Actively looks for improvements to processes and shares these ideas with management. Asks questions before proceeding with a new task. Supports new assignments and processes, and offers ways to ensure that they succeed. Takes ownership in his or her own professional development. ownership in his or her own personal development (e.g., hygiene, demeanor, tone of voice, and body language). as they present themselves. Grasps opportunities to improve knowledge and skills of what is going on around him or her, and adjusts priorities to address more Is aware urgent needs without waiting to be instructed to do so. Adapts to new situations, unusual demands, emergencies, or critical incidents. Measuring Initiative Performance Initiative Consider the key elements and behavioral evidence of when evaluating an individual’s performance in this job dimension. The following rubrics will help in determining an individual’s most consistent performance: Needs Highly Effective Effective Unsatisfactory Improvement/Developing* Consistently exceeds Demonstrates strong Performs to minimum Fails to meet the expectations in the key performance in most expectations in several of minimum performance elements and key elements and the key elements and requirements in most behavioral evidence of behavioral evidence of behavioral evidence of this key elements and this job dimension. this job dimension. job dimension. Is possibly behavioral evidence of Developing in the year this job dimension. in position. *For the first year in a job assignment, performance at this level should be designated as Developing. Suggested Initiative Enhancers Take responsibility for a task that no one really to do. When a particular assignment or task is completed, make an appointment with your supervisor to seek feedback and request a new project or task. On a task that you routinely complete, time yourself on each step of the task. Then establish a new timeline that reduces each step’s duration. If asked to complete a new assignment about which you are unsure of your skills, identify ways to improve them and recommend their completion to your supervisor. Assess how you appear to others. If you exude a careless appearance, choose two or three ways to sharpen yourself to reflect a more professional approach. Make it a point to arrive at work and to meetings on time.
Actively looks for improvements to processes and shares these ideas with management. Asks questions before proceeding with a new task. Supports new assignments and processes, and offers ways to ensure that they succeed. Takes ownership in his or her own professional development. ownership in his or her own personal development (e.g., hygiene, demeanor, tone of voice, and body language). Grasps opportunities to improve knowledge and skills as they present themselves. Is aware of what is going on around him or her, and adjusts priorities to address more urgent needs without waiting to be instructed to do so. Adapts to new situations, unusual demands, emergencies, or critical incidents. Measuring Initiative Performance Consider the key elements and behavioral evidence of Initiative when evaluating an individual’s performance in this job dimension. The following rubrics will help in determining an individual’s most consistent performance: Highly Effective Effective Needs Improvement/Developing* Unsatisfactory Consistently exceeds expectations in the key elements and behavioral evidence of this job dimension. Demonstrates strong performance in most key elements and behavioral evidence of this job dimension. Performs to minimum expectations in several of the key elements and behavioral evidence of this job dimension. Is possibly Developing in the year in position. Fails to meet the minimum performance requirements in most key elements and behavioral evidence of this job dimension. *For the first year in a job assignment, performance at this level should be designated as Developing. Suggested Initiative Enhancers Take responsibility for a task that no one really to do. When a particular assignment or task is completed, make an appointment with your supervisor to seek feedback and request a new project or task. On a task that you routinely complete, time yourself on each step of the task. Then establish a new timeline that reduces each step’s duration. If asked to complete a new assignment about which you are unsure of your skills, identify ways to improve them and recommend their completion to your supervisor. Assess how you appear to others. If you exude a careless appearance, choose two or three ways to sharpen yourself to reflect a more professional approach. Make it a point to arrive at work and to meetings on time.