Employee Development Plan

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Employee Development Plan"

Transcription

1 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 review. The purpose of this document is to promote employee growth and development. Any areas requiring improvement that were identified during this performance period should be highlighted below. Also include any areas that will promote employee potential and professional development. 1. Development areas that will enhance career, professional, and personal growth are listed below and will be addressed in the next performance period: DEVELOPMENT AREAS List below those activities that will support employee development in the areas outlined above and the responsibilities of the employee and the supervisor to accomplish the development plan. DEVELOPMENT PLAN Form A Employee Development Plan Page 1

2 Employee Name: Current Position: Department: Form B Employee Self Assessment Fiscal Year This form is to be completed by the employee prior to the final Performance Recognition System meeting with the Supervisor. Please list examples of behaviors and/or accomplishments which are reflective of the core competencies. Self-Assessment of Core Competencies: 1. Knowledge, skills and abilities: 2. Effectiveness of communication: 3. Judgment: 4. Initiative, responsiveness and customer service: 5. Adaptability: 6. Dependability: 7. Commitment to the College and its goals: 8. Commitment to diversity and inclusiveness: 9. Health and safety: 10. Punctuality and attendance: Self-Assessment of Individual Objective Accomplishments (evaluate your progress and provide feedback): Employee Signature / Date: Form B Employee Self Assessment Page 2

3 Form C Performance Evaluation Employee Name Job Title/Department Reports To Performance Period / / to / / Date of Review / / Time in Current Position As part of a performance recognition system, a performance evaluation helps employees see how their jobs and expected contributions support the mission and vision of HFCC. Evaluations enable administrators the opportunity to assess and discuss an individual s job performance to enhance and ensure future performance expectations are met. The process of evaluation includes identifying and acknowledging strengths, areas for improvement, related professional development opportunities, and goals that support the overall strategic mission of the College. Upon completion by the supervisor of the following rating form, it is expected that the supervisor and the employee meet to discuss and set goals for the next year. 1. KNOWLEDGE, SKILLS & ABILITIES: Current competencies and the willingness to expand and develop new competencies. The employee demonstrates the knowledge, skills and abilities necessary in performance of the essential functions of the position. Seeks new and/or additional educational opportunities to obtain mastery over tasks, expand personal knowledge of technology, policies, and procedures and offers suggestions to improve processes. EXCELLENT: Exceptional demonstration of competencies beyond what is necessary to perform essential functions. VERY GOOD: Possesses and demonstrates competencies beyond what is necessary to perform essential functions. SATISFACTORY: Generally possesses and demonstrates competencies necessary to perform essential functions. NEEDS IMPROVEMENT: Occasionally demonstrates competencies necessary to perform essential functions. UNSATISFACTORY: Does not demonstrate competencies necessary to perform essential functions. COMMENTS/EXAMPLES Form C Performance Evaluation Page 3

4 2. EFFECTIVENESS of COMMUNICATION: The ability to listen, speak, and write effectively. Demonstrated ability to effectively handle routine and non-routine internal and external communication, both oral and written. Listens and gets clarification; sends clear, accurate, and convincing messages. EXCELLENT: Exceptional demonstration of communication skills; always communicates positively with students, staff and/or public. VERY GOOD: Consistently communicates/interacts with students, staff and/or public in a positive manner. SATISFACTORY: Generally communicates/interacts with students, staff and/or public in a positive manner. NEEDS IMPROVEMENT: Demonstrates difficulty interacting with students, staff and/or public in a positive manner. UNSATISFACTORY: Interacts with students, staff and/or public in a negative manner. COMMENTS/EXAMPLES 3. JUDGMENT: Proper attention is given to details and an appropriate course of action is taken. EXCELLENT: Uses excellent judgment. Has an ability to both apply procedures to situations and recognize situations requiring analysis. VERY GOOD: Uses good judgment. Usually understands elements of situations requiring advanced decision making, SATISFACTORY: Usually applies procedures correctly. Understands elements of situation requiring advanced decision making, but occasionally may need assistance. NEEDS IMPROVEMENT: Does not apply procedures correctly or consistently. Fails to recognize unique elements in situations. Decision making is poor. UNSATISFACTORY: Rarely understands the use of good judgment. Does not make acceptable decisions. COMMENTS/EXAMPLES Form C Performance Evaluation Page 4

