St. Mary S College of Maryland Annual Employee Review

St. Mary’s College of Maryland Annual Employee Review 10/01/16 – 08/31/17 Supervisor

Employee’s Name Title Non-Exempt Staff Department Exempt Staff Direct Supervisor’s Name Title Department

Review Date Self Evaluation Direct Supervisor’s Evaluation of Employee

Failed Performed Performed Performed Performed to N/A Criteria Exceptionally Very Well Well Minimally Perform Dependability Fulfills responsibilities and commitments; can be relied upon to carry out assignments and meeting deadlines. Punctual and regular attendance at work. Job Knowledge Understands job objectives, duties, and responsibilities. Demonstrates technical knowledge, skills, and problem-solving skills. Safety and Security Follows all safety rules and completes work in a secure and safe way. Summarize Comments (Optional for non-exempt employees to summarize self-evaluation; required for all others including non-exempt supervisors. Please incorporate the above categories in the narrative)

Failed Performed Performed Performed Performed to N/A Criteria Exceptionally Very Well Well Minimally Perform Decision-Making Use logical and sound judgement Planning and Organization Develops realistic plans, creates contingency plans, sets objectives, and establishes appropriate priorities; aligns plans with organizational goals. Technical Knowledge Proficient in application of methods, techniques, and equipment necessary to accomplish work. Quality of Work Sets work standards and achieves results that are accurate, thorough, dependable, and useful. Initiative Demonstrates the ability to work independently, solves problems, assumes additional responsibility, and seeks improved and effective ways. Adaptability Agility Demonstrates an ability to adjust to changing job requirements; is open to new approaches; seeks or is willing to take on new responsibilities. Professional Development Attends workshops, seminars, and related programs that provide career/professional development; enrolls in formal degree/certificate program; presents papers at conferences; and provides training to others. Other (Optional):

Other (Optional):

1 Supervisor’s Initials ______HR Initials ______VP Initials ______Employee’s Initials ______Other (Optional):

Summarize Comments (Optional for non-exempt employees to summarize self-evaluation; required for all others including non-exempt supervisors. Please incorporate the above categories in the narrative):

Failed Performed Performed Performed Performed to N/A Criteria Exceptionally Very Well Well Minimally Perform Communication Clear, concise and courteous verbal and written communications, presentation skills, and listening skills. Responds in a timely manner. Teamwork Coordinates and cooperates with others in developing and executing plans. Conflict Resolution Takes initiatives to address situations involving conflict and appropriately resolves differences with little disruption. Civility Maintains positive internal and external working relationships and demonstrates respect towards co-workers. Other (Optional):

Mandatory Training Participation:

Title IX Training yes no Diversity Training:______yes no Other:______yes no Other:______yes no

Objectives should be determined relative to the goals set forth through the College’s Strategic Plan. Supervisors will work with employees to set objectives and to ensure employees understand the objectives of the department. Employees should also determine personal professional goals and set objectives relative to those goals.

Objectives Plan Supervisors work with employees to identify objectives relative to the department’s objectives. The goals of College’s Strategic Plan should be considered when establishing departmental objectives. Include measurements Due Date and time frames for completion. Employees must have at least 3 objectives including a minimum of one department objective and one professional development objective.

Set Department Objective 1: Objective beginning of review process Due: Metric: Review: Review Objective at conclusion of Due: Metric: review process Exceptional Very Well Well Minimal Failed

Set Department Objective 2: Objective beginning of review process Due: Metric: Review Review:

2 Supervisor’s Initials ______HR Initials ______VP Initials ______Employee’s Initials ______Objective at conclusion of Due: Metric: review process Exceptional Very Well Well Minimal Failed

Set Department Objective 3: Objective beginning of review process Due: Metric: Review: Review Objective at conclusion of Due: Metric: review process Exceptional Very Well Well Minimal Failed

Set Professional Development Objective 4: Objective beginning of review process Due: Metric: Review: Review Objective at Due: Metric: conclusion of review process Exceptional Very Well Well Minimal Failed

Set Personal Professional Objective 5: Objective beginning of review process Due: Metric: Review: Review Objective at conclusion of Due: Metric: review process Exceptional Very Well Well Minimal Failed

FINAL OVERALL PERFORMANCE RATING The supervisor must assign an overall rating to the employee’s cumulative performance throughout the review cycle. The determination of the overall rating shall be consistent with the rating scale below. Check one:

Performed Performed Performed Performed Failed to Exceptionally Very Well Well Minimally Perform The rare performance that is Surpasses the Good performance. Performance does not meet Employee consistently exemplary. standards and Performance is expected level. This is an fails to meet acceptable established satisfactory; consistently ACCEPTABLE level for established standards. performance meets standards and employees in training or those Substantial improvement expectations. established performance who have not had sufficient is critical. expectations. experience on the job; it is an UNACCEPTABLE level for the fully trained employee. Performance is deficient. Improvement is needed. OVERALL COMMENTS:

3 Supervisor’s Initials ______HR Initials ______VP Initials ______Employee’s Initials ______Final Review Signatures

Direct Supervisor’s Signature Date

**Department Head/Senior Administrator’s Signature Date

Employee’s Signature Date (My signature indicates that my supervisor has discussed this review with me; it does not necessarily imply that I agree with the review.)

** Department Head/Senior Administrator’s, HR and VP Signatures not required for self-evaluation ** Department Head/Senior Administrator’s, HR and VP Signatures not required if Direct Supervisor is a Senior Administrator

4 Supervisor’s Initials ______HR Initials ______VP Initials ______Employee’s Initials ______