Usually waits for others to solve interpersonal/team conflicts and problems Occasionally initiates communication to resolve problems within the team Regularly initiates communication to help solve interpersonal/team conflicts and problems Communicates in a manner that helps resolve interpersonal/team conflicts and problems Facilitates communication between people experiencing conflict who have previously been unable to solve problems Rarely participates in State, Agency, and Department meetings, activities, and events Occasionally attends and participates in meetings, activities and events within State, Agency or Department Consistently attends and actively participates in State, Agency, and Department meetings, activities, and events when asked or required Frequently attends State, Agency and department meeting, activities and events based on their own initiative; encourages others to attend Volunteers on committees that are outside typical job responsibilities; exceeds the expectations of his/her job in participating in State initiatives and programs Provides inconsistent feedback with different members of the team Sometimes is unwilling to provide feedback to team members Provides balanced feedback to improve team collaboration and functioning on a continuous basis Provides feedback focused on improving the working relationship of the team Proactively works with team members to improve team collaboration and functioning on a continuous basis Results Orientation Definition: Consistently delivers required business results; sets and achieves achievable, yet aggressive, goals; consistently complies with quality standards and meets deadlines; maintains focus on Agency and State goals Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Sets unrealistic goals - goals that are either too easy or too difficult to achieve; does not achieve established goals on a consistent basis Usually sets realistic goals; occasionally does not achieve established goals Establishes and achieves clear, specific performance goals, expectations, and priorities Consistently sets and achieves performance goals, expectations and priorities Identifies “vital few” goals and allocates time and resources accordingly to achieve those goals when faced with competing priorities
Focuses time, energy, and other resources on activities that are not aligned with the team’s objectives Occasionally focuses time, energy, and other resources on activities that are not aligned with the team’s objectives Aligns the efforts of him/herself and the team to the team’s objectives Consistently aligns individual goals with the team’s, agency’s and State’s objectives Recognizes when others have set goals that are misaligned with the State’s objectives and provides guidance/coaching to team members to better meet the needs of the team and its customers; always aligns individual goals with the team’s, agency’s and State’s objectives Easily becomes sidetracked on less important matters when obstacles present themselves Occasionally becomes sidetracked resolving problems and obstacles Works around typical problems and obstacles to get results Identifies issues early on; Initiates alternatives to problems and obstacles to deliver consistent results Navigates quickly and effectively to resolve problems and obstacles, even when complex and unique circumstances occur Completes tasks late or with poor quality due to lack of planning or balancing of commitments Occasionally demonstrates a lack of planning and completes tasks late Manages own time well in order to complete allocated tasks on time and with high quality Consistently practices time management in planning and balancing tasks to meet or exceed deadlines with high-quality Manages own time exceptionally well and frequently completes tasks early and with quality Produces work results that “miss the mark”, failing to meet stated needs, or that are incomplete, inaccurate or of poor quality Occasionally produces work results that “miss the mark”, failing to meet stated needs, or that are incomplete, inaccurate or of poor quality Work results delivered meets stated needs and are complete, accurate and of good quality Work results delivered go beyond the stated needs to address anticipated needs and/or best practices and are consistently complete, accurate and of good quality. Delivers work results of the highest quality that address both stated and anticipated needs as well as best practices; works with team members to help ensure that all work produced by the team meets those same standards Tends to secure and/or use more resources than are needed to complete a task, which often results in costs that exceed budget Sometimes utilizes unnecessary resources to complete tasks exceeding budget guidelines Uses resources as expected, resulting in quality work that stays within established budgets Maximizes available resources while maintaining quality and established budget; occasionally comes in under budget Frequently uses fewer than expected resources while still delivering high-quality work on time, resulting in cost savings or improved efficiencies
