Performance Appraisal Core Values Behavior Descriptions as Tool for Rating Decisions

1. Adaptability
REQUIRES DEVELOPMENT

COMPETENT

EXEMPLARY

Exhibits some difficulty in adjusting to

changing situations, priorities, and
responsibilities which could impede the
organizations progress
Resists using new information, and/or
trying new ideas and approaches

Consistently adapts performance

to changing priorities, situations,
and demands

Anticipates and promotes change in

direction, priorities, and responsibilities
to improve the organization

Is flexible, open, and receptive to

new information, ideas, and
approaches

Displays an unwillingness to try or

support a new or difficult approach

Modifies preferred way of doing

things to support organizational
objectives
Uses influence to assist others in
adapting to and embracing
change
Handles multiple tasks and
priorities

Generates new ideas and approaches

and, with a high level of objectivity,
identifies pros and cons of the
benefit/impact
Is willing to experiment and take
informed risks in trying a different
approach
Models receptivity, flexibility, and focus
when dealing with uncertainty and
transition
Is instrumental in bringing about
systemic changes, esp. ones that require
cooperation of cross-functional entities

Exhibits negative attitude and/or

behaviors during transitional periods
Has difficulty managing multiple
priorities

2. Motivation
REQUIRES DEVELOPMENT

COMPETENT

Effort or enthusiasm for work sometimes Enthusiastic about work and

missing
welcomes new responsibilities
Usually turns to others to solve
problems
Reluctant to assist others when help is
needed; seldom volunteers
Does not seek new challenges beyond
the scope of the position
Resists learning new aspects of the job
as they evolve

Effectively addresses problems

and demonstrates proactive
problem solving
Willing to pitch in when needed
Actions evoke initiative in others
Contributes creative ideas

EXEMPLARY
Creates opportunities that expand the
impact of the unit and success of the
organization
Inspiring others towards improvement
by taking positive action on problemsolving and/or new assignments
Consistently demonstrates motivated
behaviors and inspires it in others
Operationalizes creative ideas into the
structure and function of the
organization

3. Professional & Self-Development

REQUIRES DEVELOPMENT

COMPETENT

EXEMPLARY

Infrequently uses feedback, generally

does not change behaviors in response
to it

Receptive to feedback; often

uses feedback to improve
performance

Has difficulty learning and/or applying

new skills and knowledge effectively

Utilizes new skills, technology,

and/or emerging theories and
practices to improve work
quality & efficiency
Seeks opportunities for
continuous learning
Identifies areas for self
improvement and sets and
achieves goals to addre3ss those
areas

Consistently solicits feedback from

supervisor, colleagues and/or
supervisees to improve individual
performance
Explores and implements new skills,
technologies and/or advances in field to
improve quality & efficiency

Infrequently pursues developmental

opportunities related to job skills
Does not always identify and address
needs for improvement

Engages in regular self-reflection to

assess personal and professional needs
Demonstrates continuous improvement
in self and inspires others toward it
Has exceptional skills in mentoring and
coaching and is sought out by others

4. Job Knowledge & Quality of Work

REQUIRES DEVELOPMENT
Lacks knowledge & skills in some areas
that affect performance in certain
aspects of the job
Does not have full knowledge or follow
all the policies & procedures of the
organization
Shows inconsistent work habits; is prone
to make mistakes
Does not meet or achieve all assigned
tasks; falters on some areas of
responsibility

COMPETENT
Has the knowledge and skills to
perform the functions of the job

EXEMPLARY
Shows mastery of skills and expertise
and has ability to instruct others

Understands/applies policies and

procedures proactively and
initiates discussion on issues
and/or improvements
Accepts additional
responsibilities (assigned or self
initiated) and produces high
quality results
Achieves goals, fulfills
responsibilities and meets
expectations
Seeks out and implements best
practices in the field

Develops or implements policies &

procedures that enhance productivity
and efficiency
Produces high quality work that is
recognized beyond the department
and/or the institution
Consistently establishes and realizes
goals with strategic component
Is recognized by constituents as very
knowledgeable and surpasses their
expectations in providing services

5. Stewardship
REQUIRES DEVELOPMENT
Does not always accept responsibility &
accountability for actions; makes
excuses
Takes more time & effort than needed
to complete some work tasks; does not
accomplish all that is expected
Somewhat negligent of resources;
manages budget poorly
Some actions show lack of complete
honesty & integrity
Is careless with personal & confidential
information; action may promote the
spread of misinformation
Irregular attendance hinders
performance; adjusts work schedule
without approval

