The development goals are goals that focus on building an assessor’s knowledge, skills, and capabilities to increase their effectiveness and contribution to the organization and the project. These goals are designed to help grow in both their current position and to prepare them for future roles. The 36 hours of annual training requirement will be entered in Perform2Acheive and will be considered as part of the performance reviews. The Assessor and the Manager will create the annual plan during the first 2 months of hire and annually during performance review meetings thereafter. The professional development goal will be measured along with all other established UTHealth Houston performance standards standards.
Quality of Work: Delivers a high quality of work that is timely, accurate and thorough.
Job Knowledge: Has and demonstrates the required knowledge, skills, and capabilities to accomplish tasks and meet objectives.
Dependability: Meets deadlines and standards for quality and quantity of work within area of responsibility. It is reliable and makes effective use of resources.
Integrity/Ethics: Builds trust. Model of principled, ethical, and values-orientated behavior.
Teamwork/Collaboration: Demonstrates willingness to assist colleagues with various projects/tasks. (Assigned or unassigned). Listens to others and values opinions; works effectively and cooperatively with others.
Attendance and Punctuality: Reports to work on time. Gives prompt notice of absence.
Work Environment, Safety & Compliance: Completes all mandatory safety and compliance training by required deadlines. Adheres to safety rules, and compliance/HOOP standards and policies.
Newly hired staff are subject to a six-month probationary period, and it is recommended that a review is conducted at 2, 4, and 6 months from their date of hire. At minimum, one performance review must be conducted within the probationary period.
Instructions to complete a probationary review:
Manager Selects Probationary Review Evaluation Period.
Manager evaluates the employee’s performance.
Rate each performance standard. Ratings other than "Fully Meets Expectations" require comments.
Rate overall performance. Use the comments field to enter assessment of the overall performance, key strengths, and opportunities for improvement.
Manager schedules performance discussion.
Manager and employee review probationary review form and discuss performance.
Employees and managers sign the review form in P2A. An employee recommended for dismissal is not required to sign the form in P2A.