Performance Standards

 

Introduction: These standards are intended to serve as a guide for supervisors and staff to assist in maintaining consistency in the evaluation of performance. Each supervisor should discuss these standards with each employee in relation to the job responsibilities for that individual to determine the focus of the position. The overall evaluation should support or be consistent with individual ratings and the job focus. Comments are required to substantiate a rating of "Outstanding." There may be aspects listed on the performance evaluation form which are not applicable to every employee.

Technical Skills (Effectiveness with which the employee applies job knowledge and skill to job assignments)

Job Knowledge:

(U) Does not demonstrate a working knowledge of and competency in the skills and duties required to perform job functions effectively.
(IN) Demonstrates insufficient knowledge of and competency in the skills and duties required to perform job functions effectively. Knowledge and skills are weak and require strengthening.
(ME) Demonstrates a working knowledge of and competency in the skills and duties described in the current job description. Integrates individual job components with a clear understanding of how each relates to the whole job. Keeps current in the working field. Applies knowledge in a consistent and reliable manner. Demonstrates a general overall knowledge of the workings of the organization and, when appropriate, other units on campus.
(EE) Demonstrates initiative to augment, improve and apply skills, knowledge and abilities to the job through staff development.
(O) Demonstrates expertise, comprehensive job knowledge, and outstanding skills in even the most difficult aspects of the job.

 Analyzes Problems:

(U) Does not recognize problems, gather information, propose solutions, and identify possible tools and resources. Data gathering and analyses are incomplete; conclusions are illogical or inconsistent with department goals and objectives; and appropriate alternatives are not proposed.
(IN) Needs prompting to recognize problems, gathers information, proposes solutions, and identifies possible tools and resources. Conclusions could be better thought-out, and may result in unanticipated or negative outcomes.
(ME) Recognizes problems, gathers information, proposes solutions, and identifies possible tools and resources. Performs analyses to make judgments and recommendations in an acceptable manner.
(EE) Demonstrates initiative and independence in identifying problems and proposing solutions.
(O) Proposes creative and comprehensive solutions to unusual and complex problems.

 Provides Suggestions for Work Improvement:

(U) Expresses disinterest and/or resistance to improving own and/or unit’s work. Any comments made are negative in tone.
(IN) Exhibits little initiative in making suggestions or recommendations for improving own and/or unit’s work.
(ME) Makes thoughtful and valuable suggestions and recommendations for improving own work and/or unit’s work.
(EE) Regularly makes valuable suggestions and recommendations for improving own and/or unit's work with suggestions for implementation.
(O) Provides viable, well-thought out suggestions that carry significant benefit to the department or the University.

 Employs Tools of the Job Competently:

(U) Does not use appropriate job tools effectively or efficiently to complete tasks.
(IN) Does not consistently use appropriate job tools to complete tasks.
(ME) Uses appropriate job tools effectively and efficiently to complete tasks.
(EE) Uses appropriate job tools in more difficult and complex applications.
(O) Exhibits mastery of job tools and willingly shares information with others.

Follows Proper Safety Procedures:

(U) Compromises workplace safety by not complying with University EH&S procedures and criteria. Puts self and others in potentially hazardous situations.
(IN) Does not consistently maintain a safe workplace which complies with University EH&S procedures and criteria.
(ME) Maintains a workplace that is safe and free from hazards and by complying with University EH&S procedures and criteria. Participates in general safety training.
(EE) Initiates improvements to safety procedures and participates in emergency training.
(O) Participates in emergency task groups to develop the unit's emergency and safety procedures.

Quality of Work (Manner in which the employee completes job assignments)

Accuracy or Precision:

(U) Produces work which contains errors or omissions of significance.
(IN) Produces work which is not consistently accurate and work may contain errors or omissions of significance.
(ME) Produces work which is consistently accurate. Errors or omissions, if any, are not significant.
(EE) Work is virtually free of errors.
(O) Work is free of errors and omissions even in the most difficult situations and under the most strenuous time pressures.

