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Little Priest Tribal College (Little Priest Tribal College)

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1
Little Priest Tribal College
“Be Strong and Educate My Children”
Employee Performance Plan and Accountability Review FY___
Little Priest Tribal College is committed to careful and comprehensive performance and development communication. Each person’s
performance makes an important contribution to the educational mission of the College as well as to their own personal growth and
fulfillment.
Little Priest Tribal College Mission: Little Priest Tribal College
is established as the educational institution by the Winnebago
Tribe of Nebraska to fulfill the goal of its namesake, Chief Little
Priest, "Be strong and educate my children."
Division/Department Mission:
_________________________________________________________________________________________________________________________________
Today’s Date:_________________________________________ Employee Name:______________________________________
Division/Department: __________________________________ LPTC ID Number: ____________________________________
Supervisor:___________________________________________ Title: _______________________________________________
Dept. Head: __________________________________________ VP/Dean: ____________________________________________
____________________________________________________________________________________________________________
Check One:
SETTING EXPECTATIONS MID-YEAR CHECK-IN YEAR-END ACCOUNTABILITY REVIEW
Overall Performance Rating: _________________ Interest in Advancement/Changing Roles:
C-Clearly Outstanding
Recommend for Mentor/Mentee:
E-Exceeds Expectations
M-Meets Expectations (“good performance”)
Suggested Areas for Prof. Growth/Development:
B-Below Expectations
U-Unacceptable ______________________________________________________
e.g., specific technical skill, supervision, management, leadership
2
Special Recognition:
Undertook significant increased responsibilities above and beyond while fully meeting job expectations and Leadership competencies;
Employee excels in all, or almost all, Job Specific Day-to-Day Accountabilities and Leadership Competencies (support of College mission, stewardship,
service and collaboration and continuous learning); or
Employee excels in Technical or Functional competencies based on Division/Department specific criteria defining exemplary performance.
Expectations
Section 1: Key accountabilities, projects, activities, and tasks
1.
2.
3.
4.
5.
6.
Section 2: Rating Section
Using the following scale, C – Clearly Outstanding; E – Exceeds Expectations; M – Meets Expectations “good performance”;
B – Below Expectations; U – Unacceptable, rate the performance on the following performance criteria:
Note, some criteria may not be appropriate for a particular position. In this case, write N/A in the rating column and do not include in the average rating. You
may also add performance criteria or other information to the rating section, as appropriate. Supervisor is required to provide comments:
Performance Criteria
Comments
Rating
EXAMPLE:
Jane Doe has attended two seminars on FERPA, she has participated
in Jenzabar training for AR and is proficient in excel and word.
E
A. Job Knowledge
The extent to which the employee:
• Understands aspects of position and demonstrates ability to
perform job duties and responsibilities
• Is current on the latest concepts, techniques, and methods
relative to his/her discipline(s) and areas of responsibility.
• Pursues further advancements to overall job-related
knowledge.
B. Quality of Work
The extent to which the employee’s work:
• Conforms to established standards/requirements and reflects
attention to specific direction and instructions.
• Is accurate, thorough, presentable, appropriate, clear, and
concise.
3
C. Productivity, Accuracy, and Timeliness
The extent to which the employee:
• Produces appropriate work output or volume
• Produces work that is correct, exact, and precise.
• Establishes and accomplishes goals, objectives, and routine
operating duties in a competent and timely manner.
D. Initiative, Innovation, and Creativity
The extent to which the employee:
• Develops new ideas, alternative methods, suggests different
procedures, enhancements to existing conditions, and overall
improvements within his/her area(s) of responsibility.
• Promotes/facilitates innovation and creativity on the part of
others.
• Is self-starting, resourceful, and creative as applied to duties
of position.
E. Teamwork and Cooperation
The extent to which the employee:
• Acts as a cohesive member of a team; demonstrates
appropriate interactions with employees throughout system.
• Achieves goals/objectives specifically by working
with/through others.
• Is cooperative and easily obtains cooperation from others.
• Is a willing participant in problem solving regardless of
direct bearing on his/her area of responsibility
• Compromises, is flexible, and recognizes the needs of the
overall organization.
• Is willing to make concessions when appropriate.
• Develops mutual trust and respect; maintains cohesive,
supportive, productive work environment.
F. Interpersonal and Communication Skills
The extent to which the employee:
• Fosters an environment of collaboration, teamwork, and
mutual respect through effective communication.
• Demonstrates effective communication skills, both oral and
written.
• Effectively articulates own position while taking into
consideration conflicting views and/or positions.
