Performance Planning

Annual Performance Review Individual Contributor

Performance Measurement Performance Discussions

INSTRUCTIONS: Complete the following form based on your annual performance review cycle. To ensure functionality, this form must be saved as a .docx file. NAME: EMPLOYEE ID: SUPERVISOR : Benjamin Colling Theresa Mura JOB TITLE: ED SYSTEM : REVIEW PERIOD: From: 5/28/2012 To: 5/29/2013 Assistant Director of Admissions

RATING DEFINITIONS FOR OVERALL EMPLOYEE PERFORMANCE

Overall 2 = Below Performance Expectations Employee fails to achieve one or more key performance expectations or goals. This should be supported by the data commonly reviewed with your manager and demonstrate a person is consistently not meeting the goals and expectations for their role. Overall 3 = Meets Performance Expectations Employee is fully successful in meeting all of the performance goals and expectations for their role. They may exceed their goals and expectations some of, but not all of the time. Overall 4 = Exceeds Performance Expectations Employee consistently demonstrates exceptional overall performance, routinely going beyond what is expected in their role. They also substantially surpass all of their key performance goals and expectations all or most of the time.

Overall Performance Rating (Completed by Supervisor) To determine final overall performance rating, consider the following: 1) Performance and Development Goal Rating 2) Overall Proficiency on Competencies 3) Supervisor comments as stated above 4) Performance in relation to peers (i.e. Distribution of ratings where 20% are high performers, 70% are solid performers and 10% are underperformers) FINAL OVERALL PERFORMANCE RATING Click to Choose Rating.
underperformers 2 high-performers 4

Overall Performance
solid performers 3

Click to Choose Rating. Click to Choose Rating.

VERIFICATION SIGNATURES:
Employee: Supervisor: 2 Level Reviewer: Page 1 of 8
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Date: Date: Date: EDMC Confidential

Performance Planning

Annual Performance Review Individual Contributor

Performance Measurement Performance Discussions

RATING DEFINITIONS FOR PERFORMANCE GOALS

2 = Below Performance Expectations Employees who fail to achieve any one or more key performance expectations for a goal. This should be supported by the data commonly reviewed with you and your manager and reflect that a person is consistently not meeting a goal. 3 = Meets Performance Expectations Rating given to employees who are fully successful in meeting all of the performance expectations for a goal. They may even exceed their goal and expectations some of, but not all of the time. 4 = Exceeds Performance Expectations Employees who consistently demonstrate high overall performance, routinely going beyond what is expected in order to substantially surpass all of their key performance expectations for a goal all or most of the time.

PERFORMANCE GOALS
Performance goals are objectives set for specific work completed in the employees current position. These goals should be related to the department or the organizations overall goals and include clearly defined expectations for success. List the employees goals below. At the conclusion of the review cycle, provide ratings for each goal, adding comments where necessary. (TO ADD ADDITIONAL PERFORMANCE GOALS: Place your cursor below the last goal table. Click on the Insert tab next to Home. Next Click the Quick Parts icon (this will give you a drop down list with two options) Click on Performance Goal. This will automatically insert a new goal. Change the number to match accordingly). Goal 1 New Student goals: July 2012 through the May 2013 Start dates: GOAL of 11 new students Achievement of 17 Enrollments Business Results and Supporting Metrics Helped 17 students start or 155% of goal. Self Comments I was able to meet and surpass my goal and sucessfully helped these students start. Self Exceeds (4) Supervisor Click to Choose Rating. Supervisor Comments Note- this was your 1 year of production and as you were a HS ADA your plans did not ramp up until July 2013.
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Goal 2 + Minimum of 60% start rate for all starts July 2012 May 2013 Business Results and Supporting Metrics Achieved an average of 59% start rate. Had 29 Gross applications and 17 starts. Self Comments I just missed the start rate by 1%. Still on a learning curve and will plan to work harder. Self Meets (3) Supervisor Click to Choose Rating. Supervisor Comments Please note again- this is 1 year- you were still learning! I expect this to be vastly higher next year.
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Goal 3 75 total PDR inquiries for the year Page 2 of 8 EDMC Confidential

Performance Planning

Annual Performance Review Individual Contributor

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Business Results and Supporting Metrics Achieved 15 = 20%

Self Comments I feel that PDRs were such an new thing for us newer ADAs and we focused more on the applications. I am better at it now and undersatnd the importance of it.

Self Below (2)

Supervisor Click to Choose Rating.

Supervisor Comments

Click to Choose Rating.

