Performance Rating Guidelines

The following guidelines are illustrative, but not exhaustive, concerning the standards of performance expected for each rating level on the Libraries’ Faculty Performance Evaluation form. These guidelines are not meant to be a rigid criteria, but are offered to assist employees and supervisors in understanding and applying the performance ratings.

The “exemplary” and “exceeds expectations” categories build on the “meets expectations” category; employees who rate in these categories meet the requirements of the preceding category.

Rating Definition	Illustrative Examples (including, but not limited to)
EXEMPLARY Reserved for employees who provide an exceptional level of performance or service and who regularly and substantially exceed overall expectations. Outstanding performers work with little or no supervision and generate output that is exceptionally high in quality, quantity, and timeliness. The individual assumes a very high level of responsibility for his or her own performance, contributes to the articulation and definition of new programs or services, and stands as a model for other staff. Employees rated at this level have typically achieved extraordinary results that have readily demonstrable benefits to the Libraries. Also, these employees demonstrate most of the characteristics described in the illustrative examples. Outcomes are of such quality that they occur among only a small number of employees.	Routinely volunteers for extra work/responsibility while maintaining strong job performance Consistently exceeds quotas or production standards Often suggests new policies, procedures, techniques as a need emerges rather than waiting until the need is overwhelming Maintains a positive and professional manner even when under severe provocation or pressure; welcomes constructive criticism Effectively juggles multiple priorities, tasks, and/or user requests Helps facilitate change in a positive manner Readily assumes responsibility Demonstrates an exceptional commitment to service over time, thus representing the Libraries in a manner that reflects well on the Libraries internally and externally Communicates clearly; fosters communication in every direction by actively engaging in the exchange of information and encouraging this activity in supervised staff Recognized for exceptional expertise and leadership
EXCEEDS EXPECTATIONS Same as “consistently exceeds expectations” but to a lesser degree. The employee's performance regularly exceeds the work requirements. The employee demonstrates a desire and ability to excel in performance. Employees rated at this level demonstrate most of the characteristics described in the illustrative examples.	Often volunteers for extra work/responsibility while maintaining strong job performance Often exceeds quotas or production standards Designs new techniques as requested, considering the concerns and suggestions of others Suggests new policies or procedures when prompted Maintains a positive and professional manner, even when under pressure; willingly accepts constructive criticism Juggles multiple priorities and tasks, and /or user requests Adapts to changing situations; maintains a positive attitude Demonstrates a commitment to service over time, thus representing the Libraries in a positive manner Communicates clearly; able to persuade others through effective communication Serves as a model for others; recognized for areas of expertise
MEETS EXPECTATIONS Employees rated at this level regularly meet and occasionally exceed expectations. A rating at this level indicates that the employee is a competent, productive, and valued member of the team. A fully successful employee consistently meets expectations within specified time and cost limits, understands and supports library-wide goals and priorities, contributes innovative and creative approaches to meeting and furthering achievement of the University Libraries' mission. Employees rated at this level demonstrate most of the characteristics described in the illustrative examples.	Produces the quality of work to meet and occasionally exceed job expectations Applies logic and reason successfully when making decisions; makes infrequent errors due to oversight and/or misunderstanding Applies appropriate judgment in responding to and referring questions or resolving problems Willingly implements new techniques, considering the concerns and suggestions of others Accepts constructive criticism Handles suggestions to problems reasonably and within an appropriate time frame Is a good listener; provides appropriate information to others; assists others with projects when asked Minimizes wasted time or downtime; continuously tries to improve work performance Maintains up-to-date knowledge of relevant procedures and functions Readily accepts a change once the team decides to move in a direction Promotes/supports department, colleagues, supervisors, administration, the Libraries, and the University in action and in words Adheres to time and attendance rules
NEEDS IMPROVEMENT Employees who do not regularly meet overall expectations or who regularly meet or exceed job performance expectations in some areas, but do not regularly meet expectations in other performance areas. The employee has demonstrated some willingness or ability to improve performance and resolve deficiencies that are less than satisfactory and which require that steps be taken to improve performance. Employees in this category need improvement to reach the fully successful level. When performance is at this level, corrective action is warranted.	Seeks to understand and attempts to incorporate different points of view Learning to be good steward of University resources but still needs guidance Consistently completes work assignments and is reliably present for work on a consistent and timely basis Consistently speaks in a manner that is organized and appropriate. Has the ability to create a topic that is appropriate to the audience and situation; Provides some useful information to the audience, with main points that are supported with appropriate material and sources; Holds no evidence of bias Produces written communication that is generally easy to understand; Conveys information in a clear manner that is quickly understood by others Seeks out necessary information to fulfill job responsibilities as needed Seeks out information and applies learned knowledge to improve one's own performance Shares job-related knowledge with co-workers and supervisor to improve one's own performance and team performance when appropriate Shows an active interest in learning about University activities, resources, structures and processes Developing the ability to determine the strengths and weaknesses of a course of action before making decisions; Developing the ability to identify thoughtful solutions, including identifying cause and effect Makes informed decisions based on available information; Utilizes information that is relevant, current and factual; Frequently anticipates potential obstacles to complete work tasks or meet commitments and prioritizes accordingly; Delegates decision-making responsibility when appropriate; Recommends possible solutions when appropriate Follows the guidance of supervisors (or co-workers as appropriate) on how to best perform job duties. Typically supports decisions by the team or supervisor; Cooperates with others to achieve the team or functional unit's goals; Expresses positive expectations of others in terms of their abilities, expected contributions, etc.; Speaks of and to team members in positive terms Always aware of who the customer is and always respectful to customers both internal and external to the University; Ensures professional, timely, accurate and courteous service; Seeks to accurately understand customer needs and concerns before taking action on inquiries or requests; Maintains clear communication when dealing with customer service problems; Distributes helpful information to customer
DOES NOT MEET EXPECTATIONS Employees at this level clearly and consistently fail to meet all or most significant job expectations. The employee shows either unwillingness or an inability to improve. When performance is at this level, disciplinary action will be taken.	Purposefully insubordinate Habitually negligent in carrying out responsibilities Habitually misuses telephone and/or computer resources Purposefully wastes materials; damages equipment or property Requires substantial supervisory monitoring, consultation, and modification to implement goals and priorities in a timely and/or effective manner Unwilling or unable to respond to crises, obstacles, and/or changes in program direction Often fails to recognize and identify routine problems Habitually absent, tardy, or sleeps on the job; knowingly fails to report an absence