Faculty Performance Appraisals Review Cycle: PARS formSteps in the Annual Review Process Timing

AY performance review cycle begins Mid-August start

Documentation Generated • Faculty Activity Report• Class visitation Records/Peer Evaluations• Student Opinion Forms

End of April to Mid-May

Departmental Faculty Performance Review Committee work End of May early June.

Department Chair with FPR Committee Input develops performance summary

Early June through July

Department Chair briefs Division Leadership and Deans on each individuals performance

June and July

Department Chairs fill out Faculty PARs, share with individual faculty members.

September to October

Faculty PARS Form

Teaching (Critical element) OB S ME NI UN NA/NO

a. Displays an accurate, up-to-date, knowledge of material

b. Builds a professional, positive rapport with students

c. Facilitates student learning with effective styles/methods

d. Self-assesses teaching and course improvement

e. Fosters an environment open to student ideas and inquiries

f. Is regularly available to students

g. Provides effective and timely feedback to students

h. Effectively advises and mentors students

i. Supports unique USNA expectations in and out of the classroom (e.g. military

courtesies, attendance, etc.)

Summary of Teaching Expectations

United States Naval Academy Civilian Faculty Performance Rating Report

Faculty Member:

Rank/Title:

Department/Division:

Review Period:

The critical elements below include a primary emphasis on teaching excellence, and a combination of

scholarship and service commensurate with the rank and responsibilities of the faculty member.

SECTION I.

Faculty PARS Form: Section I continued

Scholarship (Critical element) OB S ME NI UN NA/NO

a. Strives to remain current in field

b. Works to develop a sustained record of scholarship

c. Publishes in quality peer-reviewed venues

d. Contributes to professional societies

e. Facilitates midshipmen research involvement when

appropriate

Summary of Scholarship Expectations

Service (Critical element) OB S ME NI UN NA/NO

a. Accepts administrative tasks

b. Completes administrative tasks timely and effectively

c. Supports USNA mission and human goals

d. Contributes to departmental assessments of student learning

activities

e. Collegial and professional in interpersonal activities

f. Engages and contributes to the Department’s mission

g. Engages in rank-appropriate service

Summary of Service Expectations

Five performance categories for each item within a critical element.• OB—One of the Best…truly exceptional • S—Strong…consistently exceeding

expectations• ME—Meeting Expectations…very good to

excellent work• NI—Needs Improvement• UN—Unsatisfactory• NA/NO—Not Applicable/Not Observed

Summary assessment for each critical element.

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Faculty PARS Form: Section II Remarks

1. Teaching and classroom work.

2. Scholarship.

3. Service.

4. Summary.

Summary Satisfactory Unsatisfactory

Overall Summary Rating

Narrative section for supervisor assessment of performance in each critical element

Final rating in just two categories

Critical Elements

Reviewed

EMPLOYEE DATE SUPERVISOR DATE

Annual Performance

Appraisal

EMPLOYEE DATE SUPERVISOR DATE

REVIEWER DATE

Signature blocks to document the performance appraisal process.

Use the drop down arrow to select Search

MyPeformance Main Page Tab: Employee listing

For an employee, select update

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Step 1 Plan Details:

Employee Name

Dates for the review period,and Supervisor names

Tabs for the different components of the performance plan

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Annual Appraisal Tab

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Critical elements for faculty

Narratives and Ratings Tab

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Employee Information

Employee Na me

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A written rating of record must be provided at the end of the appraisal cyc le for each employee who has been under an approved performance plan for 90 ca lendar days during the cycle.

Th is screen allows you to view the employee's performance elements and standards and inputs, rating official assessments, and recommended element ratings, if available.

Select Radio button next to the performance elemenl and slandard(s) you wanl to view. Select Go to Next Performance Elemenl button at bottom righl corner to go to tile next performance element and standard(s). Select Go Back lo Top of Page but on al bottom right comer to go back lo lhe lop of tile page. Select Conlinue button to go to Ra ·ng of Record page.

For additional guidance, selecl Need Help?

Appraisal Type Annual Appra isal - OoD

Appraisal Effective Date 01-Sep-2018

Performance Elements

Order Performance Element Title

Teaching

Status

Ap proved

Approved

Approved

Appraisal Period Start Date 01-Aug-2017

Appraisal Period End Date 30-Jul-2018

Performance E lement Type

Crltica l

Critica l

Critica l

Rating

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Critical elements for faculty

Items within the critical element of Teaching that are evaluated.

Narrative entry box for employee self assessment, 2000 character limit.

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2

3

Teach ing

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Service

Performance Element and Standard(s)

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Status

Approved

Approved

Approved

Performance Element Type

Critica l

Cr' ica l

Critica l

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Employee Input

Rating

-----------------------------------------------------.. ~ Rating Official Assessment

Critical elements for faculty

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Narrative entry box for employee self assessment, 2000 character limit.

