Employee Performance Review
|
|
|
- Leon Cross
- 8 years ago
- Views:
Transcription
1 Employee Performance Review Employee Name: Employee Job Title: Department: Location of Hire: Last Reviewed: Supervisor s Signature Printed Name in Position: Employee Signature Review Period: to Printed Name Follow-Up Review: Yes No (if yes): Reason For Review: Annual End of Introductory Period Merit Promotion Employees are encouraged to provide comments regarding this appraisal as well as add any suggestions. Managers and Supervisors will provide numeric ratings and comments. DEFINITION OF RATINGS EXCEPTIONAL: Consistently meets and often exceeds all relevant performance standards. Provides leadership, fosters teamwork, is highly productive, innovative, responsive, and generates top quality work. Active in industry-related professional and/or community groups. VERY GOOD: Consistently meets and sometimes exceeds all relevant performance standards. Shows initiative and versatility, works collaboratively, has strong technical & interpersonal skills or has achieved significant improvement in these areas. GOOD: Meets all relevant performance standards. Seldom exceeds or falls short of desired results. Lacks appropriate level of skills or is inexperienced/still learning the scope of the job. IMPROVEMENT NEEDED: Sometimes meets the performance standards. Seldom exceeds and often falls short of desired results. Performance has declined significantly, or employee has not sustained adequate improvement, as required, since the last performance review or PIP. UNSATISFACTORY: Consistently falls short of performance standards. Carefully evaluate and describe the employee s contributions and professional strengths or weaknesses in each of the six performance categories below. Illustrate specific, detailed, examples of goals, results, and job related behavior since the last review. Rate each category according to the scale provided above while supporting and substantiating with narrative comments. Continue comments on a separate sheet if needed. Send to HR for review prior to finalizing for the HR File.
2 I. CRITERIA AND PERFORMANCE ELEMENTS Professional Skills Job Knowledge: Possesses working knowledge of all phases of the job and the various techniques and skills necessary for efficient completion of tasks. Remains up-to-date on changes and trends in technical knowledge related to the job. Expands knowledge of the job and company products and services through cross training, acknowledging the impact on other department as it relates to other positions. Very Judgment: Ability to make sound and proper decisions by drawing on professional expertise with minimal negative effects on departmental and company goals and results. Willingness to take responsibility for these decisions, and the effects they may have on employee relations. Very Interpersonal Skills Interpersonal Relationships: Demonstrates a willingness to cooperate, work, and communicate with coworkers, supervisors, vendors, or clients. Very
3 Communication: Effectiveness of communication in individual and group situations. Ability to convey ideas clearly and concisely. Willingness to participate and share opinions. Very Administrative Skills Cooperation: Ability to work with others as a team and express individual viewpoints while considering and learning from the input of others. Very Coordination: Establishes appropriate course of action for self and subordinates to accomplish departmental and company goals; properly coordinates appropriate resources and personnel. Very Adherence to Policies and Procedures: responsibilities. Properly applies company and department policies and procedures to job Very
4 Orientation Toward Results: Ability to initiate projects, anticipate changes, set proper priorities, follow through, and meet deadlines. Very II. PERFORMANCE EXPECTATIONS List and comment on four major performance expectations you had for the employee during the current review period. Specify on how well the employee supported / reached your expectations. Consider quality, impact on department objectives, and operating results. Performance Expectation: Very Performance Expectation: Very
5 Performance Expectation: Very Performance Expectation: Very III. RATE OVERALL PERFORMANCE Total Number of Overall Points Factors Rated Rating divided by = Very IV. ACCOMPLISHMENTS AND CONTRIBUTIONS Describe the accomplishments and contributions the employee made during the review period in areas other than those covered by specific objectives.... Additional Accomplishments noted by employee:
