³ÉÈËAV

Performance Review Important Dates

Due Date	Performance Review Task
April 1, 2026	Performance Review Period Launch
April 15, 2026 by 11:59 pm	Employee Self-Reflection (15 days to complete)
May 6, 2026 by 11:59 pm	Supervisor Evaluation, Meeting and final sign-off (21 days to complete)

Performance Review Process

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  Employee Self-Reflection

  This is your opportunity to thoughtfully reflect on your performance over the past review period and share your perspective on how you’ve fulfilled your Core Responsibilities and demonstrated the Core Competencies that apply to all staff. There’s no rating or score here—just your honest insights, in your own words.

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  Supervisor Evaluation & Review Meeting

  The manager reviews the employee’s self-reflection, acknowledges accomplishments, and provides feedback on core responsibilities and competencies. As part of this step, the manager assigns a numerical score for the Responsibilities section as a whole and for each individual Competency. They then host a performance review meeting with the employee, make any final updates, and complete their sign-off.

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  Employee Acknowledgement

  This acknowledgement simply confirms that the conversation took place—it does not indicate agreement or disagreement with the content of the review.

Core Responsibilities Rating Scale

• Exceeds Expectations
  • Performs core responsibilities at an exceptional level, consistently producing high-quality, accurate, and timely work.
  • Demonstrates advanced understanding of the role and identifies effective, thoughtful ways to improve results.
  • Anticipates needs, adapts to challenges, and finds opportunities to improve processes or outcomes within the scope of the role.
  • Contributions reflect sustained excellence that adds meaningful value beyond the standard requirements of the position.
• Meets Expectations
  • Consistently performs the core responsibilities of the role with reliability, accuracy, and care.
  • Completes assigned duties on time and according to established expectations.
  • Demonstrates accountability, respect for others, and a consistent commitment to high standards in how work is completed and communicated.
  • Reflects strong, dependable performance that enables the team and organization to operate effectively.
• Developing
  • Making progress toward reliably performing the core responsibilities of the role.
  • May need additional time, support, or experience to fully meet performance expectations.
  • Often appropriate for employees who are new to the role, adjusting to expanded duties, or navigating transitions.
  • Demonstrates a willingness to learn and grow, though consistency or independence may still be emerging.
• Does Not Meet Expectations
  • Frequently does not complete core responsibilities or meet expected standards for the role.
  • Work may be inaccurate, delayed, or incomplete, even with reasonable support or clarification.
  • May show a lack of engagement, accountability, or sustained effort in performing key job duties.

Work Quality Rating Scale

• Exceeds Expectations
  • Delivers work that is consistently accurate, thorough, clear, and polished.
  • Exceeds quality expectations with minimal need for revision or oversight.
  • Demonstrates exceptional attention to detail and sets a high standard for excellence.
• Meets Expectations
  • Produces reliable, complete, and accurate work that meets quality standards.
  • Follows directions and guidelines with consistency.
  • Work is on time, appropriately detailed, and generally requires little correction.
• Developing
  • Shows commitment to producing quality work but may still be building skills.
  • Work is occasionally incomplete, unclear, or contains errors.
  • Improving with guidance and feedback, and actively working toward consistency.
• Does Not Meet Expectations
  • Frequently submits work that is inaccurate, incomplete, or difficult to understand.
  • Misses deadlines or needs substantial revision.
  • Relies heavily on others to ensure work is complete and correct and does not show commitment to growth.

Inclusiveness Rating Scale

• Exceeds Expectations
  • Consistently fosters a welcoming and respectful environment for all individuals.
  • Actively seeks out and values diverse perspectives in decision-making and collaboration.
  • Demonstrates leadership in creating a culture of belonging and equity across the team or unit.
• Meets Expectations
  • Treats others with respect, fairness, and openness.
  • Engages effectively with individuals from different backgrounds and perspectives.
  • Contributes to an inclusive team environment through everyday actions.
• Developing
  • Demonstrates willingness to grow in cultural awareness and inclusive behaviors.
  • May occasionally miss opportunities to engage respectfully or equitably but is open to feedback.
  • Working toward consistency in inclusive practices and interpersonal awareness.
• Does Not Meet Expectations
  • Displays behaviors or attitudes that exclude, dismiss, or show bias toward others.
  • Struggles to engage respectfully across differences.
  • Does not demonstrate commitment to growth in inclusiveness or awareness of impact on others.

Initiative Rating Scale

• Exceeds Expectations
  • Proactively identifies and acts on opportunities to strengthen services, systems, or experiences.
  • Takes meaningful steps to improve how work is done — making contributions that have a lasting, positive impact.
  • Seeks out challenges and leads change efforts that help ³ÉÈËAV grow, differentiate, or better serve its community.
• Meets Expectations
  • Takes responsibility for work and follows through consistently without being prompted.
  • Steps in to solve problems, suggest improvements, or contribute beyond basic duties.
  • Demonstrates ownership, motivation, and a steady commitment to moving things forward.
• Developing
  • Willing to take initiative but may be unsure of when or how to act independently.
  • Beginning to recognize where improvements can be made and how to take action.
  • Shows curiosity and drive, and is learning to take greater ownership with support.
• Does Not Meet Expectations
  • Waits for direction or avoids stepping outside routine responsibilities.
  • Does not take action to address challenges or contribute to improvement.
  • Lacks ownership and does not show commitment to growth in proactive behavior.

Performance Review Instruction

For user guides, training videos, and support materials to complete the performance review process, please visit the Resources page.