5 4. INITIATIVE, RESPONSIVENESS & CUSTOMER SERVICE Meets expectations in a timely manner and delivers on commitments. Is approachable and responsive to students, faculty, staff, co-workers, and supervisors. Routinely uses time efficiently and respects other persons time and priorities including faculty and staff; is proactive and anticipates the needs of the department. Shows willingness to help and serve employees in all departments, visitors, co-workers, supervisors or others in a customer s role. Accepts appropriate direction, assists co-workers and other College staff in response to fluctuations in workload. EXCELLENT: Self motivated. Manages jobs and tasks in anticipation of needs in department. Adopts unassigned tasks as needed for sake of department efficiency. VERY GOOD: Consistently accomplishes tasks without direct supervision. Is able to relate duties to overall objectives. SATISFACTORY: Usually performs assigned jobs in a timely manner occasionally needs assistance in setting task priorities. NEEDS IMPROVEMENT: Does not accomplish tasks without close supervision. Needs detailed work plans to stay on task. UNSATISFACTORY: Rarely sets goals or establishes priorities when appropriate in completing assigned tasks. COMMENTS/EXAMPLES 5. ADAPTABILITY: Adjusts to new situations and responsibilities on the job, participates in professional development opportunities. Works under pressure and with tight deadlines; Adapts well to new situations, unusual demands, emergencies, or critical incidents. Welcomes supervision, new ideas, accepts criticism, handles conflict constructively. Participates in work groups, attends work related meetings, training on new procedures, and departmental meetings. EXCELLENT: Proactively searches and implements change as an opportunity to improve systems, service, or self. VERY GOOD: Welcomes and adapts to changes quickly. SATISFACTORY: Usually adjusts to change in job procedures and work assignments without complaint. Shows willingness to accept changes and new procedures. NEEDS IMPROVEMENT: Resistant to change. Will adapt only out of necessity. UNSATISFACTORY: Rarely adjusts to changes in job procedures and work assignments, complains about changes, very reluctant to learn. Interferes with implementation. COMMENTS/EXAMPLES Form C Performance Evaluation Page 5

6 6. DEPENDABILITY: The extent to which the employee, without constant supervision, can be counted on to follow instructions and established procedures and to do his/her best in the performance of their duties. EXCELLENT: Consistent maximum performance at all times. Capable of working completely on his/her own. VERY GOOD: Conscientious of job; performance constant without close supervision. SATISFACTORY: Close concentration on job, average amount of supervision required. NEEDS IMPROVEMENT: Rarely can be relied upon to perform work, spends time unproductively, and needs frequent supervision. UNSATISFACTORY: Cannot be relied upon to perform work, constant supervision required. COMMENTS/EXAMPLES 7. COMMITMENT TO THE COLLEGE and ITS GOALS Actions and speech reflect a commitment to the College; speaks and interacts professionally Fulfills community service opportunities Respectful of College resources including internet and phone usage and uses time efficiently. Stays composed and positive even in trying moments. EXCELLENT: Exceptional in his/her professional image and positive attitude toward the College. VERY GOOD: Consistently presents a professional image and positive attitude toward the College. SATISFACTORY: Generally presents a professional image and positive attitude toward the College. NEEDS IMPROVEMENT: Rarely presents a professional image and positive attitude toward the College. UNSATISFACTORY: Does not present a professional image and positive attitude toward the College. COMMENTS/EXAMPLES Form C Performance Evaluation Page 6

7 8. COMMITMENT TO DIVERSITY & INCLUSIVENESS Works to establish a climate that welcomes, celebrates and promotes respect for diversity and inclusiveness Actions and speech reflect a commitment to principles of community: Fosters a positive working and learning environment, by maintaining a climate of collaboration, fairness, cooperation, and professionalism. Practices and integrates these basic principles in all interactions. EXCELLENT: Exceptional positive and welcoming attitude toward all members of the community at all times. VERY GOOD: Consistently presents a professional image and positive attitude toward the College. SATISFACTORY: Generally presents a professional image and positive attitude toward the College. NEEDS IMPROVEMENT: Rarely presents a professional image and positive attitude toward the College. UNSATISFACTORY: Does not present a professional image and positive attitude toward the College. COMMENTS/EXAMPLES 9. HEALTH & SAFETY Understands that safety and environmental issues are essential elements of ensuring the continued success of HFCC and its employees. Maintains a safe, healthy and environmentally sound workplace. EXCELLENT: Exceptional commitment to a safe work environment. Goes above and beyond. VERY GOOD: Consistently demonstrates a commitment to a safe work environment. SATISFACTORY: Generally demonstrates a commitment to a safe work environment. NEEDS IMPROVEMENT: Rarely demonstrates a commitment to a safe work environment. UNSATISFACTORY: Does not demonstrate a commitment to a safe work environment COMMENTS/EXAMPLES Form C Performance Evaluation Page 7