6 V. MAJOR STRENGTHS... VI. AREAS NEEDING IMPROVEMENT... VII. TRAINING AND DEVELOPMENT What training or development activities should be considered during the next review period? Additional Training and Development noted by employee: EMPLOYEE'S PROFESSIONAL DEVELOPMENT AND PERFORMANCE PLAN TO BE COMPLETED DURING REVIEW Identify a combined total of two - three measurable Professional Development, Performance or Project related objectives that the employee has agreed to accomplish over the coming year. Outline goals for degrees, licenses or certification, task mastery or improved behavior. Define applicability of goal to job function. Specify method of learning and time frame for achievement. Professional Development Objectives focus on the employee's career growth. Examples include: attending classes, seminars, or workshops or participating in on-the-job-training or self-study programs (i.e. books, cassette tapes, videos, CBT or web-based training). Performance Objectives are intended to help the employee improve personal aspects of their performance or behavior/conduct. Examples of task oriented Performance goals are improving computer proficiency, time management or writing skills. Or the employee can focus on correcting behavioral problems that negatively impact group morale, job performance or job satisfaction. Examples of such goals are developing conflict resolution or stress reduction techniques, building collaborative coworker relationships, or reducing incidents of absenteeism or chronic tardiness. As with Professional Development goals, effective Performance Objectives are well defined, measurable and clearly linked to specific job related outcomes. Project Objectives are specific assignments to participate in or manage ongoing or future projects. When setting project oriented goals, outline the scope of the role the employee is to play, lists resources and completion time frame and define the desired result. Objective : Objective : Objective :
7 Training Objective: Employee Set Objective(s): Employee Set Training Objective(s): Employee Signature Supervisor Signature Employee Printed Name Supervisor Printed Name Final Draft & Rating Approved by HR : Very (Continue comments on an additional piece of paper if necessary.) How long did your Supervisor spend with you discussing your performance review?
PERFORMANCE APPRAISAL (Non-Exempt)
PERFORMANCE APPRAISAL (Non-Exempt) ****************************************************** Name Department: Job Title Appraisal Period JOB KNOWLEDGE Consider overall knowledge, constructive and creative
Employee Development Plan
Form A Employee Development Plan Fiscal Year: EMPLOYEE NAME: TIME IN CURRENT POSITION: DEPARTMENT: This section should be completed by the supervisor and employee as part of the final performance evaluation
Springfield College Performance Planning and Review
PERFORMANCE APPRAISAL/ANNUAL REVIEW SPRINGFIELD COLLEGE Employee Name Position Department Supervisor Performance Review Period beginning (month) (year) Job Importance Rating Scale 0 - Not Applicable to
Employee Self-Evaluation Form
Employee Self-Evaluation Form Employee Name: Job Title: Department: Performance Review Period: From: JANUARY 1, 2013 To: DECEMBER 31, 2013 PERFORMANCE STANDARDS Complete each performance area described
Employee Performance Review
Employee Performance Review Source: Learn to Read, Inc. Review Date: Date of Last Review: Employment Date: Name: Title: Reports to: Expectation Basis Leadership Readily assumes responsibility for projects
Professional & Scientific Performance Appraisal
Professional & Scientific Performance Appraisal Employee s Name: Employee s University ID #: Employee s Title: Department: Date Employee Began Current Position: Review Period: From: To: Supervisor s Name:
PERFORMANCE REVIEW NON- UNIT PROFESSIONAL
PERFORMANCE REVIEW NON- UNIT PROFESSIONAL Name: Title: Hire Date: Employee ID #: Department: Date Started in Position: Evaluation Period: Performance Review Attach the employee s current job description.
Performance Appraisal Review for Exempt Employees
Client Company Performance Appraisal Review for Exempt Employees Employee Name Department Title Date Started Current Position Date of Review Current Supervisor Instructions Review employee s performance
Date Started Current Position. Instructions
Client Company Performance Appraisal Review for Non-Exempt Employees Employee Name Title of Review Department Started Current Position Current Supervisor Instructions Review employee s performance for
Employee Performance Evaluation. I. Employee Information. Job Description. Attached.
Employee Performance Evaluation I. Employee Information Employee Name: Employee Title: Review Period: Name of Manager: Title of Manager: Date of Review: II. Job Description. Attached. III. Work Priorities.
