#  Performance Management Ratings 

 



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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 

SortRatings 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.