 Thoroughness/Neatness:

(U) Produces work which is messy or incomplete and needs additional effort to be acceptable.
(IN) Produces work which shows lack of attention to detail and needs further revision to provide clear and complete presentation.
(ME) Produces work which provides clear and complete presentations of information and data and is prepared neatly with attention to detail.
(EE) Produces work which is neat, thorough, and shows precise attention to detail and proper documentation.
(O) Anticipates and plans for contingencies affecting work product and exhibits precise attention to detail.

 Reliability:

(U) Cannot be relied upon to perform responsibilities in a thorough and timely manner. Does not keep supervisor/appropriate individuals informed.
(IN) Does not consistently perform responsibilities in a thorough and timely manner. Is not consistent in informing supervisor/appropriate individuals.
(ME) Performs responsibilities in a thorough and timely manner. Is fully prepared and informs supervisor/appropriate individuals as problems arise.
(EE) Frequently completes assignments or projects before deadlines.
(O) Handles additional assignments or special projects in an organized, thorough, and timely manner.

Responsiveness to Requests for Service:

(U) Does not make an effort to meet customer needs, answer questions, or make an effort to obtain information for assistance. Passes off requests to others.
(IN) Does not consistently respond to customer needs in a timely manner. Makes only minimal efforts to obtain information.
(ME) Responds to customer requests in a timely manner. Explores all avenues within authority and makes appropriate referrals to other sources when customer needs cannot be met.
(EE) Makes an extra effort to provide quality customer service. Continually seeks new sources of information.
(O) Anticipates customer needs and finds innovative ways to provide for those needs.

Follow-Through/Follow-Up:

(U) Does not follow up to make sure job is completed, problems resolved, or information is obtained. Does not inform supervisor/appropriate individuals of difficulties.
(IN) Has difficulty or does not consistently follow up on job responsibilities. Does not consistently inform supervisor/appropriate individuals of difficulties.
(ME) Follows up to make sure job is completed correctly and in a timely manner. Alerts supervisor/appropriate individuals when there are impediments to completion.
(EE) Establishes work priorities efficiently and effectively. Anticipates difficulties and follows through to achieve resolution.
(O) Demonstrates initiative to proactively track a variety of complex responsibilities and see them through to effective and timely completion.

Judgment/ Decision Making:

(U) Makes inappropriate judgments or decisions. Does not take advantage of assistance of others in decision-making. Makes decisions that are beyond the scope of job authority.
(IN) Does not consistently make judgments or decisions that show understanding or forethought. Occasionally judgments or decisions are made that should have been deferred. Outcomes are occasionally not anticipated.
(ME) Interprets situations correctly. Makes appropriate judgments and/or decisions. Knows when to consult supervisor/appropriate individuals and when to ask for help.
(EE) Exercises independent judgment and makes appropriate decisions. Identifies other options and anticipates outcomes.
(O) Exercises initiative and independent judgment to interpret the situation correctly and make appropriate evaluations in the most complex and difficult situations.

Interpersonal Skills/Teamwork (Effectiveness of the employee's interactions with others)

With Co-Workers, Supervisors, Other Faculty, Staff, Students, and/or the Community:

(U) Does not develop and maintain successful relations with others. Is unduly critical and/or uncooperative.
(IN) Does not consistently show respect for ideas and behaviors of others. Does not consistently attempt positive resolution of shared problems.
(ME) Interacts well with others. Is open to and respectful of ideas of others. Communicates in a direct, cooperative, tactful, patient, and courteous manner. Incorporates effective listening skills. Is diplomatic and strives to be helpful in all situations.
(EE) Anticipates and works to avoid problems. Initiates discussion and provides input concerning appropriate issues.
(O) Demonstrates leadership in finding ways to create positive results even in the most difficult or challenging situations.

