Guide to performance ratings for generic attributes

Professional Commitment:

Definition:

Promoting and fostering the reputation of the section and the University, demonstrating a commitment and pride in their work, and practicing effective time management.

Rating:

Unsatisfactory:

  • Does not promote the section and University in a positive light.
  • Lacks commitment and does not appear to be interested in their work, makes repeated mistakes and shows a reluctance to assess weaknesses and take corrective action.
  • Does not prioritise work and often fails to meet deadlines and commitments.

Competent:

  • Promotes the section and University in a positive light.
  • Shows a willingness to reflect upon performance and identify areas that need improvement.
  • Uses available working time in a disciplined way to maximise output.

Excellent:

  • Actively promotes the section and University in a positive light. 
  • Regularly evaluates work methods and actively seeks feedback with a view to improving performance.
  • Takes a disciplined and rigorous approach to planning and monitoring work to ensure maximum output.

Teamwork Skills:

Definition:

Working cooperatively with others, providing support and sharing information and credit.

Rating:

Unsatisfactory:

  • Displays insensitivity for the needs of others and is unreceptive to their points of view.
  • Shows disinterest in others, makes negative comments and does not contribute in team decisions.
  • Shows a reluctance to openly share information and undermines other members of the team.

Competent:

  • Openly considers suggestions from others and demonstrates an awareness of their needs. 
  • Works co-operatively with others and actively supports group decisions.
  • Liaises effectively with others and is willing to share information and credit.

Excellent:

  • Continually maintains positive professional relationships with colleagues even where sensitive or difficult negotiations are required. 
  • Encourages and supports others and makes a regular and positive contribution in team planning and decisions.
  • Encourages information exchange and actively seeks for all parties to feel positive about outcomes.

Communication:

Definition:

Applying written and oral communication effectively to provide information, gain understanding and maintain effective working relationships.

Rating:

Unsatisfactory:

  • Has difficulty expressing thoughts in oral and/or written forms, failing to make a point or present issues logically.
  • Shows disinterest when communicating with others and makes little effort to be understood.
  • Is indifferent when others are trying to express a point of view and makes little effort to understand others' communications.

Competent:

  • Communicates clearly, confidently and logically in oral and/or written forms.
  • Communications are typically to the point and understandable to the receiver.
  • Listens attentively to others, seeks feedback and makes an effort to gain a clear understanding of what is being expressed.

Excellent:

  • Presents material orally and/or in writing, in a fresh innovative and effective manner.
  • Is able to consistently influence and gain acceptance of ideas in both oral and written forms. 
  • Tests for total understanding of others' points of view by using appropriate questioning techniques.

Service to Clients:

Definition:

Acknowledging and meeting the needs of students, other employees and external clients.

Rating:

Unsatisfactory:

  • Makes little attempt to identify client group needs and consistently provides incorrect or inadequate information or advice.
  • Demonstrates little concern for the quality of the service and is inflexible in methods of delivery.
  • Reacts negatively to complaints instead of anticipating problems and becomes defensive rather than seeking constructive solutions.

Competent:

  • Makes an effort to systematically identify client group needs and provides clear and accurate information or advice.
  • Looks for ways to help when a client makes a request and aims where possible to meet the client's expectations.
  • Deals with complaints in a way which maintains the client's goodwill and the image of the section.

Excellent:

  • Regularly monitors client needs to assess whether their needs and expectations are being met.
  • Regularly checks systems, processes and policies for consistency and quality and provides evidence to demonstrate that excellent service to clients is being provided. 
  • Establishes and maintains productive relationships and utilises client feedback in goal setting and planning for the section.

Technical Skills:

Definition:

Competency in computer, industry or professional skills required for the position.

Rating:

Unsatisfactory:

  • Demonstrates an inadequate or limited understanding of technical skills required to perform the job adequately.
  • Has difficulty in grasping and applying theoretical concepts on the job.
  • Is slow to keep up with developments in technical areas relevant to their field of work.

Competent:

  • Is proficient in the use of systems/applications which pertain to the job.
  • Shows an appreciation of the underlying theoretical concepts which relate to the work being performed.
  • Has researched and can be relied upon to provide accurate advice regarding use of equipment etc.

Excellent:

  • Demonstrates an expert applied knowledge in the use of systems/applications which relate to the job.
  • Applies new theoretical concepts where appropriate and is a primary source of advice within the work area on its interpretation. 
  • Closely monitors developments in the technical areas relevant to the discipline and field of work. 

Supervisory Skills:

Definition:

Uses appropriate methods, skills and styles to move others towards task achievement, provides feedback on performance matters and offers opportunity for training and development.

Rating:

Unsatisfactory:

  • Does not check that employees' work targets and goals are being progressed and met.
  • Rarely gives feedback to employees on performance or predominately comments on only negative aspects of work performance.
  • Makes little attempt to understand the development needs of individual employees.  Discourages employees from attending courses/seminars or other developmental activities.

Competent:

  • Provides an example for team members to follow in terms of personal work standards.  Encourages employees to take initiative in their work.
  • Regularly takes time to acknowledge good performance by employees and provides constructive feedback when the opportunity arises.
  • Encourages employees to attend relevant training programs and discusses learning outcomes of programs attended.

Excellent:

  • Demonstrates trust in employees by delegating responsibility for task achievement and continually motivates and encourages employees to ensure a high level of work output.
  • Continually active in looking for opportunities to provide constructive feedback and guidance to employees on work assignments.
  • Takes a lead in helping employees develop highly challenging but realistic development plans and demonstrates an ongoing interest in their progress.