Performance Management Training Resources
The Performance Appraisal Tool for administrators is designed to be used by all departments across the University for administrators and non-union staff evaluations. It is based on core competencies and their “behavioral indicators” that define what each employee needs to contribute to the University’s mission, vision and values and to be successful. These competencies can apply to all positions and describe what is required to be successful as an individual, not a specific job.
Quinnipiac Core Competencies
Quinnipiac’s six core behavioral competencies for annual evaluation are:
Click any of the competency below for more detail:
- Embraces the University’s commitment to maintaining a diverse and inclusive workplace
- Adheres to University policies and procedures
- Treats everyone with respect, honesty and fairness
- Keeps promises and commitments made to others
- Demonstrates commitment to the Strategic Plan/Quinnipiac Mission
- Expresses ideas clearly and concisely
- Delivers verbal and written communication at a level appropriate to position
- Speaks effectively, understands others, listens attentively
- Influences others in a process or decision to ensure their support
- Strives to provide exceptional service
- Quickly and effectively solves stakeholder problems
- Responds to stakeholders in a timely and helpful manner
- Demonstrates positive behavior and demeanor
- Finds ways to measure and track stakeholder satisfaction
- Technically and professionally skilled in all position responsibilities and duties.
- Displays an ongoing commitment to learning new skills and opportunities for self-development
- Provides support to others to build or maintain
- Is flexible and adapts to changing priorities
- Resolves conflict effectively
- Sets specific, measurable goals that are realistic but challenging, with dates for accomplishment
- Clarifies expectations about what will be done and how
- Enlists support in obtaining the information, resources, and training needed to accomplish work effectively
- Promptly notifies manager about any problems that affect his/her ability to accomplish planned goals
- Seeks performance feedback from manager and others with whom he/she interacts on the job
- Holds employees accountable
- Provides timely and constructive feedback
- Completes performance appraisals honestly and fairly and on time
- Works with employees to prioritize and revise goals
Behavioral examples of the competencies are provided using a 5 star performance rating scale.
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Exceptional (5 Stars) The “Exceptional” should be reserved for work which is consistently and significantly above and beyond expectations in a particular area.
Exceeds Expectations (4 Stars) The “Exceeds Expectations” should be reserved for work which is periodically above and beyond expectations in a particular area.
Meets Expectations (3 Stars) Please note that the target goal and the most common performance standard given across all areas should be Meets Expectations. While the “Meets Expectations” performance standard is in the middle of the five categories, it should not be seen or interpreted as an “average” evaluation – in fact, it means you’re doing exactly what is expected of you in that particular professional competency area.
Needs Improvement (2 Stars) The "Needs Imrovement" should be reserved for work which does not consistently meet expectations (only periodically).
Unsatisfactory (1 Star) The "Unsatisfactory" should be reserved for work which does not consistently meet expectations. Comments must be supplied to support this rating.
These are examples of what behaviors could
look like and are not inclusive of all behaviors that
demonstrate each level of performance for the competency. This
is a tool to help guide evaluations of employee performance and
should not be used as a checklist for behaviors.
We have partnered with Work Dove to
provide a simple-to-use software platform to create a
centralized, efficient system.