 Shares Information Willingly:

(U) Does not communicate directly and openly to identify or solve problems and reach decisions. Does not share appropriate relevant and work related information, skills, and knowledge with others.
(IN) Does not consistently communicate directly and openly to identify or solve problems and reach decisions. Does not consistently share appropriate relevant and work related information, skills, and knowledge with others.
(ME) Communicates directly and openly to identify or solve problems and reach decisions. Observes confidentiality and uses discretion in sharing appropriate relevant and work related information, skills, and knowledge with others.
(EE) Anticipates information needs and seeks and shares additional sources of information.
(O) Facilitates and stimulates the sharing of information and looks for information that aids others in the performance of their work.

 Team Participation and Contributions:

(U) Does not develop and maintain successful interactions with team members. Does not contribute to team efforts or make attempt to achieve beneficial solutions to issues of mutual concern.
(IN) Has difficulty interacting well with other team members. Exhibits minimal involvement with other team members to resolve issues of mutual concern. Behavior may be unresponsive or negative and contributions are negligible.
(ME) Interacts well with other team members setting aside individual agenda. Supports and works with other team members towards mutually beneficial decisions and goals.
(EE) Promotes and demonstrates a high level of involvement with team members in the development of team goals. Facilitates harmonious working relationships. Volunteers to lead and/or participate in work groups and completes tasks.
(O) Takes the lead in involving other employees and in promoting a spirit of mutual support. Actively motivates others, generates excitement, and acknowledges individual and team accomplishments.

 Commitment to Team Success:

(U) Undermines team’s efforts or ability to meet team’s goals and objectives by lack of or negative involvement.
(IN) Does not consistently make positive contributions to meeting the team’s goals and objectives.
(ME) Supports and works toward meeting goals and objectives as determined by team members by sharing ideas, information, and appropriate tasks.
(EE) Takes the initiative in promoting the defined team goals and objectives. Encourages others' participation to attain success.
(O) Motivates and assists others in the completion of team goals and objectives. Sets an example for others to follow and significantly increases the effectiveness of the team.

Communication Skills (Ability of the employee to express him/herself appropriately)

Written Expression:

(U) Does not gather and present pertinent ideas, and information in a logical manner and sequence, using appropriate language, grammar, punctuation and style.
(IN) Does not consistently gather and present pertinent ideas, and information in a logical manner and sequence and use appropriate language, grammar, punctuation and style.
(ME) Gathers and presents pertinent ideas, and information in a logical manner and sequence and uses appropriate language, grammar, punctuation and style.
(EE) Prepares complete, comprehensive, and appropriate documents.
(O) Communicates in a clear, concise and persuasive manner.

 Oral Expression:

(U) Does not communicate effectively with others. Does not gather and present pertinent ideas, and information, use appropriate language and listen effectively to reach a clarity of understanding, and/or respond appropriately.
(IN) Does not consistently communicate effectively with others, gather and present pertinent ideas and information, use appropriate language, listen effectively to reach a clarity of understanding, and/or fails to respond appropriately.
(ME) Communicates effectively with others, gathers and presents pertinent ideas and information, use appropriate language, listens well to reach a clarity of understanding, and responds appropriately.
(EE) Communicates in a clear, concise and persuasive manner.
(O) Demonstrates ability to direct discussion toward a resolution and to negotiate and reach acceptable compromises.

Tact and Diplomacy:

(U) Does not take a cooperative, tactful approach when interacting with others, exercise appropriate discretion and sensitivity when sharing information, and/or observe confidentiality.
(IN) Does not consistently demonstrate the ability to deal effectively with others through considerate, diplomatic, and/or tactful interaction.
(ME) Demonstrates a cooperative and tactful approach to achieve effective interactions. Exercises appropriate discretion and sensitivity when sharing information.
(EE) Promotes resolution of problems as they occur. Finds tactful and diplomatic ways to deal with complex and difficult problems.
(O) Seeks to direct controversial situations toward resolutions and negotiates to reach acceptable outcomes, especially in delicate, frustrating, or tense situations.

