Section 1 - Job Expectations and Evaluation

Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 1 - Job Expectations and Evaluation

Major Goals of the Unit/Work Group Major Goals of the Ratee

I have reviewed this package and have had a face-to-face meeting with my Ratee Comments
supervisor to discuss the Major Goals (Unit and Ratee), Major Job
Responsibilities, Essential Criteria, Performance Factors, Point Accumulation
Methodology, and the Evaluation Conversion to the Overall Rating by which I
will be rated. This meeting was held on

(Date).

My signature indicates that I have been advised of these PAR elements.

Ratee__________________________________________

Date___________________________________________

I Agree Disagree with the elements of this PAR.
My signature indicates that the Ratee’s positions have been noted.

Rater_________________________________________
Rater (Print Name)______________________________
Rater SS#_____________________________________
Date__________________________________________

My signature indicates that the Ratee’s positions have been noted. (Use Additional Sheets as Necessary)

Reviewer _____________________________________
Date _________________________________________

1

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 1 - Job Expectations (Continued)
Major Job Responsibilities and Essential Criteria for Successful Accomplishment

(Use Additional Sheets as Necessary)

Job Responsibility:

Essential Criteria:

Job Responsibility:
Essential Criteria:

Job Responsibility:
Essential Criteria:

Job Responsibility:
Essential Criteria:

Job Responsibility:
Essential Criteria:

2

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 2 - Performance Factors

Job Achievement Factors

These factors are directly related to the outputs of the job: Section 1 Major Goals, Job Responsibilities and Essential
Criteria.

Job Achievement 1 2 3 Interim Final

Factors

Goal Achievement Failed to accomplish Achieved or exceeded Significantly exceeded
most major goals; major goals. original goals and
Overall extent to which original objectives were objectives.
employee accomplishes not entirely achieved.
established Ratee goals.

Quality of Work Failed to achieve most Achieved or Significantly exceeded
or all essential quality occasionally exceeded essential quality criteria.
Overall extent to which criteria. all essential quality
employee thoroughly and criteria.
accurately meets the
quality criteria.

Quantity of Work Failed to produce an Produced acceptable or Significantly exceeded
acceptable amount of greater amount of work essential quantity
Overall extent to which work as identified in and met or occasionally criteria.
employee produces an the essential quantity exceeded essential
acceptable amount of criteria. quantity criteria. Consistently completed
work as defined in the assignments, projects
quantity criteria. Rarely met work Met and occasionally and job responsibilities
schedules or deadlines. completed assignments ahead of scheduled
Timeliness Often was late in ahead of specified deadlines.
completing assignments deadlines.
Overall extent to which within specified time
employee meets specified frames.
schedules and deadlines.
0 0
Job Achievement
Subtotal

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 2 - Performance Factors

Job Related Factors

These global factors support the performance of the job.

Job Related 1 2 3 Interim Final
Factors
Informal communication Successfully Excelled in the
Communication was ineffective due to communicated ideas, communication of ideas,
disorganization of thoughts or directions. thoughts or directions.
Effective expression of thoughts, and/or Asked appropriate Thought well, fast and
ideas, concepts, or inappropriate use of voice questions and involved the appropriately on his or
directions in individual volume/tone. Formal listener. Sought her own feet in formal
or group situations, presentations failed to clarification and affirmed situations. Informal
using supportive inform or persuade due to understanding in verbal presentations created
gestures, voice level lack of structure or poor exchanges. Used word pictures, leaving
and organization of organization. Didn’t appropriate supportive no room for confusion.
materials. If listen during verbal gestures, voice level and Apt questions
communication is exchanges. Written organization of materials. uncovered lingering
written, thoughts are communication was Formal presentations were confusion. Presented
expressed with poorly structured, organized and had complex or technical
appropriate grammar, contained poor grammar, appropriate detail. Written information in a manner
organization and or was difficult to read communication was easily understood by
structure. due to inadequate concise and appropriate for target audience. Written
organization. target audience. Key points communication was
Communication flaws were understood by letter perfect and clearly
included: poor listening, intended audience. appropriate for target
no organization of Affirmed understanding audience.
thoughts, or inappropriate with appropriate questions.
gestures.

Customer Service Diagnosed customer Accurately assessed Frequently anticipated
Identifies and meets needs inaccurately; customer needs; provided internal and external
customer (internal an lacked consistency in necessary or requested customer needs;
external) needs. meeting customer needs; service within acceptable advanced quality
was not attentive and timeframes requiring few alternative solutions
inquisitive when dealing corrections or revisions; work quality was
with customers; did not sought customer feedback characterized by
consistently meet time, and expression of exceptional insights and
quality and cost satisfaction with work technical expertise.
requirements. product. Occasionally
sought alternative
solutions.

4

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 2 - Performance Factors

Job Related Factors

These global factors support the performance of the job.

