This year, the University has moved from a five-level numeric scale to a simpler four-level performance rating system with the following ratings: exceptional impact, full/consistent impact, learning/building or needs improvement. To better understand each rating, please consider the definitions below. As always, reach out to your department’s HR representative if you have any questions.
- Contributions have significant and consistently exceptional impact and value to the department and/or the organization.
- Makes unique, often one-time achievements that measurably advance progress towards organizational goals and/or result in major improvements.
- Easily recognized as a role model by high-performing peers.
- Viewed as an excellent resource to provide expertise, guidance, advice, mentorship, or support to others.
- Demonstrates a range of high-level capabilities and actively takes on higher levels of responsibility.
- Consistently demonstrates meaningful impact through accomplishments and contributions.
- This level of impact is reflective of a fully qualified, competent and experienced individual in this role.
- Viewed as someone who gets the job done and effectively prioritizes work and produces strong results.
- Contributes positively to the overall objectives of the department and /or the larger organization.
- Achieves valuable accomplishments in several important areas of the job and/or on assigned projects.
- Needs to gain proficiency and/or productivity in the position to achieve consistent impact.
- May achieve some, but not all, goals.
- Stronger or additional knowledge, skills and abilities need to be demonstrated for consistent success in the role.
- This rating is recommended for use when an employee is still coming up-to-speed with their job responsibilities based on limited tenure in the role.
- The quality of performance is below expectations for the role.
- Knowledge, skills,abilities and/or productivity have not been demonstrated at the appropriate levels.