Loses energy or interest before difficult problems can be solved Occasionally loses energy or interest before resolving difficult problems Takes responsibility and stays focused on problems until an effective solution can be found Consistently focuses on problems until a viable resolution is achieved Responsible for more complex problems and always maintains focus until a viable solution can be found Accountability Definition: Accepts full responsibility for self and contribution as a team member; displays honesty and truthfulness; confronts problems quickly; displays a strong commitment to organizational success and inspires others to commit to goals; demonstrates a commitment to delivering on his/her public duty and presenting oneself as a credible representative of the Agency and State to maintain the public’s trust Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Does not meet commitments to others or delivers on commitments late Occasionally does not meet commitments to others or delivers on commitments late Follows through and meets personal commitments to others on time Consistently meets personal time commitments to others Exceeds his or her commitment to others by frequently delivering work early “Bends the rules” when faced with pressure from customers or other State stakeholders Occasionally demonstrates a lack of accountability in making decisions; is uncomfortable addressing unethical behavior Holds self and others accountable for making principled decisions; addresses unethical behaviors head-on Consistently holds self accountable for making decisions and addressing unethical behavior; stands behind his/her ethical principles in the face of conflict Lives the State’s values and maintains his/her ethical principles even in the most challenging circumstances
Judgment and Decision Making Definition: Analyzes problems by evaluating available information and resources; develops effective, viable solutions to problems which can help drive the effectiveness of the department and/or State of Georgia Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Spends a long time reviewing information which results in delays Occasionally takes a long time reviewing information which results in delays or missed deadlines Analyzes problems effectively and makes appropriate decisions without missing deadlines or causing delays in service Consistently analyzes information and makes effective decisions within the deadline Demonstrates an ability to make effective decisions within a limited time Unable or unwilling to develop solutions with incomplete information; typically needs more direction or information than other team members Struggles with uncertainty and incomplete information when developing solutions; needs significant direction Is able to cope with uncertainty and an incomplete set of facts to develop a feasible and effective solution Is comfortable with uncertainty and is able to use incomplete information to develop a viable and effective solution Develops highly creative and effective solutions despite the absence of information and short Tends to jump to solutions without fully analyzing and understanding problems Occasionally resolves problems without fully analyzing and understanding the underlying situation Uses established standards/methods to solve common problems; responds to recurring problems by investigating the underlying causes and taking steps to eliminate them Consistently responds to problems utilizing established standards/methods in solving problems; proactively works to identify and resolve recurring problems Focuses on continuous improvement by exploring opportunities for enhancing, revising or modifying existing standards/methods and developing proposals for implementing changes Follows the judgments of others without independent thought and analysis Occasionally follows others judgment without independent thought or analysis Independently analyzes issues and problems and expresses his/her opinion to others Initiates analysis of issues and problems; comfortable expressing his/her opinion Is persistent in his/her analysis of issues and problems to find solutions that best serve the State; stands up for his/her opinions
Fails to predict consequences, implications, and feasibility of alternative solutions for problems Doesn’t consistently predict consequences, implications, and feasibility of alternative solutions for problems Predicts the outcomes of a variety of alternatives to problems Accurately and effectively predicts the outcomes of various alternatives to problems Accurately and effectively predicts the outcomes of alternatives to solve problems; appropriately addresses the between issues Shows inflexibility when facing obstacles; “gets stuck” in frustration and is not open to new ideas or ways to solve problems Occasionally lacks flexibility when facing obstacles; sometimes gets frustrated; occasionally resistant to new ideas or ways to solve problems Tries different approaches when initial efforts to solve problems fail; anticipates possible problems and develops alternatives Demonstrates flexibility in solving problems; frequently uses multiple approaches Teaches others how to anticipate possible problems and develop contingency plans to avoid or go around them For Leaders: Tends to make decisions about the day-to-day operations of the organization that could be handled at a lower organizational level For Leaders: Sometimes makes decisions regarding daily operations that could be delegated to a lower level For Leaders: Delegates decision-making responsibilities to the appropriate organizational level and holds decision makers accountable for the results of their decisions For Leaders: Proactively looks for opportunities to delegate decision-making responsibilities to others as development opportunities; holds decision makers accountable for the results of their decisions For Leaders: Has an established reputation for being an innovative and creative problem solver and is willing to help others solve problems that are not necessarily linked to his/her own department/area