Job Related 1 23 Interim Final
Factors
Demonstrated inability to Demonstrated a capability Effectively addressed
Flexibility modify behavior in to modify behavior in changing conditions,
Adapts behavior and response to change; was response to change. emergencies and other
work methods in inflexible and ineffective Generally adapted to contingencies.
response to changing in performing work under changing conditions and Incorporated new
conditions, new varying conditions. emergency situations. information based on
information, Failed to deal with Effectively performed changes into behaviors
emergency situations unforeseen emergencies. work under varying and work methods.
and/or shifting Rarely modified behavior conditions. Adjusted work Acted as change agent
priorities. in response to change. behaviors and methods to in response to
accommodate for multiple fluctuating work
demands, shifting circumstances; regularly
priorities, ambiguity and encouraged others to
rapid change in work modify behavior in
situations. response to changing
needs.

Interpersonal Skills Did not secure Succeeded in gaining Achieved exceptional
Uses interpersonal cooperation. Lacked respect. Generated a results through instilling
skills to take charge, control and failed to positive working confidence and
direct, motivate or motivate others. Follow- environment that produced motivating others.
coordinate activities to up was not evident. expected results. Involved Effectively used the full
achieve results and Methods fell short of and motivated others to range of interpersonal
follow-up. getting desired results. achieve desired results. skills in achieving
interpersonal results.

Job Knowledge/Skills Rarely demonstrated any Effectively demonstrated Demonstrated expert
Extent to which application of skills or job knowledge and ability skills and knowledge
employee knows the knowledge which clearly to answer queries. above expectations.
details of the job. had an adverse effect on Knowledge and skills Stayed abreast of recent
Understands job and job performance. Rarely contributed to the work of developments and
applies necessary able to answer queries. the unit. changes in job’s
technical knowledge Usually did not know technical area or
and skills. when to ask others for discipline. Knowledge
information. was sought by others
and thought to have
significant impact on
the results of the work
of the unit.

5

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 2 - Performance Factors

Job Related Factors

These global factors support the performance of the job.

Job Related 1 2 3 Interim Final
Factors
Failed to identify the Identified the resources Identified with precision
Managing Resources resources required to required to accomplished the resources required to
Identifies all physical accomplish assigned assigned projects; utilized accomplish assigned
plant, material, vendor, projects; did not utilize a a resource control projects; utilized a
staff resources required working resource control methodology which resource control
to complete methodology. Regarding minimized the waste of methodology which
operational projects; staff, did not clarify resources. Regarding fully optimized the use
uses allocated performance expectations staff, set performance of allocated resources.
resources effectively for employees; did not expectations; identified Regarding staff, clearly
and efficiently. recognize employee performance deficiencies; correlated mission and
Regarding staff sets contributions or encouraged team effort; goals of the work unit
performance deficiencies; provided modified and updated with expected and
expectations; appraises minimal feedback; failed staff plans as actual individual
employee to appraise employee circumstances changed; performance
performance; provides performance in writing assigned work to enhance results; created a work
feedback; develops using the performance employee development; environment which
employees; Promotes appraisal system; recognized employee promoted synergy of
cooperation and inhibited teamwork; achievements; recognized effort and talent;
teamwork; identifies planned without capabilities and matched empowered
employees’ needs and consulting affected people with assignments. employees to identify
works with them to parties; failed to utilize Encouraged others to and develop skills
improve; encourages abilities of others; achieve; provided which supported the
adherence to core stifled efforts of others. constant feedback; operational needs,
values. encouraged employee mission and core
participation; anticipated values of the agency.
staff needs and developed
contingency plans;
prepared others for
additional responsibilities;
instilled confidence in
others; encouraged
teamwork.

6

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 2 - Performance Factors

Job Related Factors

These global factors support the performance of the job.

Job Related 1 23 Interim Final
Factors
Failed to make Incorporated different Championed diversity
Managing/Valuing appropriate social perspectives into work and demonstrated
Diversity accommodations to actions; fostered a fair and through specific actions
Builds, maintains, ensure a fair, inclusive, inclusive environment its value in the
and/or contributes to a and respectful working demonstrating respect for organization. Created a
work environment that environment. Did not others. Worked towards a work culture that
is fair, equitable, demonstrate proactive approach in fostered fairness,
inclusive and respectfulness for soliciting and using respect and cooperation.
cooperative in valuing individual differences. contributions from diverse Recognized individual
individual differences Created and/or perspectives. differences while
such as culture, race, encouraged a hostile building an environment
ethnicity, religion, environment for others. of esprit de corps.
gender, sexual
orientation, physical
attributes, lifestyles,
interests, values or
other differences.

