With Behavioral Indicators - Human Resources:...

Rev. 05/06/2014

Performance Factors and Campuswide Standards Guidelines

With Behavioral Indicators

Rev. 05/06/2014

Contents

PERFORMANCE FACTOR GUIDELINES ............................................................................................................... 1

Position Expertise ..................................................................................................................................................... 1

Approach to Work .................................................................................................................................................... 2

Quality of Work ........................................................................................................................................................ 3

Quantity of Work ...................................................................................................................................................... 4

Communication Skills .............................................................................................................................................. 5

Interpersonal Skills ................................................................................................................................................... 6

Supervision ............................................................................................................................................................... 7

Leadership & Management ....................................................................................................................................... 8

UCR CAMPUSWIDE PERFORMANCE STANDARDS ........................................................................................... 9

The UCR Principles of Community .......................................................................................................................... 9

UC Ethical Values and Standards of Ethical Conduct .............................................................................................. 9

Diversity ................................................................................................................................................................... 9

Health and Safety .................................................................................................................................................... 10

Service Orientation ................................................................................................................................................. 10

Management/Supervision (Managers and Supervisors only) ................................................................................. 10

Rev. 05/06/2014 p. 1

PERFORMANCE FACTOR GUIDELINES

The Performance Factor Guidelines are provided to give performance raters clarification of what the factors are intended to measure.

These behavioral statements are intended as a guide only. Raters should provide supporting statements that accurately reflect their

observations of the employee’s performance.

Position Expertise

Effectiveness with which the employee applies professional/managerial/technical and/or non-technical skills and knowledge to job.

Competency Operational Level Mastery Level

Job Mastery and Continuous Learning

Applies background, technical knowledge,

education, and prior job experiences to current

and new job situations.

Demonstrates technical competences, job knowledge and

ability to add value beyond the core job function.

Learns quickly. Continually strives to upgrade the depth and breadth of

technical and professional skills.

Makes time for appropriate training. Makes time for appropriate training, keeps current on

tools, technology, and information needed to meet job

performance and challenges.

Shares knowledge with others to enhance

performance.

Shares knowledge and supports peers, staff, and others

to increase skills, foster improvement and enhances

outcomes.

Diversity and Inclusion

Promotes and sustains a community that

acknowledges and celebrates differences.

Advocates for the UC Riverside Principles of

Community in all interactions.

Creates opportunities for inclusion in a variety

of settings.

Designs and advocates for inclusive practices in all

settings.

Shows respect for people and their differences. Advocates for deep understanding and respect for the

diversity of cultures, values, perspectives, and beliefs.

Works to understand the perspectives of others

and demonstrates empathy.

Works to understand the perspectives of others and

encourages them to provide their perspectives.

Works to build mutual respect, fairness, and

equity.

Models and promotes mutual respect, fairness, and

equity to foster a sense of belonging.

Innovation and Change Management

Ability to adapt and use alternative techniques to

achieve organizational goals.

Uses creative techniques and skills to design and

develop options that improve how the organization

operates.

Comprehends connections within complex

issues.

Encourages others to appreciate connections within

complex issues.

Uses sound decisions to align outcome with

organizational goals.

Uses knowledge and experience to analyze issues and

factors which influence or constrain organizational

priorities, goals, and results.

Rev. 05/06/2014 p. 2

Approach to Work

Characteristics the employee demonstrates while performing job assignments including creativity, flexibility, initiative, planning and organization, time management, commitment to diversity, ethical behavior, process improvement, and/or professional development.



Understand the “big picture” and vision of

the organization.

Champions the organization’s vision.

Aligns priorities with goals. Establishes priorities and ensures their alignment with goals.

Seeks input from a variety of

constituencies.

Seeks input from a variety of constituencies and uses the feedback

to redirect efforts as needed.

Considers alternative solutions. Seeks, evaluates, and implements alternative solutions.

Comprehends connections within complex

issues.

Encourages others to appreciate connections within complex

issues.

Implements change. Manages change.

Organizes projects and associated time and

priorities.

Oversees project management and implements strategies.

Ability to adapt and use alternative

techniques to achieve organizational goals.

Uses creative techniques and skills to design and develop options

that improve how the organization operates.

Result Orientation and Execution

Measures outcomes. Establishes methodology for measuring outcomes; communicates

results.

Resource Management

Manages budgets. Oversees budgets.