8 10. PUNCTUALITY & ATTENDANCE: Arrives and works according to approved work schedule. SATISFACTORY: Consistently present for all assigned work days. During those occasional absences, the department or co-workers are not adversely impacted in the performance of their duties and responsibilities by the frequency or pattern of such absences. UNSATISFACTORY: Not consistently present for assigned work days. The frequency or pattern of such absences adversely impacts the department s co-workers capacity for successfully carrying-out their duties, responsibilities and services. Form C Performance Evaluation Page 8

9 Form D Final Summary of Contributions and Performance Items for discussion for Supervisor/Employee Review Meeting FISCAL YEAR: Discuss strengths in job performance. Discuss any performance weaknesses. Discuss possible work process improvements. Discuss areas that may need additional training to be more competent in the current position. Discuss goals the employee and the supervisor want to accomplish in the next year and what action is needed to reach those goals. Form A completed for next fiscal year? Overall Summary: Exceeds Requirements Mentor level performance Consistently Exceeding Requirements Regularly Meets Requirements; Solid Performance Needs Improvement in Some Areas (Performance Improvement Plan Required) Does Not Meet Requirements (Performance Improvement Plan Required) Supervisor's Signature Date Employee: by signing below, you acknowledge that you have had the opportunity to review and discuss this performance review with your supervisor. If you wish, you may comment on your review on a separate sheet and attach it to this evaluation form. Employee's Signature Date Attachment(s)? Yes / No Form D Final Summary Page 9

10 Form E Linking Bonus to Performance Factors 1. KNOWLEDGE, SKILLS & ABILITIES: Current competencies and the willingness to expand and develop new competencies. 2. EFFECTIVENESS of COMMUNICATION: The ability to listen, speak, and write effectively. 3. JUDGMENT: Proper attention is given to details and an appropriate course of action is taken. 4. INITIATIVE, RESPONSIVENESS & CUSTOMER SERVICE 5. ADAPTABILITY: Adjusts to new situations and responsibilities on the job, participates in professional development opportunities. 6. DEPENDABILITY: The extent to which the employee, without constant supervision, can be counted on to follow instructions and established procedures and to do his/her best in the performance of their duties. 7. COMMITMENT TO THE COLLEGE & COMMUNITY 8. COMMITMENT TO DIVERSITY & INCLUSIVENESS 9. COMMITMENT TO HEALTH & SAFETY 10. PUNCTUALITY & ATTENDANCE: Arrives and works according to approved work schedule. 11. PROFESSIONAL DEVELOPMENT Overall Score Rating High Avg. Low Overall Rating Score Performance Bonus Exceeds Requirements Mentor level performance (top 5% of 5 % workforce) Consistently Exceeding Requirements 4 % Regularly Meets Requirements; Solid Performance 3 NA Needs Improvement in Some Areas (Performance Improvement 2 NA Plan Required) Does Not Meet Requirements (Performance Improvement Plan Required) 1 NA Employee received a copy (Initials) Supervisory kept a copy (Initials) Please complete in full and send entire original to HR for filing in Employee s Personnel File Form E Linking Pay to Performance Page 10

CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION EMPLOYEE PLANNING & PERFORMANCE REVIEW

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

More information

EMPLOYEE PERFORMANCE APPRAISAL FORM

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

More information

PERFORMANCE PLANNING AND APPRAISAL FORM NON-BARGAINING UNIT, NON-MANAGEMENT PERSONNEL

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

More information

UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION

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

More information

Utica College Performance Review Form

Utica College Performance Review Form Utica College Performance Review Form EMPLOYEE NAME: DEPARTMENT: HIRE DATE: / / SUPERVISOR*: JOB TITLE: REVIEW PERIOD: From To *Supervisor is the person delivering the review INSTRUCTIONS FOR COMPLETING

More information

ST. THOMAS UNIVERSITY PERFORMANCE ASSESSMENT FORM WITH SUPERVISORY DUTIES

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

More information

Utica College Performance Review Form for LEADERSHIP

Utica College Performance Review Form for LEADERSHIP Utica College Performance Review Form for LEADERSHIP EMPLOYEE NAME: DEPARTMENT: HIRE DATE: / / SUPERVISOR*: JOB TITLE: REVIEW PERIOD: *Supervisor is the person delivering the review From To INSTRUCTIONS

More information

Employee Performance Review

Employee Performance Review 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

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

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...