• Listens and interacts effectively without alienating others.
• Has an effective communication style with all levels of
personnel.
4
G. Compliance
The extent to which the employee:
• Works within legal, regulatory, and ethical practice standards
relevant to the position.
• Follows safe practices required for the position.
• Complies with appropriate policies and procedures.
• Brings potential compliance matters to supervisor.
• Complies with training requirements, as appropriate to
position.
H. Consumer Relations/Hospitality/Service
The extent to which the employee:
• Demonstrates an understanding of service standards and
strives to achieve them, treats all with respect and dignity,
and demonstrates courtesy in all interactions.
• Achieves positive relations within his/her span of control,
and contributes to a positive public image of the overall
organization.
• Is accessible as appropriate for users of department services.
I. Financial Responsibilities (If Applicable)
The extent to which the employee:
• Demonstrates skill and competence in managing financial
issues.
• Effectively manages resources, supplies, equipment,
overtime, and/or other typical fiscal components.
• Participates in and is successful at budget preparation and/or
compliance for his/her area(s) and can provide acceptable
justification for variance.
• Contributes to overall sound financial management.
J. Leadership
To the extent the employee:
• Sets realistic standards, encourages efficient, productive
performance.
• Takes charge, sets direction, organizes, encourages, inspires,
and motivates others to do what needs to be done for the
benefit of the department and overall institution.
• Is assertive and self-confident in a tactful and positive
manner in the discharge of his/her responsibilities.
• Informs supervised employees of policies and legal,
regulatory, and ethical requirements of their position.
• Promotes, monitors and enforces staff’s compliance with
such policies and requirements.
5
All positions relate to the College’s core values and mission. Identify and evaluate the individual projects or priorities supporting the College’s core
values and mission that are in addition to day-to-day accountabilities. Consider possible suggestions below.
Leadership Competency
Performance Objective
Accomplishments
Support of College Mission
Demonstrates, through work assignments, support of
students, faculty, colleagues, and other constituents.
Actively supports equal opportunity, diversity, and
inclusivity.
Suggestion: List assignments and goals that
support our mission of service and support to
students, faculty, colleagues, and other constituents.
Suggestion: Describe how employee is expected to
encourage or promote diversity, opportunity or
inclusivity.
College Mission Rating __________
Stewardship
Uses College and departmental program resources
effectively.
Seeks ways to continually improve and enhance work.
Suggestion: List ways employee can show
willingness and capacity to adopt new approaches
to work/tasks.
Suggestion: Give examples of tasks to be
continually assessed and improved.
Stewardship Rating ____________
Customer Service/Collaboration
Demonstrates high-quality service and collaborates
with others.
Exchanges information appropriately in and outside the
work group in support of accomplishing team/cross-
departmental/institutional initiatives.
Suggestion: Give examples of tasks and projects
that call for service and collaboration.
Suggestion: Identify those assignments that require
effective planning and agreement on priorities,
processes, actions, contingencies, roles, and
responsibilities.
Suggestion: List goals that call for employee to
capture and share feedback and discuss lessons
learned.
Customer Service/Collaboration Rating ____________
6
Leadership Competency
Performance Objective
Accomplishments
Continuous Learning
Demonstrates commitment to continuous improvement
through learning.
Suggestion: Describe ways employee maintains
and develops critical skills, behaviors, and
competencies.
Suggestion: Identify a goal of minimum hours to be
committed to learning (professional development in
field, internal programs like management,
mentoring, etc.)
Continuous Learning Rating ____________
Section 3: Major Strengths or Accomplishments
Section 4: Major Opportunities or Areas of Improvement
7
Section 5: Professional Growth and Development Goals for Upcoming FY ________
Section 6: Employee’s Overall Response to Evaluation
Section 7: Employee’s Feedback for Manager or Supervisor
8
Supervisor____________________________________________ Date____________________________________________
Employee_____________________________________________ Date____________________________________________
Employee signature indicates that appraisal has been reviewed by supervisor. However, it does not necessarily mean that employee
agrees with the supervisor’s evaluation.
Department Head______________________________________ Date____________________________________________
President/Dean________________________________________ Date____________________________________________
____________________
1. Dartmouth College Employee Perfomance Evaluation and Accountability Review FY12, Dartmouth College Human Resources,
2012. http://www.dartmouth.edu/~hrs/pdfs/eval07a.pdf
.
2. ACUPA, http://www.acupa.org.
3. Little Priest Tribal College
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Completed 19 September 2020

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