Job Mastery and Continuous Learning

Learns quickly. Continually strives to upgrade the depth and breadth of technical

and professional skills.

Makes time for appropriate training. Makes time for appropriate training, keeps current on tools,

technology, and information needed to meet job performance and

challenges.

Shares knowledge with others to enhance

performance.

Shares knowledge and supports peers, staff, and others to increase

skills, foster improvement and enhances outcomes.




Advocates for the UC Riverside Principles of Community in all

interactions.

Creates opportunities for inclusion in a

variety of settings.

Designs and advocates for inclusive practices in all settings.

Shows respect for people and their

differences.

Advocates for deep understanding and respect for the diversity of

cultures, values, perspectives, and beliefs.

Works to understand the perspectives of

others and demonstrates empathy.

Works to understand the perspectives of others and encourages

them to provide their perspectives.

Works to build mutual respect, fairness,

and equity.

Models and promotes mutual respect, fairness, and equity to foster

a sense of belonging.

Rev. 05/06/2014 p. 3

Quality of Work

Manner in which the employee completes job assignments including accuracy, responsiveness, follow-through, judgment, decision making, reliability, and compliance assurance.


Resource Management

Uses discretion and sound judgment. Models the use of discretion and sound judgment.


Focuses on work quality. Develops relationships with clients, stakeholders, and colleagues and

applies emerging ideas, innovations and new technologies to ensure

high quality results.

Sets and meets quality improvement

targets.

Uses benchmarking and reviewing best practices to set and meet

quality improvement targets.

Strives for efficient, effective, high

quality performance.

Takes initiative and evaluates trends to improve efficiency and

effectiveness resulting in high quality performance in self and in the

organization.

Responds to difficult situations and

takes initiative to make improvements.

Displays resiliency and takes proactive measures to make

improvements.

Develops solutions to overcome

obstacles.

Leverages personal and organizational resources to creatively develop

solutions, overcome obstacles, resolve conflicts among goals to

achieve high quality outcomes.

Uses effective organizational skills to

accomplish goals and objectives.

Uses critical thinking to analyze issues systematically by planning,

prioritizing, and organizing work while anticipating and adjusting to

changes.

Sets measurable outcomes to evaluate

the quality of results.

Develops and implements work plans with actionable components and

measurable outcomes.

Understand factors that may influence

decision making.

Anticipates and identifies overriding organizational factors which

influence or constrain direction, decision-making, and organizational

priorities.

Completes assignments. Work is consistently without error.


Ability to adapt and use alternative

techniques to achieve organizational

goals.

Uses creative techniques and skills to design and develop options that

improve how the organization operates.

Employee Engagement

Completes tasks and assignments and

seeks feedback.

Invites input from others and shares ownership and recognition.

Rev. 05/06/2014 p. 4

Quantity of Work

Employee's success in producing the required amount of work including priority setting, productivity, and timelines.



Strives for efficient, effective, high

quality performance.

Takes initiative and evaluates trends to improve efficiency and

effectiveness resulting in high quality performance in self and in the

organization.

Delivers results by deadlines. Manages timeframes and deadlines.

Responds to difficult situations and

takes initiative to make

improvements.

Displays resiliency and takes proactive measures to make

improvements.

Develops solutions to overcome

obstacles.

Leverages personal and organizational resources to creatively develop

solutions, overcome obstacles, resolve conflicts among goals to

achieve high quality outcomes.

Uses effective organizational skills

to accomplish goals and objectives.

Uses critical thinking to analyze issues systematically by planning,

prioritizing, and organizing work while anticipating and adjusting to

changes.

Sets measurable outcomes to

evaluate the quality of results.

Develops and implements work plans with actionable components

and measurable outcomes.

Rev. 05/06/2014 p. 5

Communication Skills

Effectiveness of the employee in transmitting information including confidentiality, facilitation/participation in sharing information, and oral and written expression.


Communication Receives information to seek and understand

differing perspectives.

Actively seeks perspectives from others to ensure

inclusiveness and understanding.

Creates clear and concise written communication. Creates impactful written communication; improves

others’ writing through editing and feedback process.

Tailors and presents information to diverse audience

using a variety of communication delivery methods

(e.g., written, electronic, oral, interpersonal).

Tailors and delivers high-level presentations to diverse

audiences using a variety of communication delivery

methods (e.g., written, electronic, oral, interpersonal).