Approach to Work (Characteristics the employee demonstrates while performing job assignments)

 Actively Seeks Ways to Streamline Processes:

(U) Does not review current processes or seek appropriate alternatives and/or suggest new methods/processes. Undermines the attempts of others.
(IN) Does not effectively review current methods/processes. Takes short cuts without positive results.
(ME) Reviews current processes, seeks alternatives if appropriate, and suggests new methods/processes.
(EE) Identifies the most viable methods/processes and provides plans for implementation.
(O) Implements recommendations that demonstrate both breadth and depth.

Open to New Ideas and Approaches:

(U) Opposes new ideas and approaches to work.
(IN) Resists new ideas and approaches to work.
(ME) Is open to new ideas and approaches to work. Is willing to engage in new processes.
(EE) Offers constructive and creative suggestions for making improvements.
(O) Demonstrates enthusiasm and takes initiative in implementing new ideas and approaches to work.

 Initiative:

(U) Requires close supervision for routine activities. Shows a lack of initiative in seeking productive use of time.
(IN) Exhibits an unwillingness to go beyond the most routine tasks. Waits for assignments.
(ME) Consults with supervisor and acts on issues appropriately. Exercises good judgment with regard to scope of authority and job duties.
(EE) Proactively initiates and follows through with work projects not initially assigned by the supervisor but considered necessary to unit or client objectives.
(O) Continuously demonstrates a proactive and creative approach in seeking new opportunities and solutions for ways to meet unit or client objectives.

 Planning and Organization

(U) Does not complete assignments in a timely manner due to poor planning, organization, or use of resources.
(IN) Does not work independently to effectively use available resources. Needs prompting to plan, organize, and prioritize work in order to perform duties in a timely manner.
(ME) Plans, organizes and prioritizes work in order to perform duties in a timely manner. Uses time, materials, and resources effectively and efficiently to obtain results.
(EE) Achieves the greatest results with a minimum of time and effort. Develops appropriate contingency plans. Considers impact on others.
(O) Assists others with planning and organization of work, time, materials, and resources. May serve as project leader to plan, organize, and prioritize group assignment(s).

Flexible/Adaptable:

(U) Is unwilling to assume new and/or different work assignments or to modify work methods/schedule to accommodate changing needs of the units.
(IN) Is reluctant to assume new and/or different work assignments or to modify work methods/schedule to accommodate changing needs of the unit. Needs encouragement to overcome resistance.
(ME) Is willing to assume new and/or different work assignments or to modify work methods/schedule to accommodate the changing needs of the unit.
(EE) Volunteers to assume new and/or different work assignments as needed within the unit.
(O) Demonstrates leadership in promoting and implementing new or changing work assignments or methods.

 Follows Instructions:

(U) Does not follow instructions and/or follow-up with work assignments.
(IN) Needs repeated instructions and/or follow-up with work assignments.
(ME) Performs according to written or verbal instructions. Asks questions if instructions are not clear. Successfully carries out instructions.
(EE) Requires minimal instruction and no supervisory follow-up.
(O) Anticipates needs. Suggests ways to complete tasks more effectively or efficiently.

 Challenges Status Quo Processes in Appropriate Ways:

(U) Undermines changes to status quo processes.
(IN) Challenges status quo processes in an inappropriate manner.
(ME) Performs tasks as assigned and appropriately challenges existing practices or procedures.
(EE) Originates and develops constructive ideas by seeking ways to modify or change existing methods or processes to improve outcomes.
(O) Demonstrates leadership by positively promoting challenges to the status quo. Does not limit solutions or courses of action to established practice.

Seeks Additional Training & Development:

(U) Ignores or rejects opportunities for additional training through job assignments or education.
(IN) Does not seek or resists opportunities for training through job assignments or education.
(ME) Brings to the attention of the supervisor training opportunities that would be valuable to the employee for continuous professional development.
(EE) Takes advantage of pertinent training materials and resources and seeks to keep skills updated and knowledge current.
(O) Excels at applying and sharing acquired skills and knowledge to accomplish team goals.