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Performance Element and Standard(s)

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Element Rating

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Service Critical Element

Narrative entry box for supervisor assessment assessment, 2000 character limit. SECTION II of our PARS equivalent

Element summary rating, 5,3, or 1, rather than OB, S, ME, NI, UN

Prof. O’Sullivan is meeting expectation in items a, b, and c; item d needs improvement, items e, f, and g are strong……

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Employee Name

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Staff Critical Elements: Transition Year Only—Rating Period is 1 JUL 17 – 31 JUL 18 (13 months due to change in rating cycle under DPMAP)

1. Execution of Duties: Completes assigned tasks accurately and in a timely manner. Readily accepts and

performs the work to be accomplished. Uses applicable knowledge and skills to produce products or provides

services of good quality. Demonstrates proper attention to detail. Exercises sound judgement. Follows through

on commitments to customers. Produces the expected quantity of work.

2. Adaptability: Adapts to change (situations and people). Remains flexible and open to new or different ideas,

work processes, or requirements. Stays current with new developments, changing priorities, or requirements.

3. Working Relationships: Establishes and maintains cooperative and effective internal and external working

relationships. Helps others to get the job done. Is respectful of others. Keeps the supervisor, customers, and

co-workers informed. Participates in resolving conflicts.

Staff Performance Plan Template for DPMAP system:

Critical Element One: Execution of Duties

Critical Element Two: Adaptability:

Critical Element Three: Working Relationships

Items:a. Completes assigned tasks accurately and in a timely manner. b. Readily accepts and performs the work to be accomplished. c. Produces products or provides services of good quality. d. Demonstrates proper attention to detail. e. Exercises sound judgement. f. Produces the expected quantity of work

Items: a. Adapts to change (situations and people). b. Remains flexible and open to new, work processes, or requirements. c. Stays current with new developments, changing priorities, or requirements.

Items: a. Establishes and maintains cooperative and effective internal and external working relationships.b. Helps others to get the job done. c. Is respectful of others. d. Keeps the supervisor, customers, and co-workers informed. e. Participates in resolving conflicts

Faculty Performance Appraisals Review Cycle: DPMAPSteps in the Annual Review Process Timing

AY performance review cycle began Mid-August startPerformance Plans entered Oct-Nov for most faculty

Documentation Generated • Faculty Activity Report• Class visitation Records/Peer Evaluations• Student Opinion Forms

End of April to Mid-May

Department Chairs completed a progress review with faculty Nominally February-March

Departmental Faculty Performance Review (DFRP) Committee work

End of May early June.

Department Chair with DFPR Committee Input develops performance summary

Early June through July

Department Chair briefs Division Leadership and Deans on each individuals performance

June and July

Department Chairs fill out Faculty Annual Appraisal buy 31 August, share with individual faculty members.

Performance Review Discussions September to October

Additional Information is available on the Human Resources web page.

Performance Management

DPMAP Performance Cycles

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Performance Management

Ge11ring up for New Beginnings! It's that time - New Begfflings is here! This is an ent.ely new system that

will take sane patience and practice but doni worry HR is here to help.

You will be hearing from us to schedule !T811ling sessions but feel free to

contact us if you have quesbons about it.

OPMA.P • New Beginnings" Training Materials

DPMAP "New Beginnings" Manual

How to Create a Peffonnance Plan "New Beginnings .. Style

Progress Review Overview for Rating Official and Employee

2018 R11ting Cycles Depending on what type of erll)loyee you supervisor, the perf0ffll8nce plan

will need to start on a specific date and through a specific system.

USNA

Rating Final Rating Form Type

Cycle Due

Administralivefy Aug1 2017- August31 Electronic

Determined July 31 2018 (Myfliz+) (AO) Employees

2018

GS/WG erll)loyees who July 1 were 2017 - August 31 Electronic never covered by NSPS July 31 2018 (Myfliz+) (bargaining unit) 2018

GS erll)loyees formeny Aug1 2017 - August31 Becb'onic:

covered by NSPS & July 31 2018 (MyBiz+)

Supervisors 2018

NAPS

Rating Final Rating Due Form" (see note Cyc le to HR below)

It is vital that al manage,s and

supe<Visors manage the

performance of their erll)loyees, v.tlich includes· (1)

establislwlg critical elements and standards for erll)loyees. (2)

tracking performance, and (3) rewatding erll)loyees for thea- hogh­

level performance.

Prior to monitoring and tracking

their empkJyee's perfonnance

managers must establish

performance oqectives and/or

standards with them. All civiian

erJl)loyees are I.Flder a Performance Management System

and must have estallf151led critical

elements and standards. Critical elemeots and standards are wntten

based on the essential fin:tions of the employee's job Managers and supervisors can sit down 1Mth thei'

erll)loyees to discuss with them the e,cpectalions ol their jobs and their critical elements and standards Expectations should be

clear and there should be a mutual

understancing between the

manager and the employee

• New Begmnings DPMAP

Supe<Visory Elements

• San1)1e SUpervisory Element • staff Critical Elements

For more informabon on the perfonnance management system

and changes, visit the Office of

Civifian Human Resources: Performance Management and

Awards page

I I

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