Clarifies project/task and goals as necessary. Uses effective communication techniques such as active

listening and feedback to clarify project/task and goals.

Keeps others informed in a timely manner. Communicates information effectively with other

members of the organization to ensure effective progress

of project plans.

Remains respectful when in conflict with others. Uses appropriate conflict resolution techniques when

necessary.




Works to build mutual respect, fairness, and equity. Models and promotes mutual respect, fairness, and equity

to foster a sense of belonging.

Uses negotiation and mediation skills. Facilitates management of differences by addressing

them openly and encouraging mutually beneficial

resolutions.

Has the ability to respond to diversity-related

conflict or concerns in a way that lessens tension

and furthers communication.

Promotes and facilitates an environment that encourages

communication to resolve diversity-related conflict and

to lessen tension.

Proactively addresses bias, prejudice, or

discrimination.

Proactively addresses bias, prejudice, or discrimination

and promotes an environment that celebrates and values

individual differences.

Rev. 05/06/2014 p. 6

Interpersonal Skills

Effectiveness of the employee's interactions in responding to and working with others, including interactions with co-workers, supervisor(s), faculty, staff, students and/or the community.


Communication Builds and maintains effective working

relationships with customers and

colleagues.

Leverages working relationships with customers and

colleagues to build strong connections, cooperation, and

collaboration.

Uses interpersonal skills to build

cooperative relationships.

Models interpersonal communication that invites participation

and future dialogue.

Remains respectful when in conflict with

others.

Uses appropriate conflict resolution techniques when

necessary.

Uses negotiation and mediation skills. Facilitates management of differences by addressing them

openly and encouraging mutually beneficial resolutions.

Is polite. Demonstrates emotional control and professionalism when

interacting with others.

Teamwork and Collaboration

Is sensitive to other people's feelings. Takes actions that demonstrate consideration for the feelings

and needs of others.

Addresses conflict. Manages and controls emotions and behavior in the face of

interpersonal conflict.


Demonstrates respect and empathy for

others.

Is aware of own biases, style preferences, and cultural lenses.

Is flexible to accept others’ opinions. Solicits ideas and learns from others whose experiences and

opinions are different from their own.

Works to understand the perspectives of

others and demonstrates empathy.



Rev. 05/06/2014 p. 7

Supervision

Provides oversight, direction, recognition and development opportunities, and addresses performance problems.


People Management

Sets goals and objectives. Sets goals and objectives with clear outlined expectations

and measures of success.

Promotes diversity accountability through the

performance management system.

Assesses subordinate’s readiness and skill in regards to

work diversity and job assignment; provides feedback for

improvements.

Understands each employee in terms of

technical competence, motivation, and

supervision needed.

Understands each employee knowledge, skills, abilities,

and work style and adjusts supervisory style to individuals’

needs.

Monitors and assesses work performance. Coaches to maximize achievement of performance

expectations.

Delegates tasks, sets performance expectations

and supervises work of others.

Delegates assigned tasks fairly and in alignment with

operational goals.

Leads other organizational members toward

achieving organizational goals.

Leads and motivates people by modeling interpersonal

effectiveness, communication, trust, advocacy and political

acumen.

Works toward achieving the mission of the

university.

Inspires and supports others to achieve the mission of the

University.

Recognizes other’s contribution. Recognizes and rewards people for their contribution and

participation.

Provides objective behavioral feedback. Models objective behavioral feedback.




Advocates for the UC Riverside Principles of Community

in all interactions.


of settings.




Works to understand the perspectives of others

and demonstrates empathy.



Works to build mutual respect, fairness, and

equity.

Models and promotes mutual respect, fairness, and equity

to foster a sense of belonging.

Understands and values individual differences. Advocates for understanding the values and benefits of

diversity.

Creates a comfortable work environment that

is free of harassment.

Creates a comfortable work environment that is free of

harassment and provide opportunities to report harassment.


Measures outcomes. Establishes methodology for measuring outcomes;

communicates results.

Resource Management

Uses discretion and sound judgment. Models the use of discretion and sound judgment.

Rev. 05/06/2014 p. 8

Leadership & Management

Communicates a vision, sets unit goals, develops strategies and takes action to ensure the efficient stewardship of University resources (operational, financial, and human).


People Management

Sets goals and objectives. Sets goals and objectives with clear outlined expectations and

measures of success.

Delegates tasks, sets performance expectations

and supervises work of others.

