Performance Management Ratings

Ratings will be a highly encouraged part of the performance management process in FY25. For more information about the ratings system, please see the table below.

Ratings Definitions and Guidance

Ratings Definitions and Guidance
Rating	Definition	Application Guidance
Exceptional Impact	Contributions have significant and consistently exceptional impact and value to the department and/or the organization. Makes unique, often one-time achievements that measurably advance progress towards organizational goals and/or result in major improvements. Easily recognized as a role model by high-performing peers. Viewed as an excellent resource to provide expertise, guidance, advice, mentorship or support to others. Demonstrates a range of high-level competencies and actively takes on higher levels of responsibility.	Should be seen as ‘the exception’ to a staff member’s regular work. The employee went above and beyond in specific, measurable ways over the last year. The employee should not be expected to perform in this capacity year after year. This is the level of work or contribution you would potentially want to acknowledge as part of a local- or FAS-wide recognition program.
Full/Consistent Impact	Consistently demonstrates meaningful impact through accomplishments and contributions. This level of impact is reflective of a fully qualified, competent and experienced individual in this role. Viewed as someone who gets the job done and effectively prioritizes work and produces strong results. Contributes positively to the overall objectives of the department and/or the larger organization. Achieves valuable accomplishments in several important areas of the job and/or on assigned projects.	Staff member delivers work in a way that’s reliable and maintains a high level of quality. This is the kind of work you’d want to see them accomplish during a regular year.
Learning/Building	Needs to gain proficiency and/or productivity in the position to achieve consistent impact. May achieve some, but not all goals. Stronger or additional knowledge, skills and abilities need to be demonstrated for consistent success in the roles. This rating is recommended for use when an employee is still coming up to speed with their job responsibilities based on limited tenure in the role.	Staff member is developing in their role. Some aspects of the work may be of higher quality than others. They may be in the process of learning some aspects of their role, depending on their hire date or changes that have occurred for the position.
Needs Improvement	The quality of performance is below expectation for the role. Knowledge, skills, abilities and/or productivity have not been demonstrated at the appropriate levels.	The work is not at the level that you would expect or need for this position. This is not reflective of someone who is new to their role and needs time to learn the appropriate skills.