Attendance:

(U) Cannot be relied upon to attend work and scheduled meetings in a timely manner. Takes extended breaks or leaves work area without informing others. Fails to communicate variations in schedule or obtain prior approvals for leaves.
(IN) Does not consistently arrive at work and/or scheduled meetings in a timely manner. Does not consistently comply with unit policies and procedures regarding use of breaks and leave.
(ME) Can be relied upon to be at work and/or scheduled meetings in a timely manner. Complies with unit policies and procedures governing use of breaks and leave. Communicates variations in schedule to supervisors and appropriate people.
(EE) Considers unit needs when requesting variations to schedule and/or leaves.
(O) Adjusts scheduled work, break, and/or leave periods and willingly accommodates the needs of co-workers and/or the unit.

Quantity of Work (Employee's success in producing the required amount of work)

 Priority Setting:

(U) Shows lack of understanding and gives little or no attention to work assignment priorities. Fails to complete important work assignments.
(IN) Shows some understanding of priorities, but does not consistently complete work as prioritized.
(ME) Establishes work assignment priorities effectively by selecting and completing them in order of importance.
(EE) Has excellent understanding of work assignment priorities and handles changing priorities effectively.
(O) Recognizes the impact that work assignment priorities may have on others and plans accordingly.

Amount of Work Completed:

(U) Does not complete expected volume of work in relation to the amount of work requiring completion or attention.
(IN) Does not consistently complete the expected volume of work requiring completion or attention.
(ME) Completes volume of work expected in relation to the amount of work required.
(EE) Frequently completes more than the volume of work expected or required.
(O) Consistently exceeds the volume of work expected or required.

Work Completed on Schedule:

(U) Does not complete work assignments within given or reasonable time limits.
(IN) Does not consistently complete work assignments within given or reasonable time limits.
(ME) Completes work assignments within given or reasonable time limits. Informs supervisor and affected staff when there are delays. Notice is given in sufficient time to make alternative plans.
(EE) Frequently completes work assignments ahead of work schedule.
(O) Consistently completes work assignments ahead of schedule

Supervisory/Leadership Skills (Applies Only to Employee Who is a Manager Supervisor, or Lead)

 Support of UCI Diversity Efforts/Programs:

(U) Exhibits opposition or resistance to maintaining a diverse work force through decisions on hiring, promotion, training, and assignment of work. Does not participate in available diversity programs and/or discourages employees from participating in such programs.
(IN) Does not consistently demonstrate commitment to diversity efforts when hiring, promoting, training, and/or assigning work. Does not consistently encourage or provide opportunities for employees to participate in available programs.
(ME) Demonstrates a commitment to maintaining a diverse work force through decisions on hiring, promoting, training, and/or assigning work. Participates in available programs, and provides opportunities for employee participation.
(EE) Promotes and assists in the development of diversity efforts and programs in the unit.
(O) Demonstrates leadership in the development and implementation of diversity efforts and programs in the unit.

Trains and Develops Staff:

(U) Does not provide, encourage, or support opportunities for job specific training.
(IN) Does not consistently provide, encourage, or support opportunities for job specific training.
(ME) Provides opportunities for job specific training. Encourages and supports attendance at courses, workshops, and/or conferences and allocates staff development time in work schedule and budget effectively.
(EE) Proactively and collaboratively identifies areas for employees' development.
(O) Cultivates strengths and provides opportunities to empower staff to achieve their fullest potential.

 Properly Aligns Responsibility, Accountability, and Authority:

(U) Responsibilities and priorities are not clearly aligned with accountability and authority. Sufficient resources are not provided to accomplish the work.
(IN) Responsibilities, priorities, accountability, and levels of authority are unclear or need greater definition. Does not consistently provide sufficient resources to accomplish the work.
(ME) Clearly defines and aligns responsibilities, priorities, accountability, and levels of authority. Provides sufficient resources to accomplish the work.
(EE) Realigns responsibilities, accountability, and authority of duties assigned to employees to meet the changing needs of the unit.
(O) Anticipates the changing needs and effectively seeks opportunities to further empower employees for maximum effectiveness in accomplishing the work.

