when comprehensive picture of minimal supervision. Is goal significance of goal setting and tend to lose sight of and where to take risks in order to the end results desired. Is oriented by may need achievement. Is beginning to desired end results by obtain results. Impacts and influences goal orientated and assistance in prioritizing show understanding of scope becoming too immersed others in promoting his or her point of effectively prioritizes the resources, projects. Keeps of strategic initiatives and the in project or process view. Reacts immediately and channeling of available supervisor informed of relationship to shorter term detail. Often loses track of effectively to changes in plans and resources. Keeps progress as needed, not in a goals. and therefore is unable to priorities. Shows exceptional ability supervisor informed of formal or routine manner. communicate progress or when forced to manage through a progress and results on a Seeks to understand new lack thereof. Tends to crisis situation. Views new challenges regular basis. Effectively policies/ initiatives in order to lose sight of the “big as opportunities for improvement and follows up to ensure support them and encourage picture.” Consistently embraces change enthusiastically. objectives are met. others to do the same. unreceptive to change Embraces new initiatives and unwilling to policies/initiatives and make an effort to conform encourages others to do to new policies/initiatives likewise.