Performance Appraisal
PURPOSE Performance Appraisal 90-day Evaluation 180-day Evaluation Annual Evaluation The purpose of any performance appraisal program is employee development. The value of performance appraisal is in the
ST. THOMAS UNIVERSITY PERFORMANCE ASSESSMENT FORM WITH SUPERVISORY DUTIES
ST. THOMAS UNIVERSITY PERFORMANCE ASSESSMENT FORM WITH SUPERVISORY DUTIES DATE: Name: Position: Department: Annual Performance Review COPY MUST BE RETURNED TO HR FOR FILE Part 1: of General Performance
Faculty Performance Appraisal System Akamai University
Faculty Performance Appraisal System Akamai University A. University Position Statement Akamai faculty supervisors and the administration conduct periodic performance appraisals of all members of the faculty
Salaried Performance Appraisal 1870 South Boulder Avenue Tulsa, Oklahoma 74119.5423 www.mhat.org
Salaried Performance Appraisal 1870 South Boulder Avenue Tulsa, Oklahoma 74119.5423 www.mhat.org Employee Name Job Title Hire Date Evaluation Date Department Supervisor Annual Review 90 day Review Review
Ratings Exceeds Expectations Meets Expectations Improvement Needed
The staff appraisal process is an on-going communications process that begins with the identification of performance goals by the supervisor in the fall. During the spring semester, a formal appraisal
MILLSAPS COLLEGE ANNUAL EMPLOYEE PERFORMANCE EVALUATION For Exempt and Nonexempt Staff
MILLSAPS COLLEGE ANNUAL EMPLOYEE PERFORMANCE EVALUATION For Exempt and Nonexempt Staff EMPLOYEE NAME: JOB TITLE: DEPARTMENT: PERIOD OF EVALUATION: FROM: TO: TIME IN CURRENT POSITION: TIME WITH THE COLLEGE:
STAFF PERFORMANCE EVALUATION
STAFF PERFORMANCE EVALUATION Name: Job Title: Date of Evaluation: Department/School: AAMU Hire Date: Time in Current Position (years/months): Unit: Supervisor: Type of Evaluation: Annual: Other: Years/months
University of Detroit Mercy. Performance Communication System (PCS)
Supervisor Manual 1/5/11 Supervisor Manual Table of Contents The 3 The PCS Process 5 Preparing for the Discussion Meeting 7 Tips for Good Communication 7 Performance Expectations 8 Behavioral Competencies
CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION EMPLOYEE PLANNING & PERFORMANCE REVIEW
TYPE OF APPRAISAL Employee Name First Annual Second Additional Supervisor/Manager Name Appraisal Review Period: Classification Month/Year Month/Year From to Department Date of Appraisal Complete the following
EMPLOYEE PERFORMANCE APPRAISAL
Review 1/20/2012 EMPLOYEE PERFORMANCE APPRAISAL Employee Seniority Supervisor(s) Position Title Department Job Skills & Knowledge: Demonstrates professional skills and knowledge of the responsibilities
This policy provides establishes procedures for evaluating employees performance and communicating performance expectations.
Revision Date: First Version Page: 1 of 10 I. SCOPE This policy applies to all salaried operational employees of the College of William and Mary, including the Virginia Institute of Marine Science (hereafter
ADMINISTRATOR PERFORMANCE REVIEW FORM
ADMINISTRATOR PERFORMANCE REVIEW FORM Administrator Name: Hire Date: Position Title: Current Position Start Date: Department/Unit: Reviewing Supervisor: Appraisal Period: From: Date of Last Appraisal:
EXECUTIVE BEHAVIORAL INTERVIEW GUIDE
EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the
Classified Employee Performance Assessment
Classified Employee Performance Assessment Evaluation for: Employee name Job classification title Internal position title Department School, College, Division Employment date for current position Most
ADMINISTRATOR MISSION PARTICIPATION PERFORMANCE REVIEW FORM
ADMINISTRATOR MISSION PARTICIPATION PERFORMANCE REVIEW FORM Administrator Name: Hire Date: Position Title: Current Position Start Date: Department/Unit: Reviewing Supervisor: Appraisal Period: From: Date
CCAD Management Employee Performance Review
CCAD Management Employee Performance Review Employee Name: Title: Reviewing Manager: Department: Date: KEY RESULTS SECTION Instructions: In the spaces provided, provide pertinent comments concerning each
Position Title: ID #: Evaluation Type: Annual Bi-Annual Other PERFORMANCE RATINGS:
Mission To conduct education, research and clinical services in the context of community engagement to train health professionals who promote wellness, provide care with excellence and compassion, and
Black Hawk County Employee Performance Evaluation
Black Hawk County Employee Performance Evaluation Employee : Supervisor: Title: Program Manager School Nursing Dept: Health Dept Title: Evaluation Period: From: To Due Date: Black Hawk County Governing
San Jose/Evergreen Community College District Administrator Performance Appraisal Forms
San Jose/Evergreen Community College District Administrator Performance Appraisal Forms Philosophy and Policy In accordance with Education Code Section 87663, the policy on evaluation of administrators
Facilities Maintenance Department Employee Evaluation Foreman/Lead
Facilities Maintenance Department Employee Evaluation Foreman/Lead Part I Administrative Data Name Employee ID Date of Hire Last Promotion Location Reason for Submission Period Covered Rated Months Facilities
PERFORMANCE APPRAISAL NON-ACADEMIC ADMINISTRATIVE - SUPERVISORY
PERFORMANCE APPRAISAL NON-ACADEMIC ADMINISTRATIVE - SUPERVISORY Name: Job Title: Date of Evaluation: Department/School: AAMU Hire Date: Time in Current Position (years/months): Unit: Supervisor: Type of
Performance Management and Evaluation for Administrators and Technical Professionals
Performance Management and Evaluation for Administrators and Technical Professionals Employee Name Department Banner S#: Employee Job Title Evaluation Period From: To: Supervisor Name/S# Reason for Evaluation
PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC)
PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC) NAME: JOB TITLE: This worksheet should be given to the employee prior to the scheduled performance review. The employee should complete
Employee s Name: Susan Jones. Title: Administrative Officer. Supervisor: Marcia Meadows. Date: April 2, 200x
Employee s Name: Susan Jones Title: Administrative Officer Descriptive Performance Review Form Job Definition Supervisor: Marcia Meadows Date: April 2, 200x 1. Attach a current position description; if
MANAGING & EVALUATING EMPLOYEE PERFORMANCE. A Guide to Classified Employee Performance Management & Evaluation
MANAGING & EVALUATING EMPLOYEE PERFORMANCE A Guide to Classified Employee Performance Management & Evaluation OUTLINE Why do performance evaluations? Supervisor s role in performance management Employee
Evaluating Performance. A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation
Evaluating Performance A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation Training Agenda Why do Performance Evaluations? Employee and Supervisor Roles in Performance
EMPLOYEE PERFORMANCE EVALUATION
EMPLOYEE PERFORMANCE EVALUATION For Exempt and Nonexempt Staff and Service Personnel Employee s Name (Last, First, MI): Position Title: Department: Period Covered: From: To: Type of Report: Probationary
EMPLOYEE EVALUATION WORKSHEET
EMPLOYEE EVALUATION WORKSHEET In preparation of completing the Final Appraisal Form with the Supervisor, the Employee should evaluate and review his/her own previous performance using this worksheet as
Writing and Conducting Successful Performance Appraisals. Guidelines for Managers and Supervisors
Writing and Conducting Successful Performance Appraisals Guidelines for Managers and Supervisors Performance reviews are like compasses They give your exact position and provide direction Office of Human
2015 Performance Appraisal Template Samples
2015 Performance Appraisal Template Samples Human Resources Peer Networking Benchmarks 13 Examples of Performance Appraisals submitted by MAPP members Including Core Competencies and Helpful Phrases 2015
User s Guide to Performance Management
User s Guide to Performance Management University Human Resources Brown University Table of Contents 1 I. Overview 3 II. The Performance Management Cycle 4 III. Performance Management Forms..6 1. Goal
TH E. General Guidelines for Charting Your Career Path
TH E INDIVIDUAL DEVELOPMENT PLAN G U ID E General Guidelines for Charting Your Career Path Wildland Fire Leadership Development Program April 2010 TABLE OF CONTENTS Credits... ii Introduction... 1 What
PERFORMANCE MANAGEMENT Employee Input
PERFORMANCE MANAGEMENT Employee Input Employee Name: Social Security Number (or EI No.): School: Degree/Major: Expected Graduation Company/Division: Department: Location: A. What are your career objectives
EMPLOYEE PERFORMANCE APPRAISAL FORM
EMPLOYEE PERFORMANCE APPRAISAL FORM Name: Job Title: Date: Department: Type of Appraisal: Annual Probationary Self Evaluation Appraisal Period: From: To: Instructions: Please carefully review the employee
JOB PERFORMANCE APPRAISAL Monroe County Community College Administrators. Name: Position: Supervisor: Evaluation Period:
JOB PERFORMANCE APPRAISAL Monroe County Community College Administrators Name: Position: Supervisor: Evaluation Period: Instructions: Supervisors write comments to describe the work performance in each
Association of Municipal Administrators The Voice of Municipal Administrators
Newfoundland and Labrador Association of Municipal Administrators The Voice of Municipal Administrators EMPLOYEE PERFORMANCE EVALUATIONS INTRODUCTION This performance appraisal form captures the basic
EMPLOYEE PERFORMANCE EVALUATION (Part-Time non-benefited staff only)
EMPLOYEE PERFORMANCE EVALUATION (Part-Time non-benefited staff only) Employee Name: Name: Position Title: Position Title: EKU ID No.: Review Period: / / through / / Department: Review Date: / / *This form
Performance Evaluation for Exempt Employees Employer Instructions
Performance Evaluation for Exempt Employees Employer Instructions 1. Review employee's performance for the entire period. Refrain from basing judgments on recent or isolated events only. Disregard your
College of Design. Merit Pay Rating System. Merit Rating System
College of Design Merit Pay Rating System Merit Rating System The College of Design will use the Performance Only model of merit pay. Merit rating system and definition a. Merit pay matrix if defined at
UNIVERSITY OF MINNESOTA DULUTH Joint Employee Performance Appraisal Form
UNIVERSITY OF MINNESOTA DULUTH Joint Employee Performance Appraisal Form EMPLOYEE: CLASSIFICATION: EMPL ID: DEPARTMENT: RATER: TYPE OF EVALUATION: PROBATIONARY ANNUAL OTHER EVALUATION DATE: The Employee
GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR NON-SUPERVISORY EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #:
GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR NON-SUPERVISORY EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #: JOB TITLE: REVIEWED BY: UNIT: DATE OF REVIEW: REVIEW PERIOD:
Bloomfield College Staff Employee Performance Review 2014-15
Bloomfield College Staff Employee Performance Review 2014-15 Employee Name: Position: Evaluator: Department: Date of Evaluation: Date of Hire: 1. Summary of departmental mission and customer service philosophy:
INTRODUCTION PART ONE: REVIEW OF PERFORMANCE ELEMENTS
INTRODUCTION This recommended performance appraisal form incorporates extensive feedback from University of California supervisors and managers. It captures the basic principles of effectively evaluating
EMPLOYEE PERFORMANCE APPRAISAL POLICY
EMPLOYEE PERFORMANCE APPRAISAL POLICY Introduction: How to Use This Tool Employee performance appraisals are usually completed at least once per year in almost every organization. Performance appraisals
Annual Performance Review
Annual Performance Review Name: Length of Time in Position: Review Period ( From/To): Title: Length of Time with JCU: Supervisor/Mgr: The purpose of this annual performance review is to engage in open,
PERFORMANCE PLANNING AND APPRAISAL FORM NON-BARGAINING UNIT, NON-MANAGEMENT PERSONNEL
Employee Name: Position Title: Department: Supervisor Name: Date of Review: For Period: To At the beginning of each performance cycle, employee and supervisor review key responsibilities (from the job
County of Orange Department of Fire & EMS Employee Performance Evaluation Company Officer. Hire Date: Period Covered:
County of Orange Department of Fire & EMS Employee Performance Evaluation Company Officer Name: Hire Date: Period Covered: Employee #: From: To: Evaluation and Criteria Using the following numerical scale,
2. Describe this employee s important accomplishments during the past year. Please provide examples.
Supervisor Input Form Date Performance Appraisal Employee Name: Period Reviewed: Section 1: Activities and Accomplishments 1. Please state the primary responsibilities of this employee s position, as you
CONDUCTING EMPLOYEE PERFORMANCE ASSESSMENTS
CONDUCTING EMPLOYEE PERFORMANCE ASSESSMENTS I. Overview II. III. IV. Why Assess Performance? When to Conduct a Written Performance Assessment Conducting the Performance Assessment Meeting V. Setting SMART
EMPLOYEE APPRAISAL REPORT
An evaluation of performance and accomplishments for Year Ending December 2007 Employee Name: Employee ID #: Position Title Grade: Annual Appraisal Schedule TASK COMPLETION DATE SUPERVISOR S INITIALS EMPLOYEE
Manager / Supervisor Performance Review
Manager / Supervisor Performance Review SECTION 1 Personal Information (Please print clearly and provide complete & accurate information) Employee Name: Current Review Period: to Job Title: Department
ANNUAL PERFORMANCE EVALUATION FOR NONFACULTY EMPLOYEES BANNER EMPLOYEE ID NUMBER:
ANNUAL PERFORMANCE EVALUATION FOR NONFACULTY EMPLOYEES NAME: POSITION TITLE: DEPARTMENT/OFFICE: EVALUATED BY BANNER EMPLOYEE ID NUMBER: BANNER POSITION NUMBER: REVIEW DATE: Supervisor ID: INSTRUCTIONS:
ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL FORM FY 2014-2015
ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL FORM FY 2014-2015 Employee Last Name Employee First Name Employee ID Department Position Title Supervisor Name Review Date Self-Evaluation Supervisor Evaluation
CITY OF ROGUE RIVER EMPLOYEE PERFORMANCE REVIEW
CITY OF ROGUE RIVER EMPLOYEE PERFORMANCE REVIEW Name: Evaluation Period To/From: Position: Evaluator: Department: Salary Range/Step: Reason for Appraisal: Completion of Probationary Period Special Review
Cleveland State Community College. Classified Employee Performance Review
Name: Review Period: Job Title: Reviewer: Note: Place a mark in the appropriate space which describes the performance of the person named, as determined by this appraisal. Use the following codes and definitions.
Exempt Performance Reviews. Date Approved: June 23, 2008 Last Edited: June 3, 2014
Page: 1 Policy The performance review process is a formal communication which is an integral part of performance management and is tied to compensation. All exempt and management employees will have an
THE UNIVERSITY OF TEXAS AT AUSTIN ANNUAL PERFORMANCE EVALUATION FOR CLASSIFIED PERSONNEL AND NON-TEACHING PROFESSIONAL STAFF
THE UNIVERSITY OF TEXAS AT AUSTIN ANNUAL PERFORMANCE EVALUATION FOR CLASSIFIED PERSONNEL AND NON-TEACHING PROFESSIONAL STAFF For Evaluation Period Ending: Employee Name: Department: Title: Manager KEY
ADMINISTRATIVE STAFF EVALUATION FORM
ADMINISTRATIVE STAFF EVALUATION FORM OFFICE OF HUMAN RESOURCES A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM Name of Employee: Position Title: Department: _ of Employment Into Current Position: TYPE OF EVALUATION
Performance Evaluation Form: Part-Time & Seasonal Employees
Performance Evaluation Form: Part-Time & Seasonal Employees Employee Name: Review Position: Supervisor: Type Performance Review: Annual Review Other Review Period From: To: INTRODUCTION The performance
ADMINISTRATOR PERFORMANCE APPRAISAL GUIDELINES
ADMINISTRATOR PERFORMANCE APPRAISAL GUIDELINES The Performance Appraisal Process at Madison College is designed to accomplish the following objectives: Encourage meaningful communication between the employee
Counselor Education Department Professional School Counseling Practicum and Internship Clinical Evaluation
Counselor Education Department Professional School Counseling Practicum and Internship Clinical Evaluation Name of Practicum/Internship Student: Practicum Experience: Internship Experience: Name of Site
INTRODUCTION...1 FREQUENTLY ASKED QUESTIONS ABOUT REFERENCE CHECKS...2
Reference Checking Table of Contents INTRODUCTION...1 FREQUENTLY ASKED QUESTIONS ABOUT REFERENCE CHECKS...2 WHO CONDUCTS THE REFERENCE CHECKS?...2 HOW MANY REFERENCES SHOULD BE CONTACTED?...2 WHO SHOULD
Initial Review 6 month Review Annual Other. Immediate Supervisor: Position Title: DRAFT
Last Name First M. Title Department Employee Performance Appraisal Form Employee ID TKL Work Phone Initial Review 6 month Review Annual Other Immediate Supervisor: Position Title: Department: Appraisal
Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE
Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE March 2015 TABLE OF CONTENTS Introduction........................................................... 3 Preparing for the Performance
Support Services Evaluation Handbook
Support Services Evaluation Handbook for members of Paraprofessionals and School-Related Personnel (PRSP), Baltimore Teachers Union, Local 340 City Union of Baltimore (CUB), Local 800 Baltimore City Public
Number of employees who report to level of evaluated:
APPRAISAL Name Position / Working Title Administrative Unit / College Period of Evaluation Management (I to IV) Number of employees who report to level of evaluated: Date of Last Evaluation CSU Trustee
AD-AUDITING ACCOUNTANT, SENIOR
Page 1 AD-AUDITING ACCOUNTANT, SENIOR CHARACTERISTICS OF WORK: This is professional accounting work of an "in-charge" nature characterized by an attitude of independence, self-reliance with analytical
Job Description. Created Date: June 3, 2015 Version: 1.0
Job Description Title: Fleet Manager Reporting To: VP Patient Services Department: Location: FLSA Classification: Exempt Salary Grade: Created Date: June 3, 2015 Version: 1.0 Position Summary Manages,
Performance evaluations, which provide
5 Steps to a Performance Evaluation System Keep your staff productive and motivated by conducting regular performance evaluations. Judy Capko Performance evaluations, which provide employers with an opportunity
Classified Performance Planning and Evaluation Form
Classified Performance Planning and Evaluation Form Employee Name: Employee S#: Position Number: Employee Job Title: College Name: Evaluation Period From: Department To: Red Rocks Commmunity College Supervisor
Part One: Review of Performance Elements Rating Scale
Employee Name Employee ID Number Job Title Department Reviewing Supervisor Review Period Period Supervised by Reviewing Supervisor Period Employee in this Job Part One: Review of Performance Elements Rating
F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM
F. PERFORMANCE APPRAISAL AND DEVELOPMENT SYSTEM GENERAL POLICY It is the policy of Scott County to regularly evaluate the work performance of its employees and provide them with relevant feedback to enable
UNIVERSITY OF NORTH TEXAS Planning Guide/Performance Agreement and Review Position Data
UNIVERSITY OF NORTH TEXAS Planning Guide/Performance Agreement and Review Position Data Sample Use Classification Title or both Working and Classification Title Employee Name: Salim Brown EMPL ID Number:
Employee Performance Evaluation Form - Administrative Staff
Employee Performance Evaluation Form - Administrative Staff Employee Name: Job Title: Department: Unit: Reviewing Supervisor: Review Period: Period Supervised by Performance Reviewer: Period Employee in
EMPLOYEE PERFORMANCE REVIEW GUIDELINES
EMPLOYEE PERFORMANCE REVIEW GUIDELINES DEPARTMENT OF HUMAN RESOURCES SPRING 2014 Employee Performance Review Guidelines The performance review process helps individual employees and organizations throughout
NOT APPLICABLE (N/A): Reviewer has no direct knowledge of employee's behavior in this area. Job Knowledge Score: / 5.0
Manager Performance Appraisal Appraisal Score Overall Score: / 5.0 Employee Information Name: Manager Name: Job Title: Department: Hire Date: Rating Scale Definition (5) EXCEPTIONAL: Consistently exceeds
Performance Management. Writing Performance Assessments and Goals 2014
Performance Management Writing Performance Assessments and Goals 2014 Performance Management Writing Performance Assessments and Goals Agenda 1. Performance Management - general 2. UF Assessment Tool Job
SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT
SUCCESSION PLANNING and LEADERSHIP DEVELOPMENT TOOLKIT April 2015 CONTENTS 1 Succession planning 3 What is succession planning? Succession planning process Leadership development 4 What is leadership development?
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION Evaluation Period:* to Evaluation Meeting Date: SECTION 1 Employee: Job Title: Employee ID: Department: Immediate Supervisor/Administrator: Title: TYPE OF
EMPLOYEE PERFORMANCE EVALUATION
EMPLOYEE PERFORMANCE EVALUATION NAME POSITION/TITLE HIRE DATE LOCATION/DEPARTMENT EMPLOYMENT STATUS FT PT PD LAST REVIEW DATE IMMEDIATE SUPERVISOR DATE: TYPE OF REVIEW: ANNUAL PROBATIONARY OTHER Instructions
PRO-NET 2000. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2002
Professional Development Coordinator Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators
DEPAUW UNIVERSITY PERFORMANCE APPRAISAL PROGRAM Hourly Employees
DEPAUW UNIVERSITY PERFORMANCE APPRAISAL PROGRAM Hourly Employees PART I PURPOSE DePauw University s performance appraisal process is based upon the belief that employees are our most critical resource,
Instruction Manual. May, 2015 Performance Appraisal Process Local 2324 Represented Employees
Instruction Manual May, 2015 Performance Appraisal Process Local 2324 Represented Employees Human Resources May, 2015 TABLE OF CONTENTS ITEM PAGE INTRODUCTORY MATERIAL Performance Appraisal Instructions
CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013
CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013 Name: Position: Anniversary Date in Position: Department: Supervisor: Appraisal Period: from to PURPOSE Communication about performance between
South Carolina Budget and Control EPMS Performance Characteristics
South Carolina Budget and Control EPMS Performance Characteristics The following menu of performance factors serves as a guideline or sample for developing performance factors for use with the Employee
CENTRAL STATE UNIVERSITY PERFORMANCE APPRAISAL FORM
CENTRAL STATE UNIVERSITY PERFORMANCE APPRAISAL FORM Name Date Department Evaluation Period Job Title Evaluator Annual Probationary Special (Explain) Performance I. SELF-ASSESSMENT In what areas do I excel
University of Maryland Nonexempt Staff PRD Form
PERFORMANCE REVIEW AND DEVELOPMENT PROCESS University of Maryland Nonexempt Staff PRD Form Employee Name: UID: Job Title: Division/Department: Supervisor: Rating Cycle: Date of Final Review: Section/Unit:
FULTON COUNTY MEDICAL CENTER POSITION DESCRIPTION
FULTON COUNTY MEDICAL CENTER POSITION DESCRIPTION POSITION TITLE: ACUTE CARE NURSE MANAGER REPORTS TO: DIRECTOR OF PATIENT CARE SERVICES DATE: AUGUST 2010 I. POSITION SUMMARY: The Nurse Manager is responsible
Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators
Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...
Town of Sunapee Supervisory Performance Evaluation. Employee Last First Middle. Probationary progress Conclusion of probation
Town of Sunapee Supervisory Performance Evaluation Date of Evaluation Evaluation Period: From to Employee Department Last First Middle Job Title Anniversary (hire) date Date of appt. to current position