360 Degree Feedback Form Person Being Position Title: Supervisor Name: Evaluator:

(evaluators please indicate if you are a peer, customer, subordinate, supplier) Please evaluate this employee on the following competencies. If you feel that you do not work closely enough with this individual or have enough information about this individual's performance to rate a particular competency, simply enter N/A into the rating field.

Org Unit: Evaluation Period:

CORE COMPETENCIES (ALL STAFF)

Job Knowledge: Understands present job responsibilities and related work; demonstrates skills and abilities necessary for full job performance; comprehends all phases of the job, including the use of technology, materials and tools.

OUTSTANDING (5) Exceptionally well informed. Rarely needs instructions, even in new assignments.

EXCELLENT (4) Very good knowledge of the position and related work. Needs little instruction.

MEETS EXPECTATIONS (3) Adequate knowledge of the position and related work. Routine instructions given.

NEEDS WORK (2) Understands the minimum requirements of position and related work. Extensive instruction required.

UNACCEPTABLE (1) Lacks an understanding of duties and knows little about related work.

VALUE

Examples/Justification to support ratings:

OUTSTANDING (5) Quality of Work: Accurately, Consistently exceeds neatly and effectively completes expectations. Performs work; produces work that is outstanding work. comprehensive in scope, complete in detail and accurate in content.

EXCELLENT (4) MEETS EXPECTATIONS (3) Frequently exceeds Produces satisfactory work. expectations. Performs above Meets all expectations of the average work. position. Work is seldom redone.

NEEDS WORK (2) Seldom meets standards; work must be redone occasionally

UNACCEPTABLE (1) Work is unacceptable and must often be redone. Consistently below standards.

VALUE

Examples/Justification to support ratings:

Productivity: Produces the required volume of work; plans, organizes and meets deadlines.

OUTSTANDING (5) Consistently exceeds standards of productivity.

EXCELLENT (4) Frequently does more than expected

MEETS EXPECTATIONS (3) Output meets job requirements.

NEEDS WORK (2) Below average volume of work.

UNACCEPTABLE (1) Work output is inadequate.

VALUE

Examples/Justification to support ratings:

Teamwork: Actions make clear that we are one team. Serves both the University and team by being committed to achieving all goals of the organization. Willingly cooperates with others to achieve department and University goals.

OUTSTANDING (5) Consistently; works well with people; respects other teams; develops relationships; seeks opportunities to cooperate & collaborate with others.

EXCELLENT (4) Frequently; works well with people; respects other teams; develops relationships;

MEETS EXPECTATIONS (3) Generally; willing to work with others. Respects other teams and willing to work with others

NEEDS WORK (2) Seldom willing to work with others as a team. Occasionally disrespectful to other teams and teammates.

UNACCEPTABLE (1) Unwilling to work with others and often disrespectful to other teams and teammates.

VALUE

Examples/Justification to support ratings:

Adaptability/Flexibility: Adheres to work schedule. Alters activities to adapt with demands of new situations; listens attentively and openly to the ideas, problems and suggestions of others. Makes suggestions for change that enhance individual, unit and operations performance.

OUTSTANDING (5) Successfully alters activities to adapt with demands of new situations and is perceptive to the impact of change.

EXCELLENT (4) MEETS EXPECTATIONS (3) Readily accepts and adapts to Accepts and adapts to new new practices and procedures; practices and procedures. seeks change in the interest of department.

NEEDS WORK (2) Needs improvement in accepting change.

UNACCEPTABLE (1) Treats changes as negative and focuses on barriers to successful change.

VALUE

Examples/Justification to support ratings:

Communication Skills: Shares and provides relevant, timely, and accurate information; expresses ideas clearly in written and oral form; follows oral and written directions. Chooses the most appropriate method of communication. Directs feedback to supervisor. Understands when its appropriate to use email vs. phone communication.

OUTSTANDING (5) Consistently demonstrates exceptional communication skills.

EXCELLENT (4) Better than average ability to communicate thoughts and ideas.

MEETS EXPECTATIONS (3) Has appropriate communication skills.

NEEDS WORK (2) Communication is not timely and/or sometimes unclear or inaccurate.

UNACCEPTABLE (1) Communication is repeatedly unclear or inaccurate.

VALUE

Examples/Justification to support ratings:

Initiative: Exercises judgment and independent actions within limits of authority and responsibility; seeks additional responsibilities; voluntarily starts projects; is selfstarting and proactive. Identifies areas of process improvement.

OUTSTANDING (5) Consistently exercises judgment and independent action, offers suggestions; shows interest in improving skills and knowledge.

EXCELLENT (4) Exercises judgment and independent action. Occasionally is proactive and does additional work without direction.

MEETS EXPECTATIONS (3) Routinely exercises judgment and independent action with little direction.

NEEDS WORK (2) Requires some encouragement to exercise judgment and independent action and/or seldom seeks additional duties.

UNACCEPTABLE (1) VALUE Fails to exercise judgment and independent action or seek additional responsibility.

Examples/Justification to support ratings:

Quality of Service/Service Standards: Delivers expected service in person, on the phone and in written correspondence (including email) as measured by the Purdue Calumet Service Standards.

OUTSTANDING (5) Consistently ensures the needs of others are met in a proactive, timely and sensitive manner.