COMPETENT
Accepts responsibility and
accountability for own actions
Is efficient in completing
assigned work; meets expected
output
Conserves or shares resources;
exhibits good fiscal management
Is proactive in maintaining
personal & confidential
information
Recognizes & refuses to
propagate misinformation;
clarifies when possible
Maintains consistently high
attendance & ensures work is
covered during absences

EXEMPLARY
Holds self and others accountable for
integrity & trustworthiness in all
activities
Is extremely efficient, work productivity
rate is at the highest level
Proactively initiates resource savings &
reductions; demonstrates excellent fiscal
management
Initiates practices to ensure personal &
confidential information is maintained
Seeks out source & takes action against
misinformation

6. Service Orientation
REQUIRES DEVELOPMENT
Sometimes exhibits behaviors that are
discourteous or unresponsive
Is inconsistent in providing quality
customer service
Does not recognize changing
constituents needs
Does not sense urgency in solving
problems
May be slow & defensive in correcting
errors

COMPETENT
Is approachable, diplomatic &
accessible to constituents &
colleagues
Performs high level customer
service
Consistently works to
understand & meet constituents
needs
Resolves issues & concerns &
corrects errors in a timely
manner
Prioritizes work appropriately to
meet the most immediate needs

EXEMPLARY
Shows initiative by routinely seeking to
improve relationships with constituents
& colleagues
Is recognized by constituents as very
knowledgeable & surpasses their
expectations in providing services
Understands the culture & history of
constituents & anticipates future needs
Creates a service-minded culture
through innovative solutions
Assesses whether an issue is specific or
systemic & initiates a resolution
Serves as a role model for excellence in
commitment, interactions &
performance

7. Teamwork
REQUIRES DEVELOPMENT
Has difficulty cooperating with others
which may impede the work of the team

COMPETENT
Shares information & cooperates
with other team members

Shows poor effort in trying to

understand other perspectives
Rarely volunteers for team assignments

Respects & considers other team

members ideas
Is accountable to other team
members & holds them
accountable for work
Is prepared & fulfills assigned
responsibilities
Appreciates & is able to function
in many team roles

Sometimes fails to accomplish

assignments
At times resists or is unsupportive of
team decisions

EXEMPLARY
Models a collaborative team spirit,
sharing information & offering to assist
others
Solicits input from diverse perspectives
Provides constructive feedback to team
members
Consistently takes assignments beyond
original intent to further teams efforts
Offers creative solutions to help
facilitate work of the team

8. Communication
REQUIRES DEVELOPMENT
Writes & speaks in ways that are less
effective and, at time, unclear in
conveying messages & ideas

COMPETENT
Writes & speaks clearly &
succinctly in a variety of settings
& styles to convey messages &
ideas effectively
Demonstrates attentive, patient
& active listening; open to and
respects ideas of others;
accurately restates others views

Exhibits less than effective listening

which may include interrupting,
inappropriate responses, and/or
inaccurate restatement of others views,
& display as distraction or disinterest
Inconsistently shares knowledge and/or
Shares knowledge & information
information in a timely, effective manner with timeliness in manners
appropriate to particular
audience
Communicates without understanding
implications of what is being said

EXEMPLARY
Writes & speaks in varied settings &
styles to convey messages & ideas in a
persuasive, effective, & inspiring manner
Exhibits balance in listening to, seeking
& drawing out others views; accurately
synthesizes individual & group
conclusions
Assesses the needs regarding sharing of
information & communicates in an
appropriate way to various audiences
Understands the broader context of the
institution; communicates in a strategic
way to bring stakeholders on board

9. Inclusiveness
REQUIRES DEVELOPMENT
Shows disrespect for people different
from oneself in use of language,
inappropriate humor, exclusion
May exhibit difficulty in establishing
effective working relationships with
people different from oneself
Does not take initiative to build
knowledge of the Universitys diversity &
inclusiveness objectives
Does not challenge or report
unacceptable behaviors towards or
about certain groups

COMPETENT
Demonstrates respect for all
Establishes & welcomes effective
working relationships with all
members of the community
Regularly builds knowledge of
and seeks improvement in areas
of cultural awareness
Challenges or reports
unacceptable behaviors toward
people of different than oneself
Actively seeks & considers
perspectives from people
different than oneself

EXEMPLARY
Models behavior which encourages
others to demonstrate equitable &
respectful treatment for all
Initiates conversation about how to
make Miami a welcoming environment
for all
Recognizes systemic barriers to inclusion
Takes action against behaviors that are
intolerant, demeaning, & disrespectful
of all
Leads & communicates in a way that
inspires & positively impacts the ability
of Miami to embrace differences