Performance Standards
The UC ANR Performance Standards provide guidelines for evaluating employee performance across various competencies, such as communication, job mastery, service focus, and more. Each competency is assessed on a scale from "Exceptional" to "Improvement Needed," with descriptions for each level to help supervisors and employees understand expectations and areas for growth. This framework supports the development of skills and contributions to the organization's mission.
| Competency | Exceptional | Exceeds Expectations | Meets Expectations | Partially Meets Expectations | Improvement Needed |
|---|---|---|---|---|---|
| Communication | Is an excellent communicator, both verbally and in writing. | Is a strong communicator, both verbally and in writing. | Consistently uses clear and appropriate language, both verbally and in writing. Readily shares work-related information. | Sometimes unclear in verbal or written communication. | Verbal and/or written communications often are unclear or inaccurate. |
| Job Mastery & Continuous Learning | Exhibits expertise, superior job knowledge, and outstanding skills in even the most difficult and complex aspects of the job. Is sought by others as a subject matter expert. | Openly shares knowledge with others; provides training to colleagues. Seeks opportunities to expand job knowledge and skills. | Demonstrates a working knowledge of and competency in the skills and duties of the position. Learns skills needed to perform the responsibilities of the position. | Needs more training and/or knowledge in order to perform adequately in the position. At times, demonstrates a lack of job knowledge in some areas of assigned responsibilities. | Has not developed or retained job knowledge required to perform in the position. Makes little effort to obtain new/current information related to job. |
| Service Focus | Consistently develops innovative ways to engage customers, consistently leads the way to remove barriers to collaboration and service delivery. | Proactively anticipates customer needs and concerns. Is creative in identifying solutions to customer issues. | Establishes and maintains good working relationships with external and internal customers. Consistently delivers on service commitments. | Is inconsistent in identifying customer needs. At times does not meet time commitments, or does not always follow through on customer requests. | Often demonstrates a lack of responsiveness to customer needs. Unwilling to take additional responsibility to fulfill client needs. |
| Results Orientation & Execution | Exerts leadership in anticipating and proactively resolving new and complex problems. Leads others to consider the broader picture and long-term impact of decisions. | Takes initiative in addressing issues. Identifies a range of options and considers the consequences of decisions. | Reviews facts and data, and uses sound judgment to solve issues effectively. Makes clear, consistent, timely, and transparent decisions. | At times, makes decisions without adequate knowledge or appropriate consideration of consequences. | Makes inappropriate judgments or decisions. Denies existing problems and issues. Judgments and decisions are faulty or show lack of understanding. |
| Employee Engagement | Is a model employee in exhibiting behaviors of mutual respect, cooperation, professionalism, and fairness. Actively promotes a positive work environment. | Is proactive in demonstrating high standards of mutual respect, cooperation, professionalism, and fairness. | Builds productive rapport with employees at all levels within and outside the department. Treats others with fairness, dignity, and respect. | Occasionally exhibits behaviors of mutual respect, cooperation, professionalism, and/or fairness in interacting with others. | Exhibits behaviors of disrespect and/or a lack of professionalism and fairness. |
| Teamwork & Collaboration | Is a leader in collaborating with others and promoting teamwork with internal and external partners and the broader organization. | Uses every opportunity to proactively collaborate with colleagues (and external partners, if applicable) to achieve goals. | Collaborates effectively with colleagues (and external partners, if applicable) to achieve goals. | Sometimes has difficulty in establishing collaborative relationships. | Does not collaborate with others in the organization. Is uncooperative on group projects or in work groups. |
| Innovation & Change Management | Identifies organizational changes and advocates for improvements. | Assists coworkers in implementing change. | Demonstrates willingness to assume new and/or different work assignments and is open to modifying work methods in concert with changing needs. | Is inconsistent in supporting change. | Continues to use outdated work processes. |
| Diversity & Inclusion | Actively seeks opportunities to incorporate diversity of ideas into projects and processes. | Promotes inclusivity of diverse opinions/ideas among colleagues. | Contributes to creating a work environment that supports every person in an atmosphere of mutual respect, cooperation, professionalism, and fairness. | Inconsistently involves a diversity of people and ideas in making decisions. | Is resistant to including or considering diverse points of view. Consistently unresponsive to others. |
| Resource Management | Excels at controlling costs, innovatively maximizes resources of staff, materials, funds, and time; eliminates waste. | Recommends and promotes new ideas to save resources, including budget, travel, staffing, supplies, and time management. | Demonstrates accountability and discretion in the use or management of ANR resources, including budget, travel, staffing, supplies, and time management. | Occasionally demonstrates a lack of judgment or accountability in the use or management of ANR resources. | Misuses ANR resources. |
| People Management (For Managers and Supervisors only) | Frequently identifies and capitalizes on new opportunities that will improve the organization. | Consistently seeks new opportunities for learning, leadership development, and advancement for self and others. | Mobilizes and motivates teams to achieve objectives. | Inconsistently responds to individual/team needs. | Typically takes a historical perspective rather than future-focused. |