Overall Rating on Performance Goals (Completed by Supervisor)

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EDMC Confidential

Performance Planning

Annual Performance Review Individual Contributor

Performance Measurement Performance Discussions

DEVELOPMENTAL GOALS
Developmental goals are objectives that relate to the anticipated needs of the employee or organization. These goals should focus on the employees strengths, weaknesses, talents, or interests and focus on opportunities for growth either within, or outside of, the employees current role. List the employees goals below. At the conclusion of the review cycle, provide ratings for each goal, adding comments where necessary. (TO ADD ADDITIONAL DEVELOPMENTAL GOALS: Place your cursor below the last goal table. Click on the Insert tab next to Home. Next Click the Quick Parts icon (this will give you a drop down list with two options) Click on Developmental Goal. This will automatically insert a new goal and change the number to match accordingly). Developmental Goal 1 Become more consistent with your weekly activities ensuring your call totals are sufficiently high for you to achieve your goals. Business Results and Supporting Metrics Self Comments I feel that I have had a flux over high volume of weekly activities and avaerage Self Meets (3) Supervisor Click to Choose Rating. Supervisor Comments

Developmental Goal 2 Improve follow-up ensuing all details preventing students from starting are uncovered and solutions are sought so that start rate can increase further. Business Results and Supporting Metrics Self Comments Self Click to Choose Rating. Supervisor Click to Choose Rating. Supervisor Comments

Click to Choose Rating.

Overall Rating on Development Goals (Completed by Supervisor)

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EDMC Confidential

Performance Planning

Annual Performance Review Individual Contributor

Performance Measurement Performance Discussions

COMPETENCIES
Competencies are the behaviors, skills, and abilities that, when demonstrated effectively, have a positive impact on business results and reinforce our company values. The competencies for your position are listed. Provide a rating for each competency, adding comments where necessary. For more information on the competencies, view the competency dictionary on HR One Connect. Needs Improvement Does not consistently demonstrate behaviors Approaches Proficiency Demonstrates some behaviors but not consistently Self Comments (Include Demonstrated Behaviors) For all of the competency goals, give yourself a rating using the drop-down menu to the right. Then if you wish to explain why you gave yourself that rating, please do so in this column. You do not have to provide comments for every category if you do not want to. You can delete this text when you write in this column. Proficient Consistently demonstrates most behaviors Self Rating Supervisor rating Exemplary Consistently demonstrates all behaviors; can coach others Supervisor Comments (Include Observed Behaviors)

Competencies Student / Customer Focus Makes students and their needs a primary focus of ones actions Actively seeks to understand students' circumstances, problems, expectations and needs Creates and/or implements studentfocused processes and procedures Strives to anticipate the needs of the student Visits with students and asks them relevant questions Results Orientation Aligns resources to achieve or exceed goals against a standard of excellence Holds self accountable for meeting commitments and achieving results Acts with a sense of urgency Develops milestones and tracks progress toward goals Is able to overcome barriers to achieve objectives

Click to Choose Rating.

Click to Choose Rating.

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EDMC Confidential

Performance Planning

Annual Performance Review Individual Contributor

Performance Measurement Performance Discussions

Competencies Communication Clearly conveys ideas and concepts Demonstrates active listening skills Adjusts communications to the audience Creates two-way communications with others Allows others to finish speaking prior to responding Credibility Through words and actions; encourages honesty Demonstrates ethics as defined by EDMCs Code of Conduct Establishes and maintains trust Speaks candidly about tough issues Is forthright Maintains confidentiality Keeps commitments Teamwork and Collaboration Works cooperatively with others to achieve common goals Establishes good interpersonal relationships Seeks feedback from others; is open to and takes action on feedback Shares credit for good ideas or accomplishments with peers Effectively addresses conflict Actively participates in regularly scheduled meetings

Self Comments (Include Demonstrated Behaviors)

Self Rating

Supervisor rating

Supervisor Comments (Include Observed Behaviors)

Click to Choose Rating.

Click to Choose Rating.

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EDMC Confidential

Performance Planning

Annual Performance Review Individual Contributor

Performance Measurement Performance Discussions

Competencies Initiative Does more than required or expected Does things that will improve or enhance process Plans ahead for upcoming problems or opportunities Displays a positive attitude Problem Solving Identifies problems by determining variance from standard operating procedure or desired state Formulates clear, objective decision criteria; evaluates options against criteria Includes appropriate key stakeholders in the problem solving process Implements new solutions, considering impact on others and the business Develops measures to determine the success of solutions

Self Comments (Include Demonstrated Behaviors)

Self Rating

Supervisor rating

Supervisor Comments (Include Observed Behaviors)

Click to Choose Rating.

Click to Choose Rating.

Click to Choose Rating.

Click to Choose Rating.

Click to Choose Rating.

Overall Rating on Competencies (Completed by Supervisor)

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EDMC Confidential

Performance Planning

Annual Performance Review Individual Contributor

Performance Measurement Performance Discussions

Employee Comments:

Supervisor Comments:

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EDMC Confidential