EXCELLENT (4) Frequently ensures needs of others are met in a timely and sensitive manner; does additional work without direction.

MEETS EXPECTATIONS (3) Adequately responds to the needs of others in a timely or sensitive manner.

NEEDS WORK (2) UNACCEPTABLE (1) VALUE Inconsistently responds to the Insensitive or unresponsive to needs of others in a timely or the needs of others. sensitive manner.

Examples/Justification to support ratings:

CORE COMPETENCIES (ADMINISTRATIV E SUPERVISORY STAFF ONLY)

Leadership: Counsels, coaches, mentors, and provides clear instruction for motivation, purpose, and inspiration. Creates an environment that fosters respect, integrity, fairness and professionalism. Demonstrates University values and is committed to the University mission. Is open to suggestions from employees and supervisors.

OUTSTANDING (5) Consistently energizes people toward a common objective; has an outstanding ability to get the maximum from staff.

EXCELLENT (4) Frequently succeeds under unusual or difficult circumstances; develops and motivates staff.

MEETS EXPECTATIONS (3) Routinely exhibits good leadership. Has respect of employees.

NEEDS WORK (2) Accepts leadership role but has not adequately developed leadership qualities.

UNACCEPTABLE (1) Avoids or neglects Leadership responsibility.

VALUE

Examples/Justification to support ratings:

Organizing and Planning: Accurately determines length and scope of tasks & projects; sets measurable goals and effectively organizes team members, support, and materials to accomplish tasks. Uses resources effectively and manages time efficiently to achieve results. Effectively manages change and communication.

OUTSTANDING (5) Demonstrates top level planning and organizing. Anticipates department needs and develops implementation plans.

EXCELLENT (4) Plans and organizes routine and non-routine work very effectively.

MEETS EXPECTATIONS (3) Plans and organizes adequately to meet departmental goals.

NEEDS WORK (2) Does limited planning and organizing of work.

UNACCEPTABLE (1) Unable to plan and organize work or staff to meet departmental goals.

VALUE

Examples/Justification to support ratings:

Supervision: Maximizes staff skills and potential through encouragement, empowerment and a motivating environment. Selects, motivates, develops, and evaluates staff effectively. Adheres to University policies as well as federal and state laws.

OUTSTANDING (5) Consistently selects productive staff; promotes staff development; resolves conflict effectively and provides objective and timely performance evaluations.

EXCELLENT (4) Frequently coaches and guides staff; recommends staff development and completes performance evaluations in a timely manner.

MEETS EXPECTATIONS (3) Performs supervisory duties and performance management of staff at an acceptable level.

NEEDS WORK (2) Inconsistent in the supervision and performance management of staff.

UNACCEPTABLE (1) Hires unqualified staff; fails to coach and guide staff and/or does not provide for staff development.

VALUE

Examples/Justification to support ratings:

Inclusivity: Provides an environment where all voices are heard respectfully and all individuals are able to participate to their full capability in performing work responsibilities in the unit. Ensures there is a platform for gathering thoughts and opinions from all users prior to implementation of projects, policies, events and other items that impact University operations.

OUTSTANDING (5) Leverages inclusivity-seeks out and uses ideas, opinions, and insights from diverse and various sources and individuals; maximizes effectiveness by using individuals particular talents and abilities on tasks and/or assignments.

EXCELLENT (4) - Actively seeks out contributions from diverse groups to enhance the overall collective effort. -Proactively incorporates contributions from diverse groups and individuals.

MEETS EXPECTATIONS (3) - Consistently seeks out contributions from diverse groups to enhance the overall collective effort. - Consistently incorporates contributions from diverse groups and individuals.

NEEDS WORK (2) -Rarely seeks out contributions from diverse groups to enhance the overall collective effort. -Rarely incorporates contributions from diverse groups and individuals

UNACCEPTABLE (1) - Fails to seek out contributions from diverse groups to enhance the overall collective effort. -Fails to incorporate contributions from diverse groups and individuals.

VALUE

Examples/Justification to support ratings:

Setting Standards & Measuring Results: Sets standards for organizational objectives and measuring results against standards; analyzing and reporting results. Strives for continuous improvement in organizational effectiveness and efficiency.

OUTSTANDING (5) EXCELLENT (4) Consistently sets standards for Frequently sets standards for all staff and analyzes and staff and often analyzes and reports on outcomes to then reports on outcomes. improve organizational effectiveness.

MEETS EXPECTATIONS (3) Sets standards and analyzes results of work adequately to meet departmental needs.

NEEDS WORK (2) UNACCEPTABLE (1) VALUE Sets limited standards for staff Unable to set proper standards and rarely reports on or for staff and unable to analyze analyzes results. or report results.

Examples/Justification to support ratings:

CORE COMPETENCIES (DEPARTMENT SPECIFIC - ALL STAFF) This section is optional

OUTSTANDING (5)
Add Your Department Core Competency Here

EXCELLENT (4)

MEETS EXPECTATIONS (3)

NEEDS WORK (2)

UNACCEPTABLE (1)

VALUE

Examples/Justification to support ratings:

OUTSTANDING (5)
Add Your Department Core Competency Here

EXCELLENT (4)

MEETS EXPECTATIONS (3)

NEEDS WORK (2)

UNACCEPTABLE (1)

VALUE

Examples/Justification to support ratings: