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Quick Reference DOMAIN I. PROFESSIONAL AND PERSONAL RELATIONSHIPS Criterion 1: Meets with Campus Athletic Coordinator on a regular basis or as needed, shares coordinator agendas with appropriate staff;

How to fill out performance descriptors

How to fill out performance descriptors:

1. Start by reviewing the specific criteria or standards outlined for the performance descriptors. This will provide you with a clear understanding of what is expected and what areas you need to address.
2. Consider using specific examples or evidence to support your performance descriptors. This can include data, metrics, or specific instances where you have demonstrated the desired behavior or achieved the required outcomes.
3. Be specific and provide detailed information in each performance descriptor. Avoid general statements or vague descriptions. Instead, focus on providing clear and concise information about your performance.
4. Use action verbs when describing your performance. This will add strength and impact to your descriptors. Examples of action verbs include "achieved," "collaborated," "innovated," "led," "resolved," etc.
5. Keep the focus on your own performance. Avoid comparing yourself to others or making assumptions about their performance. Instead, focus on your own achievements and contributions.
6. Use the STAR method (Situation, Task, Action, Result) to structure your performance descriptors. This method helps provide a clear outline of the situation, the tasks you were responsible for, the actions you took, and the results you achieved.

Who needs performance descriptors:

1. Employees: Performance descriptors are a valuable tool for employees to assess their own performance and set goals for improvement. It helps them understand the expectations and criteria they need to meet in their role.
2. Managers: Performance descriptors assist managers in objectively evaluating the performance of their employees. It provides a structured way to assess performance, identify areas for development, and provide feedback.
3. Human Resources: HR professionals often use performance descriptors to ensure consistency and fairness in performance evaluations across the organization. It helps them track and analyze performance data and make informed decisions regarding promotions, training, and development opportunities.
4. Job Applicants: Performance descriptors can be used during the hiring process to assess the skills and competencies of job applicants. It allows employers to evaluate the candidate's past performance and determine if they meet the required criteria for the position.
5. Organizations: Performance descriptors are essential for organizations to establish performance standards, provide clarity on expectations, and align individual performance with organizational goals. It helps build a culture of performance excellence and continuous improvement.

In summary, filling out performance descriptors requires a clear understanding of the criteria, providing specific examples, using action verbs, and following the STAR method. Performance descriptors are valuable for employees, managers, HR professionals, job applicants, and organizations as a whole.

For pdfFiller’s FAQs

What is performance descriptors?

Performance descriptors are a tool used to evaluate and provide feedback on an individual's performance.

Who is required to file performance descriptors?

Employers or supervisors are typically required to file performance descriptors for their employees.

How to fill out performance descriptors?

Performance descriptors are typically filled out by assessing an individual's performance against specific criteria or objectives.

What is the purpose of performance descriptors?

The purpose of performance descriptors is to provide a standardized way to measure and communicate an individual's performance.

What information must be reported on performance descriptors?

Performance descriptors typically include ratings, comments, and recommendations for improvement.

Where do I find performance descriptors?

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