Office of Human Resources Management (HRM)Bird Hall - Suite 2107

Princess Anne, MD 21853Telephone: (410) 651-6400 Telefax: (410) 651-6500

www.umes.edu/hr

Instructions Talent Appraisal Form for

Exempt and Non-Exempt Employees

A. Employee Information Enter Employee’s official name and title as it appears on payroll documents.Select whether the employee is Exempt or Non-Exempt and department. Enter school division if applicable.

B. Type of Rating Assessment – Select the appropriate type of rating assessment and indicate the

appraisal period. The normal appraisal period is April 1 of the current year through March 31 of the following year (i.e. April 1, 2019 – March 31, 2020).

Expectation Setting/Review – If employee hired on July 1, 2019, the appraisal period would be July 1, 2019. This meeting is for the supervisor and employee to establish performance factors, goals, and objectives at the onset of employment.

End of Probation – If employee hired July 1, 2019 and comes off probation December 31, 2019, the end of probation review period will be July 1, 2019 – December 31, 2019. This meeting is for the supervisor and employee to review performance concerns, if any, and to address any training or modifications to employee job description/duties.

Midway Feedback – At a six-month interval or less depending upon when employee was hired, or other needs, a review should be held to discuss, review, and update job priorities and expectations in alignment with employee job description and departmental needs.

Final Appraisal Review – The end of review period appraisal shall be based on factors such as goals, objectives, trainings, and discussions held during the review year entailing the overall performance review.

C. Operational Objectives – As outlined in the three Memorandums of Understanding (MOU’s) for Exempt, Non-Exempt and Sworn Police located on the HRM website – www.umes.edu/hr , operational objectives are optional. Supervisory staff may want to utilize this section to establish operational objectives with clearly defined outcomes.

The operational objectives should be aligned with the goals of the department and UMES as a whole. Additionally, the objectives should be measurable and achievable during the appraisal period identified. Some of the objectives can be obtained from the employee’s job description.

As you rate each employee, the only ratings that may be assigned are:

Above StandardsMeets StandardsBelow Standards

Definitions for each rating are outlined within the form.

As you complete sections D, E, and F, comments must be provided to support each rating of ABOVE STANDARDS or BELOW STANDARDS in all appropriate areas.

D. Competencies – Review each of the competencies for the employee and select the best rating that represents the employee’s overall performance for the identified competency.

E. Supervisory Leadership Appraisal – Complete this section only when assessing the performance of an individual who supervises other employees. Select the best rating to match with the level of performance as it pertains to the factors listed.

F. Summary of Overall Performance – Select a rating that summarizes the employee’s performance in all aspects of the evaluation (objectives and competencies). Ensure that the overall performance rating is consistent with the individual objective and competency ratings. For example if you select “meets standards” on each competency, the overall rating cannot be “above standards”.

G. Goals and Development Plans – This section is to indicate the goals and development plans that were established at the beginning or during the current appraisal period (these were determined during previous appraisal period and are being rated now). The employee should have already completed these goals and plans for development. Remember – development activities such as training sessions, committee assignments, seminars, workshops, and professional associations are intended to enhance the employee’s current performance and prepare them for greater challenges and advancement.

Appraisal Ratings Worksheet Instructions

1. Individual Performance Factors - IPFs

There are 12 individual performance factors within the Talent Appraisal Form. A rating must be assigned to each factor based on the performance of the employee. Once the ratings have been entered in the appropriate rows, select “F9” to calculate totals.

Insert a rating for each of the factors. Select “F9” function key to update totals. You must select “F9” function key to update totals to include number in calculations.

Manager/Supervisor Performance Factors - MSPFsThere are nine managerial/supervisory performance factors. If the employee is responsible for managing or supervising others, please complete this section. A rating must be assigned to each performance factor based on the performance of the employee. Once the ratings have been entered in the appropriate rows, select “F9” to calculate totals.

Insert a rating for each of the factors. Select “F9” function key to update totals. You must select “F9” function key to update totals to include number in calculations.

2. Operational Objectives – Optional Condense objectives to one sentence and assign rating of (A – Achieved or NA – Not Achieved)

Factor Rating Factor RatingQuality of Work 0 Accountability 0

Quantity of Work 0 Administration 0

Individual Effectiveness 0 Collaboration 0

Communications 0 Communication 0

Service Focus 0 Customer Service/Focus 0

Judgement & Decisions 0 Cultural Competence 0

Team Work 0 Performance Drivers 0

Job Knowledge 0 People Centeredness 0

Initiative 0 Training 0

Ongoing Skills Improvement 0 0

Dependability 0 0

Attendance/Punctuality 0 0

Sub-Total of 12 IPF's 0 Sub-Total of 9 MSPFs 0

Individual Performance Factors (IPFs) Mgr./Supv. Performance Factors (MSPFs)

Factor Rating Factor RatingQuality of Work 0 Accountability 0Quantity of Work 0 Administration 0

Individual Effectiveness 0 Collaboration 0

Communications 0 Communication 0Service Focus 0 Customer Service/Focus 0

Judgement & Decisions 0 Cultural Competence 0

Team Work 0 Performance Drivers 0

Job Knowledge 0 People Centeredness 0Initiative 0 Training 0

Ongoing Skills Improvement 0 0

Dependability 0 0Attendance/Punctuality 0 0

Sub-Total of 12 IPF's 0 Sub-Total of 9 MSPFs 0

Individual Performance Factors (IPFs) Mgr./Supv. Performance Factors (MSPFs)

Rating

Overall Operational Objectives Rating

Operational Objectives (Optional)

I.

II.III.

Please assign rating of (A - Achieved) or (NA - Not Achieved) - if applicable

Objective

3. Overall Performance Rating and Score

Insert overall rating for each of the factors from IPFs and MSPFs (if applicable). Select “F9” function key to update totals. You must select “F9” function key each time to include numbers in calculations. The overall score will calculate based on numbers that have been inserted in totals area.

Total Number of Factors (A) and Total Rating of Factors (B ) There are 12 individual performance factors. Insert the number of factors - 12 under the heading “number of factors”. In the next column, “Total Factor Rating”, insert the rating for the individual performance factors as calculated in the top portion of the worksheet.

If the individual you are rating is a manager or supervisor, there are 9 performance factors; insert the number of factors - 9 under the heading “number of factors”. In the next column, “Total Factor Rating”, insert the rating for the individual performance factors as calculated in the top portion of the worksheet.

If the employee is not a supervisor, the total number of factors (A) will be 12. If the employee is a supervisor, the total number of factors (A) will be 21. The total rating of factors (B) will be calculated based on ratings inserted from top portion of worksheet.

Operational ObjectivesEnter the total number of operational objectives, if applicable, in the appropriate area. Assign a rating of (A – Achieved or NA – Not Achieved) if applicable in the appropriate rating area.

The worksheet will calculate the overall rating of the employee based on given ratings.