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rating performance using the numerical rating system
administrative staff The numerical rating system rates two categories; task and relationship. The task rating reflects the level of goal achievement. The relationship rating reflects the manner in which the achievement goals were accomplished. TASK: What did you accomplish?
Accomplishes predetermined goals, meets commitments and deadlines; provides quality work/outcomes; accepts accountability for completing work assignments; applies knowledge and expertise, analytical skills, creative thinking and business acumen to best meet customer needs/objectives.
The Task evaluation is essentially achievement of goals and/or related responsibilities outlined in the job description; See recommended Performance Mangement form.
RELATIONSHIP: How do you work WITH and THROUGH others?
Maintains frequent, open communication and does so in a cordial manner; develops effective working relationships within department and across the university; maintains positive relationships with coworkers and customers/constituents; respects and values diversity of constituents.
The supervisor will report one rating for the Task category and one rating for the Relationship category. The rating choices are: Exceeds Expectations= 3, Meets Expectations= 2 and Needs to Improve= 1. Ratings are reported as: task, relationship. For example, an employee who Meets Expectations (2) for both Task and Relationship would receive the following rating:
| Category: | Task | Relationship | | Rating: | 2 | 2 |
reward levels worksheet
distribution of rewards/base pay increases*This worksheet is to be used for two purposes: - To aid the president's cabinet in determining annual merit distribution.
- To aid supervisors in making pay distribution decisions in their respective units or departments.
| | What & How
Task, Relationship | Percentage Pay-Out Guide**
| | Top Level | 3,3
| | | 2nd Level | 2,3
3,2
| | | 3rd Level | 2,2
1,3
3,1
| | | 4th Level | 1,2
2,1
| Requires Performance Improvement Plan | | Bottom Level | 1,1
| Requires Performance Improvement Plan |
* This concept can be applied at modest pay raise amounts e.g., 2.5% to 3.5%.
**The president's cabinet will determine the the aggregate pay rate pool each year; then, each Manager, Director and/or Planning Unit Head will be responsible for pay distribution and a balanced budget; University Human Resources will annually report results to Planning Unit Heads. |
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