Leaves the responsibility for identifying development opportunities (i.e., training, mentor relationships, etc.) to employees without taking an active role Makes resources available to employees to support their individual development needs, but doesn’t consistently take an active role in the process Takes an active role in identifying individual employee development needs and finding ways to address them Encourages employees to identify their individual development needs with input from manager and others and partners with them to find ways to address identified needs Identifies patterns in employee behavior that indicate development needs across the organization and identifies ways to systemically enhance the skills of State employees Fails to recognize positive contributions Usually notices and shows appropriate appreciation when expected results and behaviors are realized; is able to retain most high performers Notices and shows appreciation when expected results and behaviors are realized; retains high performers through recognition of accomplishments and development/career opportunities Acknowledges and celebrates employee’s accomplishments in a manner consistent with employee preferences; retains high through recognition of accomplishments and development/career opportunities Celebrates expected results and behaviors through creative and spontaneous means; consistently retains high performers through recognition of accomplishments and development/career opportunities Hires individuals who have the technical skills needed for the job, but may not focus on interpersonal skills that will lead to success at higher levels within the State Hires individuals who have the skills to meet the demands of the current position opening but occasionally ignores factors that will prevent success at higher levels within the State When hiring, focuses on selecting the best person for the job including job and interpersonal skills; considers candidates’ potential for long-terms success within the State When hiring, focuses on the skills needed for the current position opening as well as the qualities needed to be successful in future roles within the State Consistently selects individuals with the highest potential for long-term success within the State; has a keen ability to attract talented individuals Transformers of Government (for Leaders) Definition: Develops innovative approaches to address problems and drive continuous improvement in State programs and processes; drives effective and smooth change initiatives across the State by communicating, confirming understanding, and actively working with stakeholders to overcome resistance
Implements changes within his/her organization but does not adequately track the effects of the change Occasionally does not track the effects of changes implemented within the organization Establishes metrics for success and tracks those metrics over time, making adjustments as needed to ensure change initiatives are effective long-term Identifies new metrics to measure success; may have to overcome barriers to obtain metric information; tracks metrics over time to ensure change initiatives are effective Coaches others in techniques for evaluating change initiatives within the State; helps other define and track success
Communication Definition: Respectfully listens to others to gain a full understanding of issues; comprehends written material; presents information in a clear and concise manner orally and in writing to ensure others understand his/her ideas; appropriately adapts his/her message, style, and tone to accommodate a variety of audiences Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Talks over others; demonstrates an unwillingness to listen to others and is “stubborn” in holding on to his/her own perspective without considering other people’s views and insights Occasionally talks over others; has difficulty in putting him/herself in other people’s shoes; may be unwilling to consider the views and insights others Actively listens to and customers to put him/herself in other people’s shoes to gain a better understanding of what they are saying Effectively listens and empathizes with others; respectful of others views and insights Presents an open and accepting persona that allows even the most reluctant person to express his/her views Takes inappropriate action because he/she misinterprets written and/or oral information and directions Occasionally misinterprets written and/or oral information which may lead to inappropriate action Comprehends written and oral information and direction and takes appropriate action Effectively and consistently comprehends written and oral information and direction; helps others to do the same Assists others in comprehending written and oral information and directions so they can take appropriate action Tends to conceal information or “hold ideas close to the chest” Inconsistently communicates intentions, ideas and feelings Communicates intentions, ideas and feelings openly and directly Proactively initiates consistent and direct communication and an exchange of ideas and points of view Encourages an open exchange of ideas and different points of view; communicates honestly and truthfully, in a manner, regardless of how unwelcome or uncomfortable it is Develops written and/or oral communications that are confusing, void of critical messages, and/or misrepresent the facts Communications, both written and/or oral, are sometimes unclear or confusing Delivers accurate and clear messages orally and/or in writing to effectively inform others Consistently delivers accurate, clear and concise messages orally and/or in writing to effectively inform others Delivers accurate, clear, and concise messages that inform and frequently persuade others to take action
Demonstrates an inability to develop alternative solutions that meet the needs of parties; resists accommodating others Lacks ability to generate multiple viable solutions; sometimes has difficulty in focusing on the needs of all parties Takes a problem-solving approach to conflict and generates multiple practical solutions to problems; focuses on the needs of all parties and generally reaches agreements with win-win outcomes Initiates problem solving approach and develops effective solutions to problems; consistently focuses on the needs of all parties involved and reaches a successful consensus Develops highly creative and effective solutions to problems and uses solid negotiation skills to arrive at win-win solutions even in the most difficult circumstances Agrees to a solution that will not meet his/her personal or department needs long-term, creating the potential for further conflict Occasionally agrees to solutions that do not meet personal or departmental goals; compromises prematurely Avoids