COMPETENCY BASED JOB DESCRIPTION / …

1 COMPETENCY BASED JOB DESCRIPTION / performance appraisal form The COMPETENCY BASED Job DESCRIPTION / performance appraisal form was developed BASED on Joint Commission requirements. It combines three essential performance management tools: 1. the COMPETENCY BASED job DESCRIPTION , 2. the COMPETENCY assessment process, and 3. the annual performance appraisal The appraisal tool contains six key areas: Essential Job Duties and Responsibilities, University/Organizational Standards, Assessment of Goals, Summary of performance Strengths and Accomplishments, Individual Development Plan, and Goal Setting for the upcoming year. I N S TR U C TIO N S F O R C RE A T I N G T H E N E W F O R M : 1. Using your updated COMPETENCY BASED Job DESCRIPTION insert up to 12 Essential Job Duties with corresponding standards, into the form ( ) under Section 1.

2 For Essential Duty #1 SERVICE EXCELLENCE, select position type (clinical, non clinical and management) using the pull down menu to the right. Once selected, the form will automatically populate that section with the appropriate standards. 2. Once you have incorporated the Service Excellence standards into your updated job DESCRIPTION insert the remaining Essential Duties and corresponding standards. Submit the completed job DESCRIPTION in the new format to the UH COMPETENCY Committee for review, who will then forward to HR, Compensation Services for final approval. 3. The new form will now be used as the approved job DESCRIPTION , COMPETENCY assessment and appraisal form that you will have on file. You will use this form with all employees that work at University Hospital. I N S TR U C TIO N S F O R C OM P L E TIN G TH E A P P RA I S A L : 4.

3 Once the updated job DESCRIPTION has been approved, you can use the new template to appraise staff performance . Before completing the appraisal , ask the employee to complete the required Self appraisal form ( ) ideally three weeks prior to the appraisal meeting. The form can be completed by the employee electronically or printed out to be completed on paper. If using a paper version, additional spaces can be added if needed, to adequately respond to the questions on paper. 5. First, assess performance for each of the 10 to 12 Essential Duties by checking the box that corresponds to: 1) the validation method used and 2) your assessment of performance for each Essential Job Duty and University/Organizational Standards and Expectations using the Job Specific performance Rating Guidelines listed at the beginning of Section 1.

4 6. Complete the narrative Sections 3, 4 and 6. Review the entire evaluation and make a determination of the staff member's overall performance using the Overall Rating Guidelines on the last page of the form . Place the corresponding number (1, 2, 3, 4, or 5) that best describes your assessment of overall performance in the Evaluation Summary below the Overall Rating Guidelines. Get approval and signature from the next level of management before discussing the appraisal with the employee. 7. Goal Setting for the next performance year is noted in Section 5. Effective Goal Setting is a collaborative process. Supervisors should come to the meeting with a draft of potential goals. However, this section is to be completed following employee input during the performance appraisal discussion. 8. Employees receiving an overall rating of less than 3 must be given prior notification through counseling and/or progressive discipline.

5 9. Supervisors will use this form in lieu of the Probationary Assessment form to assess the performance of probationary employees. 10. Allow the employee to record his/her comments, if requested. Provide the employee a copy of the evaluation (not the original). 11. If there is a change in salary, process the increase using the Electronic Personnel Action form (EPAF). Forward the completed appraisals to your campus Human Resources Office.