 Evaluates Staff Regularly:

(U) Does not establish clear and meaningful performance objectives and evaluation criteria. Does not communicate with employees throughout the year concerning work strengths as well as areas to be improved. Does not prepare annual, formal performance evaluations in writing and discuss them with employees in an appropriate and timely manner.
(IN) Does not consistently establish and communicate clear and meaningful performance objectives and evaluation criteria. Does not consistently communicate with employees throughout the year concerning work strengths as well as areas to be improved. Annual performance evaluations are not consistently well thought out or timely.
(ME) Establishes clear and meaningful performance goals, objectives, and evaluation criteria and articulates them in a timely manner. Communicates with employees throughout the review period concerning work strengths as well as areas to be improved. Prepares annual written evaluations that are based on the School of Engineering Performance Standards. Evaluations are thoughtful and timely and a discussion of the appraisal is conducted with the employee.
 (EE) Identifies and addresses performance problems early by providing appropriate feedback to maximize performance.
(O) Actively assists and encourages the employee to attain the goals established for the position. Recognizes and acknowledges employees’ accomplishments.

Faces Performance Problems Squarely:

(U) Does not identify and address performance problems directly and appropriately. Does not give constructive suggestions to employees.
(IN) Does not consistently identify and address performance problems directly and appropriately. Does not consistently give constructive suggestions to subordinates.
(ME) Identifies and addresses performance problems directly and appropriately. Gives constructive suggestions to employees to ensure that work standards are understood.
(EE) Identifies performance problems early, takes prompt appropriate corrective action, and follows through in resolving the problems.
(O) Creates a positive work environment that is conducive to good performance.

Supports Responsible Risk Taking:

(U) Does not provide a work environment that supports risk-taking. Does not encourage employees to explore new methods or alternative solutions.
(IN) Encourages risk-taking on a limited basis. Does not consistently support new methods or exploration of alternative solutions.
(ME) Encourages responsible risk taking and creates a work environment where outcomes, regardless of degree of success, are dealt with in a positive manner. Is receptive to new ideas and supports employees in exploring new methods and alternative solutions to complete tasks.
(EE) Promotes an environment conducive to risk taking. Identifies, integrates, and implements good conceptual ideas with practical applications.
(O) Promotes creative thinking, nurtures new ideas, encourages problem solving, and supports trial-and-error experimentation.

 Controls Costs and Maximizes Resources:

(U) Does not keep within budget. Makes poor use of resources.
(IN) Does not consistently make well thought out budget decisions. Occasionally needs assistance in use of resources.
(ME) Makes responsible budget decisions and uses resources efficiently and effectively.
(EE) Excels in controlling costs, maximizes resources, eliminates waste.
(O) Identifies additional available resources and generates cost savings.

 Instills Pride in Performance, Service, Innovation, and Quality:

(U) Makes little or no effort to impart a need for excellence in performance, service, innovation, or quality.
(IN) Has difficulty in instilling a need for excellence in performance, service, innovation, or quality to employees. Provides minimal feedback to improve employee sense of accomplishment.
(ME) Gives appropriate feedback to employees regarding their accomplishments and achievements. Encourages excellence in performance, service, innovation, and quality. Promotes a sense of pride in the efforts and accomplishments of the work group.
(EE) Provides reinforcement to achieve sustained excellent performance. Sincerely praises and acknowledges employees.
(O) Provides a supportive environment for employees to achieve excellence in performance, service, innovation, and quality.

Sets High Standards for Self, as well as Others:

(U) Does not set or foster high standards of performance for self. Does not convey standards and expectations to employees.
(IN) Does not consistently set or foster high standards of performance for self. Establishes and conveys inappropriate standards.
(ME) Establishes and communicates high performance standards and expectations to employees.
(EE) Demonstrates commitment to high standards of performance through own behavior and work.
(O) Is recognized as a role model for demonstrating and promoting high standards of performance.

