Performance Expectations and Goals Template: Directors and Executives
This form can be used to set and review expectations for any Maricopa non-faculty employee. It may be used as an annual review for at-will employees. For further information on use, contact your HR Solutions Center Business Partner.
I. Employee and Job Information
Role Statement: Click here to enter text. Employee Name Click here to enter text. Dat Click here to enter a date. e Supervisor Name Click here to enter text.
II. Categories
1. Job Knowledge: Employee has the information, background and experience to perform the job Employee has necessary and relevant certifications and training.
Expectations for this job: Click here to enter text. 2. Job Performance: Employee performs the requirements of the job Employee makes appropriate job related decisions Employee accomplishes expected work outcomes Employee has a high level of accuracy in their work.
Expectations for this job: Click here to enter text. 3. Work Place Standards: Employee understands and adheres to MCCCD policies and administrative regulations Employee demonstrates respectful behavior to all colleagues, students and members of the community in alignment with MCCCD diversity values Employee follows established workplace expectations Employee maintains a professional demeanor Employee demonstrates proactive customer service.
Expectations for this job: Click here to enter text. 4. Communication: Employee builds and maintains positive working relationships Employee effectively communicates verbally and in writing.
Expectations for this job: Click here to enter text. 5. Stewardship:
1 Performance Expectations and Goals Template: Directors and Executives
Employee uses public resources efficiently and effectively Employee has completed necessary mandatory trainings (Legal Issues: Public Sector Employment and MCCCD Public Stewardship).
Expectations for this job: Click here to enter text. 6. Managing Performance/Leadership: The manager sets clear, consistent job expectations, gives active and concrete assistance and instructions and provides effective and timely feedback/coaching about performance. The manager demonstrates fair dealings with employees and deals firmly and appropriately with performance problems. Conducts staff performance evaluations in a timely and constructive manner. The manager encourages and supports the growth and development of employees. The manager demonstrates the MCCCD Leadership Principles: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart.
Expectations for this job: Click here to enter text. 7. Strategic Thinking/Action: The manager targets and achieves expected outcomes, established performance expectations and goals, supports and contributes to continual quality improvements that support the MCCCD mission, vision, and values. The manager makes timely and rational decisions based on analysis of relevant information/data. Accepts responsibility for decisions and takes proper action when necessary. Participates and leads the development of annual ‘strategic action plans” within their department.
Expectations for this job: Click here to enter text. 8. Leading Change: The director/executive manager understands and keeps up-to-date on local, national, and international policies and trends that affect the organization and shape stakeholders’ views; is aware of the organization’s impact on the external environment. The director/executive manager develops new insights into situations, questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting edge programs/processes. The director/executive manager deals effectively with pressure; remains optimistic and persistent, even under adversity; recovers quickly from setbacks The director/executive manager takes a long-term view and builds a shared vision with others; acts as a catalyst for organizational change; influences others to translate visions into action.
Expectations for this job: Click here to enter text. 9. Organizational Vision: The director/executive manager understands the organization’s financial processes. Prepares, justifies, and administers the program budget. Oversees procurement and contracting to achieve desired results. Monitors expenditures and uses cost-benefit thinking to set priorities.
2 Performance Expectations and Goals Template: Directors and Executives
The director/executive manager builds and manages workforce based on organizational goals, budget considerations, and staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and rewarded, takes action to address performance problems. Manages a multi-sector workforce and a variety of work situations. The director/executive manager keeps up-to-date on technological developments, makes effective use of technology to achieve results; ensures access to and security of technology systems. The director/executive manager leads in the development of “strategic action plans” across their division and college.
Expectations for this job: Click here to enter text.
III. Goals:
Listed below are the MCCCD Strategic Planning Goals that direct our work through 2015. Align the employee’s goals with the most relevant Board Core Planning Area.
Remember to include the components of a SMART goal. (Specific, Measureable, Attainable, Realistic, Time-based)
#1 Access to Learning: MCCCD provides access to learning opportunities for students and the community. #2 Pathways to Success: MCCCD builds educational and career pathways and supports student goal attainment. # 3 Effective Learning and Teaching: MCCCD researches, assesses, and improves student learning and invests in strategies to improve organizational learning and effectiveness. # 4 Organizational Integrity: MCCCD develops and strengthens policies and practices to guide the effective use of public resources.
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