Delegates assigned tasks in alignment with operational goals.

Monitors and assesses work performance. Coaches to maximize achievement of performance expectations.

Leads other organizational members toward

achieving organizational goals.

Leads and motivates people by modeling interpersonal

effectiveness, communication, trust, advocacy and political

acumen.

Recruits, selects, and works to retain

employees.

Facilitates the recruitment, selection, and retention of

employees.

Creates opportunity for employee development. Champions employee development for career growth and

mobility.

Treats all employees fairly. Promotes equal opportunities for all employees regardless of

their individual differences.

Values workplace diversity. Workplace diversity is referred to and cited at meetings.

Attempts to create a satisfying work

environment for everyone.

Assesses the climate of the organization to determine the degree

to which individuals and members of groups perceive they are

valued, rewarded, and have opportunities for growth.


Uses sound decisions to align outcome with

organizational goals.

Uses knowledge and experience to analyze issues and factors

which influence or constrain organizational priorities, goals, and

results.

Implements change. Manages change.

Recognizes the impact of decisions on

organizational outcomes.

Anticipates and seeks an understanding of the impact and

implications of decisions on planned outcome or results.

Resolves conflicts among goals and sets

priorities.

Resolves conflicting goals and priorities using formal

organizational knowledge and informal network relationships to

accomplish objectives.

Ability to adapt and use alternative techniques

to achieve organizational goals.

Uses creative techniques and skills to design and develop

options that improve how the organization operates.


Creates a comfortable work environment that is

free of harassment and discrimination.

Complaints such as harassment and discrimination are addressed

promptly and fairly in accordance with established guidelines.



Advocates for the UC Riverside Principles of Community in all

interactions.


of settings.


Shows respect for people and their differences Provides training and educational opportunities regarding non-

harassment policies and respectful work behavior.

Teamwork and Collaboration

Promotes respectful behavior. Uses self-assessment and feedback from staff and others to

insure that respectful behavior is being exhibited.

Rev. 05/06/2014 p. 9

UCR CAMPUSWIDE PERFORMANCE STANDARDS

The UCR Campuswide Performance Standards represent six areas of individual performance that are critical to UCR’s success: The

UCR Principles of Community, UC Ethical Values and Standards of Ethical Conduct, Diversity, Health and Safety, Service

Orientation, and Management/Supervision (for managers and supervisors). The description for each area includes the standard for

“satisfactory” performance. These standards focus on the campus principles, values, and goals and supplement the regular

performance appraisal which focuses on the individual’s accomplishments and level of performance.

The UCR Principles of Community

The University of California Riverside is committed to equitable treatment of all students, faculty, and staff. UCR strives to create an

environment in which each person has the opportunity to grow and develop, and is recognized for his or her contribution. There are

three objectives:

Ensure that we have an environment that nurtures the intellectual and personal growth of our students, faculty, and staff.

Ensure that our campus sets an example of respect for all people.

Ensure that our campus is a safe and welcoming environment for everyone.

− Understands the significance of The UCR Principles of Community. Satisfactory performance is demonstrated when employee’s

behavior reflects The UCR Principles of Community.

− Ensures that the significance of The UCR Principles of Community is integrated into operational activities within the

manager’s and supervisor’s area of responsibility. {For managers and supervisors} Satisfactory performance is demonstrated when

managers and supervisors communicate and affirm, verbally and in writing, the UCR Principles of Community to employees and

others, as appropriate.

UC Ethical Values and Standards of Ethical Conduct

Members of the University of California community are committed to the highest ethical standards in furtherance of our mission of

teaching, research and public service. We are committed to:

Integrity — conducting ourselves with integrity in our dealings with and on behalf of the University.

Excellence — conscientiously striving for excellence in our work.

Accountability — being accountable for our ethical conduct and for compliance with applicable laws and University policies and

directives.

Respect — respecting the rights and dignity of others.

− Understands the significance of the UC Statement of Ethical Values and Standards of Ethical Conduct. Satisfactory

performance is demonstrated when employee’s behavior reflects the University’s ethical values and standards of ethical conduct.

− Ensures that policies, procedures and standards provide guidance for the application of ethical values. {For managers and

supervisors} Satisfactory performance is demonstrated when policies, practices, services and behaviors are reviewed, assessed,

applied, and monitored to ensure they support the ethical values and standards of ethical conduct of the University.