Employs Broad Institutional Goals in Evaluating Unit Effectiveness:

(U) Does not recognize the relationship between the unit’s goals and priorities and those of the organization/institution.
(IN) Does not consistently align the unit’s goals and priorities and those of the organization/institution.
(ME) Understands and communicates the broad organizational/institutional goals and priorities to staff. Defines and evaluates unit's accomplishments within this context.
(EE) Regularly evaluates the unit’s goals and priorities in relation to those of the organization/institution and redefines as changes occur.
(O) Proactively plans for the future by anticipating and realigning the unit’s goals and priorities in relation to the needs of the organization/institution.

Supports Useful Debate and Disagreement:

(U) Does not exhibit openness to examine conflicting opinions when appropriate.
(IN) Does not exhibit consistently an openness to examine conflicting opinions when appropriate.
(ME) Demonstrates openness to examine conflicting opinions when appropriate.
(EE) Supports appropriate debate and disagreement to achieve workable solutions.
(O) Encourages and provides a forum for the appropriate expression of conflicting opinions.

Welcomes Constructive Criticism:

(U) Does not consider or respond appropriately to constructive criticism and appropriate suggestions from others.
(IN) Does not consistently consider or respond appropriately to constructive criticism or appropriate suggestions from others.
(ME) Takes time to listen to concerns of others, welcomes positive or negative feedback from others and is responsive to constructive criticism and appropriate suggestions.
(EE) Effectively seeks, obtains, and responds to constructive feedback from others.
(O) Turns complaints into opportunities for improvement. Elicits comments and provides a forum for productive discussion.

 Fosters Respect for Facts, Data, and Objective Analysis:

(U) Does not use objective analysis in decision- and policy-making.
(IN) Does not consistently use objective analysis in decision and policy-making.
(ME) Uses facts, data, and objective analysis in decision- and policy-making.
Encourages and models use of facts, data and objective analysis for decision- and policy-making
(O) Assists and trains employees in the effective use of facts, data, and objective analysis for use in decision- and policy-making.

Uses Analytical Tools and Models for Process Improvement:

(U) Does not use analytical tools or models for process improvements.
(IN) Does not consistently use analytical tools or models for process improvements.
(ME) Uses analytical tools and models in striving for process improvement.
(EE) Encourages and models the use of analytical tools and models for process improvement.
(O) Provides training for staff. Develops and makes creative use of analytical tools for process improvements.

Uses Data to measure Outcomes, Track Quality, and Enable Improvement:

(U) Does not use data and quantitative measurements to assess outcomes, track quality, and enable improvement.
(IN) Does not consistently use data and quantitative measurements to assess outcomes, track quality and enable improvement and causes inadequate or inaccurate results.
(ME) Uses data and quantitative measurements, rather than anecdotal information, to assess outcomes, track quality, and enable improvement.
(EE) Determines whether improvements can be made and proposes well thought out plans.
(O) Implements plans for improvement taking into consideration the impact of the changing conditions and makes an accurate assessment of the results.

Sets Specific Goals for Simplicity, Productivity, and Process Improvements:

(U) Does not establish clear, attainable written goals and objectives for the unit.
(IN) Does not consistently establish clear, attainable written goals and objectives for the unit.
(ME) Discusses, establishes, and distributes clear, attainable written goals and objectives for the unit.
 (EE) Evaluates and refines goals and objectives as necessary.
(O) Encourages employee participation in setting goals and identifying potential process improvements in the unit.

Supports Brainstorming and Experimentation that Leads to Innovation and Learning:

(U) Does not encourage an environment which supports innovation and continued learning.
(IN) Does not consistently encourage an environment which supports innovation and continued learning. Does not consistently encourage experimentation and brainstorming by staff members.
(ME) Creates an environment which encourages innovation and continued learning. Encourages brainstorming and responsible risk-taking by staff members.
(EE) Actively promotes brainstorming and experimentation that leads to learning and innovation.
(O) Excels in developing and stimulating the creative potential of the group.
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