-
Performance Program Workflow with MachForm
1. The employee creates a draft of this form and emails the form resume link to their supervisor.
2. The employee and supervisor schedule a 1-on-1 meeting to discuss and review. This meeting may be in-person or virtual.
3a. Is the meeting in-person?
- ● The supervisor clicks on the form resume link emailed to them to open the draft . They discuss it with their employee, making any edits or revisions.
- ● The employee and supervisor each sign the electronic form together and submit it.
3b.Is the meeting virtual?
- ●The supervisor clicks on the form resume link emailed to them to open the draft. They discuss it with their employee over Teams/Zoom/etc., making any edits or revisions.
- ● The supervisor signs the electronic form and emails the form resume link back to the employee for the employee to sign.
- ● The employee signs and submits the form.
-
Questions? Contact hrdept@brockport.edu
Invalid link message? Clear your browser cache to resolve, then open and close your windows.
How to clear the cache in Google Chrome
1. Ctrl + Shift + Delete to open the “Clear browsing data” popup.
2. Click on the “Clear data” button.
How to clear the cache in Firefox
1. Ctrl + Shift + Delete to open “Clear All History” popup.
2. Select the “Time range to clear”.
3. Select Cookies, Cache, and Form & Search History
4. Click on “Clear Now” button.
How to clear the cache in Edge
1. Ctrl + H open “History.”
2. Click more options, or the three dots in upper right corner
3. Select a time range of at least 24 hours
4. Click on “Clear Now” button.
-
Part 1 Performance Program
-
-
-
-
-
-
-
-
-
The Performance Program period officially begins on 7/01/2025 and concludes on 6/30/2026.
The Performance Program period should be dated from the date the supervisor and employee meet to sign the Performance Program through June 30.
Fill in this date on the day the meeting is held
-
Leave blank and fill in during the actual employee/supervisor meeting date.
-
The Performance Program period officially begins on 7/01/2025 and concludes on 6/30/2026.
-
Performance Rating Guidelines
-
In using the rating scale, each supervisor will consider the extent to which the employee meets the expected standards for all job factors. The supervisor should only rate areas that have been observed during the review period. If an employee has not been observed performing a duty, "Not Applicable" shall be used. The rating scale is as follows:
Outstanding: The employee is exemplary in performance of all duties. The employee is a role model to others and is recognized as a particular asset to the work unit and college community. The employee can be relied on to perform difficult duties.
Highly Effective: The employee meets and frequently exceeds the performance expectations for all duties. The employee is performing better than expected for many of the duties.
Effective: The employee meets many performance expectations and performs in a competent manner. This is the expected and usual level of performance for most employees.
Improvement Needed: The employee meets some of the performance expectations. However, the employee needs improvement in others. Some duties performed by the employee may require extra direction by the supervisor.
Unsatisfactory: The employee needs significant improvement and is below a minimally acceptable level.
Not Applicable: Does not apply to the employee or was not observed during this review period.
-
Employee: please check the box to indicate your agreement with the statement *
-
List of Competencies: Reliability/Accountability
-
-Effectively establishes, communicates and manages priorities.
-Anticipates and identifies problems and helps to bring about resolutions.
-Demonstrates appropriate judgement.
-Is accountable and takes responsibility for own decisions and actions.
-Demonstrates efficiency and effectiveness in carrying out responsibilities. Meets productivity standards, deadlines and work schedules.
-Sees failure as an opportunity to learn from past results and continues to learn and grow.
-Maintains and applies a broad understanding of financial management principles to ensure decisions are fiscally sound and responsible.
-
Employee: please check the box to indicate your agreement with the statement *
-
List of Competencies: Communication
-
-Clearly and effectively expresses information, thoughts, ideas and instructions orally and in writing.
-Responds appropriately to both written and oral instructions.
-Effectively communicates with and informs others as appropriate, including supervisors and stakeholders.
-Listens to, and is considerate of, opposing views and perspectives.
