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University of Medicine and Dentistry of New Jersey COMPETENCYBASED PERFORMANCE APPRAISAL EXEMPT AND NONEXEMPT STAFF Employee Name: University ID: Position Title: Unit/School: Appraisal Type: Probationary

How to fill out competencybased performance appraisal

How to fill out competency-based performance appraisal:

1. Begin by reviewing the purpose and objectives of the appraisal. Understand what competencies are being assessed and how they align with the goals of the organization or department.
2. Familiarize yourself with the competency framework being used. Take the time to understand the different competencies and the behaviors or skills associated with each one.
3. Collect relevant data and information to support your appraisal. This may include reviewing performance records, gathering feedback from colleagues or supervisors, and considering any relevant training or development activities.
4. Use specific and measurable examples when describing your performance. Avoid generalizations or vague statements. Focus on providing evidence of how you have demonstrated the desired competency.
5. Be honest and objective when assessing your own performance. Acknowledge areas where you may have room for improvement and highlight your strengths and accomplishments.
6. Seek feedback and input from others who can provide a different perspective on your performance. This can help to validate your self-assessment and provide a more comprehensive view of your capabilities.
7. Set clear and achievable development goals based on the outcomes of the appraisal. These goals should be aligned with the competencies being assessed and should address any areas for improvement that were identified.

Who needs competency-based performance appraisal:

1. Organizations that value a systematic and objective approach to evaluating employee performance rely on competency-based performance appraisals. This method allows for a more holistic assessment of an individual's abilities and can provide valuable insights for career development and succession planning.
2. Supervisors and managers can benefit from competency-based performance appraisals as they provide a framework for evaluating each employee's skills and behaviors against predetermined competencies. This helps in providing specific feedback and identifying areas where additional support or training may be required.
3. Employees themselves can benefit from competency-based performance appraisals by gaining a clearer understanding of the expectations and standards set for their role. It allows them to self-reflect, identify areas for growth, and take ownership of their career development.

In conclusion, filling out a competency-based performance appraisal involves understanding the purpose, familiarizing oneself with the competency framework, collecting relevant data, providing specific examples, being honest and objective, seeking feedback, and setting development goals. This process is valuable for organizations, supervisors/managers, and employees alike.

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What is competencybased performance appraisal?

Competencybased performance appraisal is a method of performance evaluation that focuses on an individual's skills, knowledge, abilities, and behaviors.

Who is required to file competencybased performance appraisal?

Employees and managers are required to file competencybased performance appraisal.

How to fill out competencybased performance appraisal?

Competencybased performance appraisal can be filled out by assessing and rating an individual's competencies based on predefined criteria.

What is the purpose of competencybased performance appraisal?

The purpose of competencybased performance appraisal is to provide feedback, set development goals, and evaluate performance based on specific competencies.

What information must be reported on competencybased performance appraisal?

Information reported on competencybased performance appraisal includes ratings on various competencies, strengths, areas for improvement, and performance goals.