accepting solutions that do not meet his/her current personal or department needs; does not compromise prematurely to move past a conflict Implements effective solutions without compromising personal and departmental needs/goals; suggests compromises that benefit all impacted parties Anticipates his/her personal, team and department future needs and focuses on solutions that will meet his/her needs now and in the future Creativity and Innovation Definition: Applies creative problem-solving skills to his/her work to develop solutions to problems; recognizes and demonstrates the value in taking “smart” risks and learning from mistakes; develops multiple alternatives and understands the feasibility of each; effectively shares and implements his/her ideas Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Shows rigidity in approach to work and avoids taking “smart” risks Sometimes takes smart risks in using new and different approaches to get the job done Takes “smart” risks including trying new and different ways to get the job done Consistently takes smart risks including trying new and different approaches to get the job done Encourages others to take “smart” risks; maintains an entrepreneurial spirit that breaks down barriers to promote new and creative ways to meet goals
For Leaders: Does not act on information pertaining to the interdependencies between issues and processes in his/her functional area of expertise/department or agency For Leaders: Occasionally does not act upon underlying connections of conflicts between new ideas, data or aspects of a situation For Leaders: Identifies and acts upon the underlying connections of potential conflicts between new ideas, pieces of data or aspects of a situation For Leaders: Successfully identifies and acts upon options, new ideas and innovative approaches, understanding potential conflicts between new ideas, pieces of data or aspects of a situation For Leaders: Identifies and visualizes options and formulates innovative approaches; proactively addresses potential conflicts between new ideas, pieces of data or aspects of a situation For Leaders: Insists on implementing new approaches/programs that are ineffective or unreasonable For Leaders: Occasionally implements new approaches/programs that may be ineffective For Leaders: Implements new approaches/ programs that prove to be effective For Leaders: Proactively initiates new approaches /programs that improve effectiveness For Leaders: Fosters an environment that supports the smooth implementation of new approaches/ programs to improve effectiveness Cultural Awareness Definition: Demonstrates an open-minded approach to understanding people regardless of their gender, age, race, national origin, religion, ethnicity, disability status, or other characteristics; treats all people fairly and consistently; effectively works with people from diverse backgrounds by treating them with dignity and respect Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Does not recognize cultural differences; may use unfounded stereotypes to develop an understanding of others Occasionally recognizes cultural differences among people and tries to bridge cultural gaps Recognizes cultural differences among people and effectively works to bridge cultural gaps Initiates strategies for overcoming cultural differences to achieve common goals Develops strategies for overcoming even the most challenging cultural differences to achieve common goals
Definition: Adapts to change and different ways of doing things quickly and positively; does not shy away from addressing setbacks or ambiguity; deals effectively with a variety of people and situations; appropriately adapts one’s thinking or approach as the situation changes Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Responds slowly to changing priorities Occasionally slow to respond to changing priorities Adjusts schedules, tasks, and priorities when necessary Responds quickly to changing priorities, adjusting schedules, tasks, and priorities with ease Anticipates and changes strategy before the current method proves to be ineffective Continues to do his/her work the same way regardless of changes in customer requirements or organizational norms Usually recognizes when changing customer or organizational expectations require new approaches and takes steps to meet new standards Recognizes when changing customer or organizational expectations require new approaches and takes the steps to meet new standards Proactively searches for better ways to do things; consistently recognizes when the current way is no longer effective; initiates the necessary steps to meet new standards Helps others recognize when their current way of working is no longer effective Waits until told to adopt change or talks about commitment to change initiatives but does not demonstrate it in his/her behaviors Is sometimes able to adapt to change by accepting changes in processes with an optimistic perspective Adapts to change by accepting changes in work processes readily and with an optimistic perspective of the resulting benefits Proactively seeks out change; accepts changes in work processes readily and with optimistic perspective of the expected benefits Encourages others to commit to change initiatives by sharing the expected benefits and how he/she can make modifications to work processes Adjusts ineffectively to different situations; conveys a rigid demeanor when under stress or pressure Has difficulty adapting to different situations especially when under stress or pressure Adapts to different situations even when under stress or pressure Remains effective even when faced with ongoing change and under very stressful conditions Helps others work through how to effectively adapt to different situations when under stress or pressure Tends to become overwhelmed when faced with situations or issues involving ambiguity and/or setbacks Is usually able to work through situations or issues involving ambiguity or setbacks by evaluating options and establishing action plans Works through situations or issues involving ambiguity or setbacks by systematically evaluating options and establishing appropriate action plans Proactively and effectively works through situations or issues involving ambiguity or setbacks by systematically evaluating options and establishing appropriate action plans Encourages others to work through situations or issues involving ambiguity or setbacks by systematically evaluating options and establishing appropriate action plans
