邢唷��>� ���������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������欹�壚 ��8'bjbj嵾嵾 h�锏锏�H���������VVVVV$����zzzP�L<z8^RRhhhIII|7~7~7~7~7~7~7,c:�=T�7VI''"II�7�VVhh��7���I4VhVh|7�I|7��� 5�87����獙Qc�����}R�5h7�708�5\i=�i=087�V870III�7�7�III8��������������������������������������������������������������������i=IIIIIIIII�� :   Annual Report: Performance Review, Evaluation and Professional Development (PREPD) Appendix 1: Increment Recommendations and Performance Ratings Increment RecommendationPerformance RatingPerformance Description>1.0Consistently Exceeds ExpectationsStated goals have been met or surpassed. Consistently exceed expectations in CORE and UNIT competencies. Exhibits continuous development and improvement. Acts as a role model for APO peers. 1.0Met ExpectationsStated goals/objectives and CORE Competencies have been met; acceptable performance in UNIT competencies has been demonstrated. 0.5MarginalSome stated goals have not been met and/or does not meet minimal expectations in several CORE Competencies and/or performance in some UNIT competencies is consistently deficient. 0.0 (a)Consistently Exceeds Expectations Met Expectations MarginalThe maximum for the salary for the position has been reached but performance is marginal or above. 0.0 (c)Not applicablePerformance while on an authorized leave could not be properly evaluated. 0.0 (d)UnsatisfactoryCritical goals have not been met and/or do not meet minimal expectations in a majority of CORE Competencies and/or performance in the majority of UNIT competencies is consistently deficient.  Appendix 2: Definitions of Competencies Core Competencies Core Competencies are applicable to all APOs who occupy a position at the 黑料不打烊. A description for each competency can be found below. CORE COMPETENCYDEMONSTRATION OF COMPETENCY DURING PERFORMANCE PERIODCommitment to Organization and Work TeamMaintains a positive attitude toward organization, work team, and mission of the 黑料不打烊 Supports and models integrity, mutual respect, equity, and fairness. Performs all duties with the highest level of ethical behavior Serves on committees, provides leadership, and takes initiative beyond normal scope of stated duties and responsibilities.Communication Ability to share information in an effective and collaborative manner. Communicates in a manner that is accurate, timely, clear, concise, and easy to understand. Chooses appropriate audience, medium, and message. Gives and receives feedback Listens effectively and seeks to understand underlying issues. Adapts communication style to situation at hand.Critical Thinking/Problem Solving/Decision Making Ability to create solutions/explanations; does not just draw linear conclusions Analyzes and evaluates information and situations, Breaks down problems into understandable, actionable parts. Identifies a variety of solutions and their impacts. Uses analytical techniques to weigh different outcomes.Job Knowledge Consistently applies and maintains the appropriate job, technical, and professional knowledge required to effectively perform the duties and responsibilities of this position.Planning and Organizing Ability to take a long-term, multidimensional view of issues, problems, options, resourcing, development, and implications; plans accordingly for a desired future state/vision. Assesses situations, establishes clearly defined courses of action with clear objectives, and considers future outcomes (sets goals). Organizes work efforts to accomplish goals (prioritizes). Considers and plans for how present policies, processes and methods might be affected by future developments and trends. Makes decisions, delegates, manages, implements, and evaluates outcomes. Demonstrates reliability, accuracy, and a high quality of work Supports and models strategic thinkingInitiative and Creativity Creates, introduces, and recommends new ideas/processes to improve quality, performance, and productivity. Unit Specific or Professional Competencies All units are encouraged to identify unit specific or professional competencies for individuals or for groups within a unit. Unit competencies should be developed in conjunction with the APO抯 of the unit. The following are descriptions of example unit specific or professional competencies. COMPETENCYDESCRIPTIONAdministrative Information Systems and ProcessOversees activities related to continuing development, implementation, and support of administrative systems and processes.Change FacilitationResponds to and works effectively in a changing and evolving environment. Appreciates different perspectives on issues. Demonstrates willingness to learn, adaptability to new technologies, flexibility when situations change, and the ability to work in an ambiguous environment.Student/Client/Customer FocusUnderstands importance of service. Communicates effectively to assess needs and establish win-win solutions that benefit all parties. Achieves the highest level of satisfaction on a consistent basis. Builds/participates processes.Facilities and Operations Management Establishes life cycle planning. Oversees activities related to the maintenance, repair, and renovation of all buildings and equipment. Allocates teaching, research, and office space to faculty and staff. Is responsible for future space planning, and special projects.Financial ManagementOversees financial activities: general accounting, budgetary controls, financial analysis, contracting, and purchasing for operating and trust budgets. Supervises administrative support for research trust funding.Leadership Works towards positive outcomes. Demonstrates a commitment. Creates new and valuable ideas. Implements changes that result in value-added improvements. Assumes a leadership role that motivates and challenges others in constructive ways. Challenges the status quo in positive and proactive ways. Possesses sufficient energy and self-motivation to generate improvements and foster positive outcomes.People Management/Staff DevelopmentDemonstrates self-awareness. Listens, gives feedback, and assesses performance. Understands and values diversity. Develops and coaches staff. Implements strong HR practices: succession planning, cross training, vacation planning, recruitment and orientation. Prevents and resolves conflict. Respects differences in people, valuing diversity of opinion, and working synergistically with others to achieve goals.Risk ManagementManages risk to an acceptable level in various domains: financial, human resource, capital projects, technology, environment, media, partner organizations, and government, funding agencies. Implements processes to ensure unit has minimum exposure to risk. Oversees investigations at unit level. Ensures all required documentation is accurate, complete, and secured.Self-DevelopmentDemonstrates self-awareness. Demonstrates personal level of commitment and motivation that focuses on continuous improvement. Understands own strengths and areas for improvement. Readily accepts feedback and constructive criticism in order to improve.Teaching SupportOversees activities in support of the academic program. Supervises administrative support for calendar updates, timetabling, undergraduate laboratories, and undergraduate programs.Teamwork/CollaborationPromotes 搕eam spirit�, partnering, and building alliances. Encourages dialogue, co-operation, and participative processes. Suggested Process The review period is April 1 to March 31 each year. The following are guidelines for recommended timelines/ process: Suggested TimelineProcess Step By April 1  Supervisor will request annual report form from APOs.  By April 15 APO submits completed Annual Report to supervisor.  By April 30 APO and Supervisor meet to review/ modify and complete final copy of Annual Report.  By May 15 Dean/ Vice-President reviews supervisor抯 summary and increment recommendation.  By June 1 Dean or Vice-President submits increment recommendations to Provost or delegate for review and approval.  By July 31 Provost or delegate informs APO of final increment decision.      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