Diversity

A general term indicating that many people with many differences are present, welcome, and productive in an organization. Diversity

refers to culture, race, ethnicity, language, national origin, religion, gender, age, disability, sexual orientation, as well as educational

background, socio-economic class, geographic location, work experience, classification, and marital status.

Understands the importance of diversity. Satisfactory performance is demonstrated when employees exhibit behaviors that

encourage acceptance in a culturally diverse environment. Specific satisfactory behaviors include but are not limited to:

− Being actively involved in diversity activities and initiatives.

− Soliciting ideas and learning from others who have experiences and opinions that are different from their own.

− Refraining from perpetuating stereotypical or derogatory comments about individuals or groups.

− Using speech that is inclusive and affirming for all groups.

Ensures that policies, practices, services, and behaviors support and accept diversity. {For managers and supervisors}

Satisfactory performance is demonstrated when the manager reviews, assesses, applies and monitors policies, practices, services,

and behaviors to ensure that they support diversity. Specific satisfactory behaviors include, but are not limited to:

− Applying management policies and practices fairly and consistently.

− Utilizing Affirmative Action and EEO statistics to address deficiencies in the unit.

Rev. 05/06/2014 p. 10

− Complying with Affirmative Action and Equal Opportunity laws and policies.

− Proactively addressing bias, prejudice or discrimination when it occurs in the unit and in the workplace.

− Responding to diversity related conflict or concerns in the unit and in the workplace.

− Providing timely feedback when someone does something that is discriminatory or demeaning.

− Championing equal employment and inclusion.

− Coaching others to work productively and respectfully across differences.

Health and Safety

As with any progressive organization, UCR’s primary strength is its people, the many individuals that comprise the faculty, staff, and

student populations. To ensure that these individuals have a chance to contribute to the University’s mission, each must be afforded a

safe, healthy and environmentally sound workplace.

Ensures that policies, practices, services, and behaviors support accepted safety, health, and environmental standards.

Satisfactory performance is demonstrated when employees observe safety and environmental compliance standards by practicing

safe behaviors and by reporting hazardous conditions.

Managers and supervisors ensure that all employees participate in safety, health, and environmental protection, and

receive appropriate training. {For managers and supervisors} Satisfactory performance is demonstrated when employees

participate in appropriate activities (e.g., workshops, presentations, dialogue with supervisor) designed to foster awareness and

assist employees to work safely without degrading the environment.

Service Orientation

UCR is a large, complex organization with many internal and external customers. UCR has an organizational philosophy to provide

the best possible products and services.

Maximizes Customer Satisfaction: Satisfactory performance is demonstrated when employees respond to customers’ requests or

provide alternatives and referrals in a professional and timely manner.

Acknowledges Customer Service Contributions: {For managers and supervisors only} Satisfactory performance is demonstrated

when managers and supervisors have an established process to support, recognize, and acknowledge employees for their customer

service. In addition, satisfactory performance is demonstrated when employees follow established customer service practices and

show personal commitment to customer satisfaction.

Management/Supervision (Managers and Supervisors only)

UCR managers and supervisors play a crucial leadership role in ensuring the effectiveness and productivity of their units. Their job is

to inspire and support employees to achieve the mission and goals of their organization and the university. They demonstrate effective

supervision by performance consistent with campus-wide standards for the UCR Principles of Community, the UC standards of ethical

conduct, diversity, health and safety, and customer service, and for the following:

Leadership: Creating a climate of trust and mutual respect; increasing the potential for employees to be productive and to feel

welcome, valued, and motivated. Satisfactory performance is demonstrated when supervisors or managers model the conduct they

expect from those they lead and:

− Communication: Provide clear, concise, and timely verbal and written communication. Encourage and practice two-way

communication. Keep employees updated on information they need to perform effectively.

− Recognition: Provide recognition to employees for extra effort and significant achievements in an effort to encourage excellence in

University service.

− Performance Management: Manage employee performance in alignment with the mission and goals of the department or unit and

consistent with relevant policies and collective bargaining agreements.

− Organizational Accountability: Create structures to ensure oversight and accountability without conflict of interest, delegate

appropriate tasks, and review delegations regularly for compliance.

− Resource Management and Planning: Manage available resources efficiently to provide the best services possible while enabling

employees to achieve their work goals. Analyze and project needs effectively and assign work equitably according to the priorities of

the unit or department.

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