Waits until his/her manager provides a complete set of information before proceeding with assigned tasks Sometimes seeks information on his/her own initiative; follows up with his/her supervisor for guidance Seeks out information on his/her own initiative; occasionally needs to follow up with his/her supervisor for guidance or direction Consistently seeks out information on his/her own initiative; completes tasks with minimal guidance from his/her supervisor or others Successfully completes tasks with minimal guidance or assistance from others; often provides guidance to other Demonstrates a lack of confidence and ability to deal with challenges and obstacles; often relies on assistance to work through issues Usually resilient against challenges and obstacles; occasionally needs assistance to work through issues Demonstrates resilience against challenges and obstacles; able to work through issues on his/her own Consistently demonstrates resilience and encourages commitment and enthusiasm from others to address challenges and obstacles Generates commitment and enthusiasm from others to set and achieve challenging objectives Tends to unnecessarily involve others in his/her work or not involve others when it is appropriate Usually completes most tasks independently but needs additional support with unfamiliar tasks or situations Completes most tasks independently but asks for additional support, as appropriate, when faced with unfamiliar tasks or situations Successfully completes tasks with minimal support even when faced with unfamiliar tasks or situations Proactively approaches unfamiliar tasks and situations; demonstrates the ability to complete even unfamiliar tasks independently by adapting his/her previously gained knowledge Identifies tasks that can be performed but does not create meaningful results through his/her efforts Usually focused on completing activities; not as focused on the overall results achieved Focuses on achieving results, rather than activities that may not add value Proactively and consistently focuses energy on achieving results; focused on minimizing unnecessary activities Coaches others on how to focus their energy on achieving results without creating more work than necessary Does not recognize or take action to address problems and opportunities that exist Occasionally recognizes and takes action to address problems and opportunities Recognizes and takes appropriate action to effectively address problems and opportunities Proactively takes action to effectively address problems and opportunities Provides advice and direction to others on how to recognize and take appropriate action on problems and opportunities Negotiation and Influence
Definition: Effectively represents his/her position on issues to gain support and buy-in from others; generates multiple alternatives to a problem to meet the needs of other stakeholders; works to achieve win-win outcomes that others can accept; appropriately utilizes settlement strategies, such as compromise Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Has difficulty conveying his/her position to others, particularly when faced with opposition Can convey his/her position to others, but has difficulty in helping others understand the underlying issues and concerns Effectively articulates his/her position and helps others understand the underlying issues and concerns Proactively reaches out to others to educate them on his/her position and to help them understand the underlying issues and concerns Conveys his/her position well even when faced with an engaged audience with a high degree of opposition Attempts to convince others of his/her position when an issue is of minimal importance Is sometimes able to generate support among team members for ideas of controversy and importance to the agency/State Generates support among team members for ideas of controversy and importance to the agency/State Applies influence skills to gain support for even the most controversial issues Coaches others on how to apply influence to gain support for controversial issues Sees situations in isolation and ignores solutions that are not immediately obvious Lacks ability to generate multiple viable solutions; sometimes has difficulty in focusing on the “big picture” Thinks “outside of the box” to identify alternative solutions that meet the needs of all stakeholders (e.g., customers, peers, supervisor) Initiates problem solving approaches and develops effective solutions to problems; consistently focuses on the needs of all parties involved and reaches a successful consensus Helps others identify creative solutions to reach win-win settlements Fails to get input and develop action plans and approaches that reflect key stakeholder (e.g., customers, peers, supervisor) insights Occasionally involves key stakeholders (e.g., customers, peers, supervisor) in the development of processes and action plans to drive commitment Involves key stakeholders (e.g., customers, peers, supervisor) in the development of processes and action plans to ensure the final approach reflects their insights and has their commitment Consistently involves key stakeholders (e.g., customers, peers, supervisor) in the planning and development of action plans/processes to gain their commitment Gains active involvement of relevant stakeholders to ensure their ideas are refined and fully adoptable by the State
