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OVERVIEW

To deliver the quality and variety of student services that UCLA and our students expect, Student Affairs needs to foster a culture of excellence at all levels. To assist employees and supervisors, below are the definitions of performance categories that will be used in employee evaluations.

The Performance Management Program

The Performance Management Program intends to:

• Enhance opportunities for the professional development of staff
• Foster within Student Affairs a culture of high achievement
• Reward and recognize excellence
• Recruit and retain the best and strongest staff within the Student Affairs organization
• Provide an ongoing opportunity for discussion between supervisor and staff to enhance professional development and performance

PERFORMANCE DEFINITIONS

Exemplary/Exceptional Performance

Employees must:

• Significantly and consistently exceed expectation(s) and job description requirement(s) by producing high quality and high volume work.

• Take the initiative to undertake additional job functions/duties and tasks that further the goals of and make significant contributions to the department, the division, and the organization.
• Be highly reliable and dependable; follow through on all assignments; and be effective in a variety of settings, including one on one communication, writing skills, correspondence, and public situations.

• Demonstrate exceptional in-depth knowledge of their job functions/duties; be generally recognized within the University community and/or within their area of expertise as an authority in their area of work.

• Exhibit model behavior that exemplifies the values and qualities of the organization and that is worthy of emulation by supervisors/staff members.

• Skillfully and reliably handle multiple and varied types of tasks or assignments with competing priorities.

• Skillfully resolve conflict among differing opinions; develop appropriate compromises and propose creative directions even among competing pressure or interests.

• Demonstrate and foster teamwork in different settings and encourage others to work collaboratively to complete tasks or projects and further the goals of the department, division and organization.

Consistent High Achiever/Successful Performance

Employees must:

• Routinely meet and exceed expectations and role requirements by producing high quality work on a consistent basis.

• Possess full knowledge of their job functions/duties, as well as related areas of the department, division, and organization; capacity to explain and articulate clearly those relationships.

• Be highly dependable and reliable; follow through on all assignments.

• Be recognized by peers, managers, students, and other constituencies as collaborative, skilled, and reliable.

• In representing the department, division or organization, effectively interact with peers, managers, colleagues, other University staff, students, parents, and the public.

• Consistently exhibit model behavior that exemplifies the values and qualities of the organization.

• Demonstrate and foster teamwork in different settings without prompting and work collaboratively with others.

• Demonstrate the ability to take on progressive responsibility with a high level of success.

Consistent Good Performance

Employees must:

• Competently perform job functions/duties on a day to day basis; regularly meet expectations and job description requirements and perform some tasks beyond expectations.

• Possess full knowledge of their job functions/duties.

• Be perceived by colleagues, students, and other constituencies as collaborative, skilled, and dependable.

• Interact effectively with the appropriate constituencies.

• Demonstrate and foster teamwork in different settings and collaborate effectively with others.

Performance Needs Improvement

Employees must:

• Rarely complete their assignments/tasks in a competent manner, even with clarification or time extensions.

• Perform job functions/duties or responsibilities inefficiently or ineffectively.
• Demonstrate lack of initiative.

• Require a high level of supervision due to low performance or skill level.
• Consistently engage in ineffective and less than positive interactions with peers, colleagues, management, students, or members of the University community.

Unsuccessful Performance

Employees must:

• Consistently fail to complete their assignments/tasks competently and consistently fail to produce quality work.

• Consistently fail to meet expectations and job description requirements and rarely perform beyond expectations.
• Work at minimum standard level, with inconsistent productivity.

• Fail to gain full knowledge of their job functions/duties according to job expectations and compared to their peers.

• Be perceived by peers and managers as non-collaborative and not being a team player.

• Interact ineffectively with peers, managers, other University staff, students, parents, or the public.
• Take little or no initiative, even with prompting.