Rating Scales

Management and Professional Staff

Overall Performance

During the annual review, the manager selects a rating that reflects the overall performance of the individual, considering achievement of job expectations and demonstration of competencies. Employees do not select an overall performance rating during the self-assessment.

  • Does not meet the expectations and job requirements of the role. Improvement is needed in most aspects of the job.
  • Most goals and objectives have not been met.
  • Most core leadership competencies have not been demonstrated or require significant improvement.
  • Did not demonstrate the competence and knowledge required to perform their job functions/duties.
  • Their work consistently needs revision or adjustments to meet a minimal success level
  • Requires close supervision due to low performance or skill level.
  • Met most but not all of the expectations and job requirements. Improvement is necessary in some parts of the job.
  • May be new to job (less than 1 year) requiring additional time to become a strong performer in all aspects of the role as outlined in the job profile.
  • Some but not all of the core leadership competencies have been demonstrated. Some competencies require improvement or more time on the job.
  • Some goals and objectives have been met; may require some close supervision to achieve all objectives.
  • Possesses competence and knowledge for some but not all job functions.
  • On the job and/or formal training is still required to develop full competence or achieve satisfactory outcomes for some job tasks and goals.
  • Demonstrates strong, consistent performance in all aspects of the job.
  • Effectively applies skills and knowledge to consistently achieved performance expectations.
  • Work is competent in all significant areas of responsibility.
  • Met job expectations, goals and objectives.
  • Possesses knowledge, skills and behaviours to perform their duties successfully.
  • Is self-motivated and requires average to minimal supervision.
  • Consistently exhibits behavior that exemplifies the values of the university.
  • Consistently achieved and frequently exceeded job expectations, goals and objectives through concerted effort and according to plan.
  • Work is of above average quality in all significant areas of responsibility.
  • Results add value beyond the scope of the current role or area, benefiting the faculty, department and/or university.
  • Demonstrates a high level of competence on all core leadership competencies.
  • Produces a high quality and/or volume of work that exceeds the expectations of the job.
  • Demonstrates the ability to take on responsibility above and beyond their assigned duties with a high level of success.
  • Carries out regular duties while also handling difficult assignments outside the usual scope of their role.
  • Undertakes additional job functions/duties, through their own initiative, that enhance the performance of their team, and/or department.
  • Requires little supervision.
  • Exhibits model behaviour that exemplifies the values and qualities of the university.
  • Significantly and consistently exceeds all goals and expectation(s) by producing a high quality and quantity of work that is above and beyond the requirements and expectations of the role.
  • Results add value beyond the scope of the current role consistently benefiting the faculty, department and/or university.
  • Excels at all core leadership competencies and is seen as a model of exceptional leadership behaviour.
  • Demonstrates a thorough understanding of the university’s vision and has fundamental and significant impact on the alignment of the department objectives with this vision.
  • Exerts a major positive influence on management practices, operating procedures and/or program implementation contributing to university performance, goal attainment and/or recognition.
  • Demonstrates exceptional in-depth knowledge of their job functions/duties and is highly recognized by others within the University community or within their area of expertise as an expert in their area of work.
  • Exhibits model behavior that exemplifies the values and qualities of the university and is worthy of emulation by supervisors/staff members.

Goals and Expectations

This aspect of the performance assessment considers job expectations and/or goals that were established for the year.

  • Did not complete key tasks and objectives necessary to successfully achieve the goal
  • Goal deliverables have not been completed
  • Work related to the goal consistently needs revision or adjustments to meet a minimal success level
  • Did not demonstrate the competence and knowledge required to accomplish the goal
  • Produced a poor quality outcome that did not meet the expectations outlined in this goal
  • Did not demonstrates the ability to take on the responsibility needed to successfully complete this goal
  • Required close supervision due to low performance or skill level
  • Completed some but not all of the key tasks and objectives necessary to achieve the goal
  • Goal expectations and deliverables partially met
  • Work related to the goal needs some revision or adjustments to meet expectations
  • partially demonstrated  the  competency and knowledge required to fully accomplish the goal
  • Produced an outcome that partially met the expectations outlined in this goal
  • Partially demonstrated the responsibility needed to successfully complete this goal
  • May have required some close supervision to achieve goal objectives
  • Completed all key tasks and objectives necessary to achieve the goal
  • Goal was completed successfully
  • Quality of work related to the goal fully met expectations
  • Work is competent in all significant areas of responsibility relating to the goal
  • Produced outcomes that met the expectations outlined in this goal
  • Demonstrated necessary ability to complete this goal successfully
  • Completed goal related tasks with average to minimal supervision
  • Consistently achieved and frequently exceeded goal related objectives through concerted effort and according to plan
  • Overall goal was completed and final results exceeded expectations
  • Work is of high quality in all goal related tasks and deliverables.
  • Demonstrates a high level of competence when carrying out goal related tasks
  • Produced a high quality outcome that exceeds the expectations outlined in this goal
  • Demonstrates the ability to take on responsibility above and beyond the goal requirements with a high level of success
  • Required little supervision in completing this goal
  • Significantly and consistently exceeded expectations pertaining to goal related tasks and expectation(s) by producing a high quality and quantity of work that is above and beyond the requirements
  • Overall goal was completed and final results fully exceeded expectations of all stakeholders
  • Work is superior quality in all goal related tasks and deliverables
  • Required no supervision in completing this goal
  • Demonstrates exceptional in-depth knowledge and or actions in completing complex goal related objectives
  • Outcomes and results add value beyond the scope of the goal further benefiting the department and/or university
  • Overcame significant challenges and or obstacles requiring superior problem solving, collaboration and/or other abilities beyond what was expected
  • Required no supervision in completing this goal

Competencies

This aspect of the performance assessment considers performance relative to the 5 Leadership Competencies.

For Management and Professional staff, competencies are not rated during the annual assessment. Managers and employees should consider strengths and opportunities within each competency and enter summary comments as needed.