Pushes others to accept his/her terms without regard to their needs or perspectives Occasionally neglects to present a logical and compelling case for his/her ideas or connect them to greater business needs Considers the needs and perspectives of others and avoids applying pressure so that win-win outcomes can be realized whenever possible Persuasively promotes ideas with enthusiasm, conviction and assertiveness while remaining open to others’ needs and perspectives Helps the other side see the potential in alternative solutions to ensure they understand the full impact of their decisions Inappropriately applies different settlement strategies, such as compromise; fails to realize when win-win outcomes are not possible Is slow to identify when a win-win outcome is not possible; has difficulty applying settlement strategies to achieve stated goals Recognizes when a outcome is not possible and appropriately applies settlement strategies to achieve his/her goals Implements effective solutions without compromising personal and departmental needs/goals; applies settlement strategies that benefit all impacted parties Helps others determine how to settle disagreements when outcomes cannot be achieved Professional Development Definition: Demonstrates a commitment to professional development by proactively seeking opportunities to develop new capabilities, skills, and knowledge; acquires the skills needed to continually enhance his/her contribution to the State and to his/her respective profession Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Rarely takes advantage of learning opportunities to further develop skills and capabilities; needs encouragement to take action Occasionally engages in learning opportunities to further develop skills and capabilities in technical and functional areas Engages in continuous learning opportunities to further develop skills and capabilities in technical and functional areas Seeks out continuous learning opportunities that develop self and expands organizational intellectual capital Encourages others to seek out continuous learning opportunities; shares information and skills gained from own efforts with others
Ignores feedback from and customers or becomes defensive; does not use feedback to improve performance Attempts to use feedback from co-workers and customers to enhance his/her performance Uses feedback from and customers to find ways to enhance his/her performance Proactively requests feedback from co-workers and customers and uses it to enhance personal and team performance Encourages others to incorporate feedback from co-workers and customers to enhance their performance Fails to recognize his/her own strengths and development needs or does not seek ways to address those needs Is hesitant to identify his/her strengths and development needs; once identified is reluctant to address them Accurately identifies his/her own strengths and development needs, leverages strengths, and takes action to develop areas that can be improved Proactively asks for feedback from others and incorporates feedback into his/her assessment of strengths and development needs; builds on strengths and addresses critical deficiencies Provides coaching to others to help them leverage their strengths and effectively develop in areas where improvement is needed Does not maintain ties with other professionals in his/her field Occasionally takes part in professional associations to maintain a current knowledge base and relationships with others in his/her field Takes part in professional associations to maintain a current knowledge base and relationships with others in his/her field Participates in professional associations to ensure he/she is visible to others in his/her field of expertise Assumes leadership roles in professional associations; encourages others to participate Allows professional knowledge to become antiquated; does not keep up with trends in his/her field of expertise Occasionally updates professional knowledge; is sometimes behind on trends in his/her field of expertise Updates professional knowledge and skills on a regular basis to stay current and apply new trends or best practices to his/her work at the State Proactively looks for ways to update his/her professional knowledge and to stay current on best practices; eager to apply new trends to his/her work at the State Shares new knowledge regarding professional standards with others to ensure they are able to contribute new ideas to the State Recognizes industry and government trends but does not take action Occasionally incorporates industry and government trends into his/her work at the State Incorporates industry and government trends in planning and decision making Anticipates customer needs; stays abreast of changes in the external environment and anticipates how they will impact his/her department and/or agency Educates others on ways to incorporate industry and government trends into their work at the State
Doesn’t follow the steps in the State’s performance management process Follows the steps in the State’s performance management process but is not committed to making the process work for himself/herself (e.g., linking performance to learning and development) Actively participates in the State’s performance management process, including focusing on improving performance through learning and development opportunities Voices on-going support for the State’s performance management process; proactively looks for opportunities to improve performance through learning and development Helps others enhance their experience with the State’s performance management process by mentoring and coaching them through the process Project Management Definition: Effectively manages project(s) by appropriately focusing attention on the critical few priorities; effectively creates and executes against project timelines based on priorities, resource availability, and other project requirements (i.e., budget); effectively evaluates planned approaches, determines feasibility, and makes adjustments when needed Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Gets