More information

Performance Management and Evaluation for Administrators and Technical Professionals

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

More information

University of Mississippi Medical Center Employee Performance Review Form. Employee Position Title: Employee Job Code: Employee Grade:

University of Mississippi Medical Center Employee Performance Review Form. Employee Position Title: Employee Job Code: Employee Grade: University of Mississippi Medical Center Employee Performance Review Form Employee Name: Employee Number: Employee Position Title: Employee Job Code: Employee Grade: Department Name: Today s : Supervisor

More information

MILLSAPS COLLEGE ANNUAL EMPLOYEE PERFORMANCE EVALUATION For Exempt and Nonexempt Staff

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:

More information

Performance Evaluation Guide for Classified Staff Employees. Classified Staff Performance Evaluation Program

Performance Evaluation Guide for Classified Staff Employees. Classified Staff Performance Evaluation Program Performance Evaluation Guide for Classified Staff Employees Classified Staff Performance Evaluation Program June 2011 Performance Evaluation Guide for Classifed Staff Employees TABLE OF CONTENTS Preamble...

More information

Employee Performance Review. Reference Guide

Employee Performance Review. Reference Guide Employee Performance Review Reference Guide Oklahoma Baptist University Office of Human Resources March 2005 TABLE OF CONTENTS Why Review?... 1 The Ratings... 1 Managerial Elements... 1 Leadership...

More information

Employee Performance Evaluation. I. Employee Information. Job Description. Attached.

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.

More information

Annual Performance Review

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,

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

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. 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,

More information

PENNSYLVANIA STATE SYSTEM OF HIGHER EDUCATION EMPLOYEE PERFORMANCE REVIEW

PENNSYLVANIA STATE SYSTEM OF HIGHER EDUCATION EMPLOYEE PERFORMANCE REVIEW GENERAL INFORMATION PENNSYLVANIA STATE SYSTEM OF HIGHER EDUCATION EMPLOYEE PERFORMANCE REVIEW Form Applies to AFSCME, NURSES, POLICE & PHYSICIANS TYPE REPORT INTERIM PROBATIONARY ANNUAL EMPLOYEE NAME JOB

More information

Staff Performance Evaluation

Staff Performance Evaluation Staff Performance Evaluation This form, and any attachment, becomes part of the employee's official personnel file. Employee Name: Position Title: UIN: Department: Review Type: Annual Job At Risk Probationary

More information

Date Started Current Position. Instructions

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

More information

FOOTHILL-DE ANZA COMMUNITY COLLEGE DISTRICT

FOOTHILL-DE ANZA COMMUNITY COLLEGE DISTRICT APPENDIX C FOOTHILL-DE ANZA COMMUNITY COLLEGE DISTRICT ADMINISTRATIVE PERFORMANCE APPRAISAL FORM Philosophy and Policy The performance of all Foothill-De Anza Community College District administrators

More information

Performance Evaluation Form: Part-Time & Seasonal Employees

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

More information

Performance Review (Non-Exempt Employees)

Performance Review (Non-Exempt Employees) Performance Review (Non-Exempt Employees) Name: Department: Campus ID Number: Title: Review Period: - Job Description Review: I. Essential Job Requirements: (Consider employee s knowledge of duties, responsibilities

More information

Performance Appraisal Review for Exempt Employees

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

More information

Performance Evaluation

Performance Evaluation Competency Exceptional Above Meets Partially Meets Overview of Ratings TRANSFORMATIVE work. In addition to exceeding performance goals, the organization (department, unit or program) is fundamentally better

More information

Sample Internship Forms

Sample Internship Forms Sample Internship Forms Contents STUDENT INTERNSHIPS APPLICATION FORM... 2 STUDENT INTERN WORK SCHEDULE/REPORT... 3 MONTHLY STATUS REPORT (Student)... 5 STUDENT INTERNSHIP PROGRAM... 7 QUARTERLY STUDENT

More information

Professional & Scientific Performance Appraisal

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:

More information

Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation

Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation Name Job Title Personal Information Division: Libraries & Educational Technologies Performance

More information

Springfield College Performance Planning and Review

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

More information

EMPLOYEE PERFORMANCE EVALUATION (Part-Time non-benefited staff only)

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

More information

STAFF PERFORMANCE EVALUATION QUESTIONNAIRE

STAFF PERFORMANCE EVALUATION QUESTIONNAIRE STAFF PERFORMANCE EVALUATION QUESTIONNAIRE JOB PERFORMANCE OF: EVALUATION PERIOD: FROM TO DATE: Dear Colleague: The assessment procedure for Support Staff includes evaluations by co- workers and other

More information

EMPLOYEE PERFORMANCE APPRAISAL POLICY

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

More information

Performance Evaluation Rating Descriptions

Performance Evaluation Rating Descriptions The following rating descriptions are examples of the behaviors employees would be demonstrating at each of the four levels of performance. These examples should assist the supervisor and employee during

More information

Performance Evaluation Program. for Classified Staff Employees

Performance Evaluation Program. for Classified Staff Employees Performance Evaluation Program for Classified Staff Employees Revised July 2003 TABLE OF CONTENTS Prior to Meeting with Your Supervisor......3 Initial Supervisor/Employee Meeting to Establish Evaluation

More information

SECTION I GENERAL JOB RESPONSIBILITIES

SECTION I GENERAL JOB RESPONSIBILITIES NIPISSING UNIVERSITY ADMINISTRATIVE EMPLOYEE EVALUATION The purpose of this employee evaluation is to assess performance/skill levels, improve communication and pin-point strengths and weaknesses identified

More information

Black Hawk County Employee Performance Evaluation

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

More information

PERFORMANCE PLANNING AND APPRAISAL FORM MANAGEMENT PERSONNEL

PERFORMANCE PLANNING AND APPRAISAL FORM 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 establish performance objectives based on

More information

EMPLOYEE PERFORMANCE APPRAISAL

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

More information

Performance Evaluation Senior Leadership

Performance Evaluation Senior Leadership Performance Evaluation Senior Leadership Employee Name: Position: Program/Dept.: Supervisor Name: Review Date: For each of the valuation standards, bullet points have been provided to assist you with the

More information

Performance Evaluation. August 20, 2013

Performance Evaluation. August 20, 2013 Performance Evaluation Discussion Points for University Support Staff August 20, 2013 Performance Evaluations method to assess job performance. A PSU system would include the following: 1. University Support

More information

Employee s Name: Susan Jones. Title: Administrative Officer. Supervisor: Marcia Meadows. Date: April 2, 200x

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

More information

NOT APPLICABLE (N/A): Reviewer has no direct knowledge of employee's behavior in this area. Job Knowledge Score: / 5.0

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

More information

Position Title: ID #: Evaluation Type: Annual Bi-Annual Other PERFORMANCE RATINGS:

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

More information

Manager / Supervisor Performance Review

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

More information

The Bureau of Public Service System PERFORMANCE EVALUATION FORM

The Bureau of Public Service System PERFORMANCE EVALUATION FORM The Bureau of Public Service System PERFORMANCE EVALUATION FORM GENERAL INFORMATION In accordance with Public Service System Rules and Regulations Part 9.1 The performance evaluation system is designed

More information

Teacher Assistant Performance Evaluation Plan. Maine Township High School District 207. Our mission is to improve student learning.

Teacher Assistant Performance Evaluation Plan. Maine Township High School District 207. Our mission is to improve student learning. 2012 2015 Teacher Assistant Performance Evaluation Plan Maine Township High School District 207 Our mission is to improve student learning. 0 P age Teacher Assistant Performance Evaluation Program Table

More information

SPA PERFORMANCE MANAGEMENT PROGRAM GENERAL COMPARISON OF EXPECTATION LEVELS FOR ORGANIZATIONAL VALUES

SPA PERFORMANCE MANAGEMENT PROGRAM GENERAL COMPARISON OF EXPECTATION LEVELS FOR ORGANIZATIONAL VALUES (N) (M) (E) Performance consistently does not meet documented expectations and measurements in this area. Performance consistently meets documented expectations and measurements in this area. Performance

More information

Employee Self-Evaluation Form

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

More information

Bloomfield College Staff Employee Performance Review 2014-15

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:

More information

Association of Municipal Administrators The Voice of Municipal Administrators

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

More information

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 #: 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:

More information

Sample Performance Appraisal

Sample Performance Appraisal Sample Performance Appraisal Employee Name: Employee Job Title: Review Period Start: Review Period End: Hire Date: Location: Supervisor: Appraisal Date: General Information The purpose of the review is

More information

Writing and Conducting Successful Performance Appraisals. Guidelines for Managers and Supervisors

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

More information

This policy provides establishes procedures for evaluating employees performance and communicating performance expectations.