Problem Solving Demonstrated a poor Performed as a competent Consistently exercised a
Identifies and analyzes approach to problem problem solver. Exhibited logical, thorough
problems; uses sound resolution and was slow a logical approach to approach to problem
reasoning to arrive at in resolving problems. problem solving. solving which resulted
conclusions; finds Had difficulty in making Considered risks and in meaningful solutions
alternative solutions to choices and establishing benefits in weighing to complex problems.
complex problems; alternatives. Failed to alternatives.
distinguishes between identify and/or Achieved project
relevant and irrelevant distinguish risks and Insured that all involved objectives of substantial
information to make benefits, needed had a common quality within or below
logical judgments. considerable assistance in understanding of the budget, occasionally
identifying alternatives objectives, priorities and ahead of schedule
Project Management and evaluating risks and development of the through the managed
Organizes tasks and benefits. project; created and effort of an empowered
people in order to evaluated alternative team which was focused
achieve specific Did not evaluate relevant solutions; anticipated on meeting or exceeding
project objectives. factors or viable problems; consistently project requirements.
alternatives; had met project deadlines,
difficulty defining and schedules and budget.
identifying problems and
finding solutions; did not
establish project
priorities. Missed
project deadlines; did not
consider impact on
others; created disruption
within work groups; costs
were not considered in
decisions or actions.

7

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 2 - Performance Factors

Job Related Factors

These global factors support the performance of the job.

Job Related 1 2 3 Interim Final
Factors

Team Building Subordinates and/or Objectives were achieved The achievement of
Creation of unity of project team members through the establishment objectives was superior
purpose through achieved few, if any of a team vision and as a result of a well-
development of a objectives. There was no effort. Team efforts were managed,
shared vision and evidence of any attempt encouraged and proactive participatory approach
shared objectives; and to clarify vision, jointly steps taken to give to the creation of the
through appropriate establish objectives, or members of the team team’s vision,
delegation and shared otherwise create a team appropriate authority establishing
accountability for structure. Decision levels and latitude of objectives and jointly
results. authority and latitude of action. Documented set accountability with
action was not delegated success was due to a team controls based on self-
working together from a feedback
shared vision, individual of results.
but shared objectives, and
appropriate delegation
with suitable controls
established by the
manager.

Job Related 00
Subtotal

8

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 3 - Computation and Conversion to Overall Rating

Performance Factors Computation Final Evaluation
Job Achievement Factor Subtotal
Job Related Factor Subtotal Interim Evaluation 0
0
Grand Total Points 0
0 0

0

1- Unsatisfactory Conversion to Overall Rating 3 - Exceptional
(14 - 21 Points) (35 - 42 Points)
2 - Successful Final Evaluation Rating
Overall (22 - 34 Points)

Interim Evaluation Rating

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 4 - Justification Sheet and Development Plan - Interim

Justification for Interim Evaluation

Interim Rating ⇐

Interim Development Plan

Specific Area(s) Identified for Development Specific Action to be Taken by Ratee

I have reviewed Sections 1, 2, 3 and 4 of this package and have had a face-to- Ratee Comments
face meeting with my supervisor to discuss the Interim Rating, Justification
and Development Plan. This meeting was held on

(Date).

My signature indicates that I have been advised of these PAR elements.

Ratee ______________________________________

Date _______________________________________

I Agree Disagree with the Interim Rating.
I Agree Disagree with the Justification.
I Agree Disagree with the Development Plan.

(Use Additional Sheets as Necessary)

My signature indicates that the Ratee’s positions have been noted. My signature indicates that the Ratee’s positions have been noted.

Rater ____________________________________ Reviewer ___________________________________
Date ____________________________________ Date________________________________________

10

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 5 - Justification Sheet and Development Plan - Final

Justification for Final Evaluation Final Rating ⇐

Final Development Plan

Specific Area(s) Identified for Development Specific Action to be Taken by Ratee

I have reviewed Sections 1, 2, 3 and 5 of this package and have had a face-to- Ratee Comments
face meeting with my supervisor to discuss the Final Rating, Justification and
Development Plan. This meeting was held on

(Date).

My signature indicates that I have been advised of these PAR elements.

Ratee ____________________________________

Date _____________________________________

I Agree Disagree with the Final Rating. (Use Additional Sheets as Necessary)
I Agree Disagree with the Justification.
I Agree Disagree with the Development Plan.

My signature indicates that the Ratee’s positions have been noted. My signature indicates that the Ratee’s positions have been noted.

Rater ____________________________________ Reviewer ___________________________________
Date_____________________________________ Date_________________________________________

11

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Employee Name: Performance Assessment Review Rating Cycle Ending 2013
%DQQHU,': PAR Committee Model
Rowan University Rating Period: 10/1/2012 to 9/30/13

Supervisory Employee Form

Title:

Dept/Agency - Location:

Section 6 - Fact Sheet of Significant Performance Events

Description of Significant Performance Event Rater Comments/Recommended Action

____________________________________________

Ratee Initials Rater Initials Date

Description of Significant Performance Event Rater Comments/Recommended Action

____________________________________________

Ratee Initials Rater Initials Date

Description of Significant Performance Event Rater Comments/Recommended Action

____________________________________________

Ratee Initials Rater Initials Date

Description of Significant Performance Event Rater Comments/Recommended Action

____________________________________________

Ratee Initials Rater Initials Date

Ratee Comments: (Use Additional Sheets as Necessary)

12

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