distracted by less important issues; does not adequately focus on the most critical priorities Is occasionally distracted by less important issues which takes away focus from more critical priorities Consistently focuses on the critical few priorities and manages those to achieve expected results Maintains laser focus on critical priorities; able to manage multiple priorities successfully Provides direction to other team members on how to successfully manage multiple priorities Anticipates resource requirements for projects of minimal complexity; tends to over or underestimate resource requirements for more complex projects Needs assistance to accurately anticipate resource requirements (i.e., time, budget, and personnel) for projects of moderately complex scope Accurately anticipates resource requirements (i.e., time, budget, and personnel) on projects of moderately complex scope Accurately anticipates resource requirements (i.e., time, budget, and personnel) even when faced with the most complex projects Coaches other team members on how to accurately anticipate resource requirements for complex projects
Teaching Others Definition: Enhances the capabilities of the organization by openly and effectively sharing his/her subject matter expertise with others; supports a continuous learning environment by preserving and compiling intellectual capital which can be used by others within his/her work group, department and State entities, as appropriate Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Fails to take responsibility for providing direction and coaching to lower-level or new employees Is reluctant to take responsibility for providing direction and coaching to lower-level or new employees Provides feedback to lower-level team members on tasks he/she can do well to improve overall team performance Looks for opportunities to provide feedback to team members on tasks he/she can do well with a strong focus on improving overall team performance Provides feedback to team members, even peers and more senior co-workers, on tasks he/she can do well to improve overall team performance Does not recognize the value in and avoids sharing relevant information that would benefit co-workers Shares his/her knowledge with co-workers when asked Openly shares his/her knowledge with co-workers when the need to share becomes obvious Proactively shares his/her knowledge with co-workers on an ongoing basis Takes every available opportunity to transfer his/her knowledge to Talks down to co-workers who need help learning a new aspect of their jobs or further refining a current skill Is willing to help co-workers learn a new skill or refine an existing one when asked Coaches others in a constructive and positive way so that they can absorb information and learn quickly Proactively and effectively coaches others in a constructive and positive way so that they can absorb information and learn quickly Demonstrates an ability to connect with others to better engage them in the learning process Requires more senior leaders’ encouragement to provide information/knowledge on a topic that would be of interest to the broader functional group Is willing to share information/knowledge on a topic that would be of interest to the broader functional group when asked Continuously seeks out opportunities to learn and share new information/knowledge on topics that would be of interest to the broader functional group and contribute to business success Identifies areas of interest to the broader functional group and proactively searches for and shares relevant information that would contribute to business success Holds informal learning sessions with co-workers when he/she has gained new information/ knowledge on a topic that would be of interest to the broader functional group
Discards valuable information/knowledge materials (i.e., books, documents, lecture notes, etc.) or files them in personal records where others will not have access to them Is focused on own personal development; doesn’t recognize information or knowledge that should be shared with others Recognizes information/knowledge and shares materials that may be helpful to others Proactively identifies information/knowledge materials that would be helpful to others and shares them Collects information/knowledge and maintains a “library” of materials for others to use; consistently reviews and enhances materials to ensure they are up-to-date and user-friendly For Leaders: Fails to provide resources and support for others to learn and develop For Leaders: Inconsistent in providing resources and support for others to learn and develop For Leaders: Expects and encourages individual and group learning For Leaders: Expects and encourages individual and group learning that crosses departmental and agency boundaries For Leaders: Continually strives to bring out the best in people by removing barriers to learning and finding creative ways to encourage skill development Team Leadership Definition: Effectively manages and guides group efforts; tracks team progress, adequately anticipates roadblocks, and changes course as needed to achieve team goals; provides appropriate feedback concerning group and individual performance, including areas for improvement Unsatisfactory Performer Successful Performer - Minus Successful Performer Successful Performer - Plus Exceptional Performer Fails to involve his/her team in defining goals and planning the ways to achieve team success Usually involves team members in defining goals and planning ways to achieve desired results Involves team members in defining ways to achieve desired results and defining expectations about how team members will work together Supports team members’ efforts to define goals, plan ways to achieve desired results, and outline expectations for how team members will work together Encourages a sense of mutual accountability in team settings that motivates individuals to do his/her best for each other and exceed goals