-Allows others to speak without interrupting them unnecessarily.
-
Employee: please check the box to indicate your agreement with the statement *
-
List of Competencies: Equity, Diversity and Inclusion
-
-Demonstrates respect by listening to and considering the opinions, concerns and ideas of others.
-Values and supports differences in others, contributing to an inclusive work environment.
-Demonstrates the ability to communicate effectively with individuals of diverse backgrounds.
-Contributes to a collaborative, collegial and caring community through acts of civility and respect.
-Treats all others with dignity, open-mindedness and esteem.
-
Employee: please check the box to indicate your agreement with the statement *
-
List of Competencies: Interpersonal Skills/Teamwork
-
-Is collaborative, considerate, and respectful in dealing with stakeholders, co-workers, and the public.
-Maintains an open, approachable manner and treats others fairly and respectfully. Preserves others’ self-confidence and dignity and shows regard for their opinion.
-Supports and contributes to an environment of diversity and inclusion.
-Works harmoniously and effectively with others in a variety of settings and across departments.
-Shares knowledge, expertise, and resources with others easily and frequently.
-Looks for opportunities to help move projects along; volunteers to help others.
-
Employee: please check the box to indicate your agreement with the statement *
-
List of Competencies: Leadership/Management
-
-Fosters the development of a common vision; provides clear direction and sets priorities.
-Supports a diverse and inclusive work environment fostering fairness, equity, and trust.
-Effectively motivates, coaches, develops, and evaluates team members.
-Sets clear, meaningful, challenging, and attainable group goals and expectations that are aligned with those of the University.
-Provides staff with continual feedback, recognizes and celebrates exceptional performance and takes corrective action to improve poor performance.
-Conducts all performance appraisals on time and evaluates performance based on results.
-Models successful behaviors, a high-performance work ethic, and constant self-improvement.
-Prudently administers department budget and minimizes expenses by adhering to responsible fiscal practices.
-
Employee: please check the box to indicate your agreement with the statement *
-
List of Competencies: Stakeholder Service
-
-Provides quality service to internal and external stakeholders.
-Understands and anticipates stakeholder needs and implements proactive strategies based on stakeholder feedback.
-Searches for ways to increase stakeholder satisfaction.
-Engages stakeholders in identifying issues, options, and desired outcomes.
-Develops a clear picture of the needs and best options from the stakeholder’s perspective.
-
Employee: please check the box to indicate your agreement with the statement *
-
Secondary Sources to be Consulted
Secondary sources are defined as individuals that regularly interact with the employee during the normal course of their job duties.
Choose a minimum of two secondary sources that most aptly fit this description to be consulted regarding employee performance during the Performance Period.
-
-
-
-
-
-
Overview of Position Duties/Responsibilities
-
-
Goals
The employee should identify 3-5 goals for the employee to focus on each year. These will be discussed with and finalized by your supervisor during your 1-on 1 meeting. Goals should be listed in order of importance and aligned with the University Strategic Plan. Goals should be reviewed periodically throughout the year and measured at the end of the Performance Period.
-
-
-
-
-
-
-
-
-
-
-
BEFORE THE 1-on-1 MEETING DIRECTIONS
1. After completing Part 1, the employee should click "Save my progress and resume later" at the bottom of this page.
2. In the box that says "Enter Your Email Address," enter the email address of YOUR SUPERVISOR and click "Save form and resume later." This will send them a link to the Performance Program draft for review.
3. Employee- do you need to save the document to finish it at a later time before sending it to your supervisor? Click "Save my progress and resume later" at the bottom of the page and enter your own email address.
-
AFTER THE 1-on-1 MEETING DIRECTIONS
1. Has the 1-on-1 meeting been held to discuss and finalize the draft? Are all fields completed, including current date? Click on "Continue to signatures page after your meeting" to advance to the signatures page.
-
-
A special link to resume the form will be sent to your email address.
-