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

More information

PERFORMANCE MANAGEMENT Employee Input

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

More information

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: JOB PERFORMANCE APPRAISAL Monroe County Community College Administrators Name: Position: Supervisor: Evaluation Period: Instructions: Supervisors write comments to describe the work performance in each

More information

San Jose/Evergreen Community College District Administrator Performance Appraisal Forms

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

More information

EXECUTIVE BEHAVIORAL INTERVIEW GUIDE

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

More information

County of Mono. Performance Evaluation System. Job Performance Expectations and Standards

County of Mono. Performance Evaluation System. Job Performance Expectations and Standards County of Mono Evaluation System Job Expectations and PERFORMANCE EXPECTATION/STANDARDS: Customer Service Demonstrates professionalism toward fellow employees and customers. One s actions, attitude, and

More information

IACBE Advancing Academic Quality in Business Education Worldwide

IACBE Advancing Academic Quality in Business Education Worldwide IACBE Advancing Academic Quality in Business Education Worldwide Example of a Supervisor of Internship Rubric International Assembly for Collegiate Business Education 11374 Strang Line Road Lenexa, Kansas

More information

Performance Appraisal Handbook For Supervisors. For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff

Performance Appraisal Handbook For Supervisors. For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff Performance Appraisal Handbook For Supervisors For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff Department of Human Resources May 2013 Introduction Performance management

More information

Performance Management. Writing Performance Assessments and Goals 2014

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

More information

Core Leadership Competencies

Core Leadership Competencies Core Leadership Competencies The following guidance further clarifies the distinctions between levels of performance for the 8 core competencies outlined in Element 1 of all DHS SES performance plans.

More information

Example: Box Elder District Classified Employee Evaluation and Improvement Report

Example: Box Elder District Classified Employee Evaluation and Improvement Report Classified Employee Performance Evaluation and Improvement Report has developed this performance evaluation process as a way to encourage workers and their supervisors to talk about issues in the workplace.

More information

White Earth Tribal Council Annual Performance Appraisal

White Earth Tribal Council Annual Performance Appraisal White Earth Tribal Council Annual Performance Appraisal Employee Name: Employee Number: Job Title: Department: Division: Reports to: Title: Performance Rating Scale Exceeds Expectation: This employee's

More information

PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC)

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

More information

Ball State University PERFORMANCE EVALUATION FORM FOR NONEXEMPT STAFF PERSONNEL. Evaluation Period: March 1, 2012, to February 28, 2013.

Ball State University PERFORMANCE EVALUATION FORM FOR NONEXEMPT STAFF PERSONNEL. Evaluation Period: March 1, 2012, to February 28, 2013. Definition of Performance: Performance evaluation is defined as the periodic and regular evaluation of an employee s ability to carry out assigned duties and responsibilities. A valuable talent management

More information

Higher Education Administration Internship Handbook

Higher Education Administration Internship Handbook Higher Education Administration Version 1.0 Higher Education Administration Page 1 of 18 INTRODUCTION A. Value of Internships in Higher Education Administration Internships in Higher Education Administration

More information

Purpose. General Evaluation Factors

Purpose. General Evaluation Factors LANE COMMUNITY COLLEGE CLASSIFIED STAFF PERFORMANCE EVALUATION This form is used for annual evaluations (Spring of each year), or to end probationary periods of new employees Demonstrate Lane s commitment

More information

Employee Performance Review

Employee Performance Review Employee Performance Review EMPLOYEE NAME JOB TITLE DATE OF HIRE RATING PERIOD REVIEWED BY PERFORMANCE SUMMARY CATEGORY 1 2 3 4 5 6 7 8 9 10 TOT Overall Score A (B/A) WEIGHTED SCORE B EMPLOYEE PERFORMANCE

More information

EMPLOYEE INFORMATION

EMPLOYEE INFORMATION EMPLOYEE INFORMATION Date Last Name MI First Name Position/Title Current Pay Grade Department/Division or Section Original Hire Date Performance Review Period Date Appointed to Current Position From: Supervisor

More information

DALLAS COUNTY NON-EXEMPT PERSONNEL PERFORMANCE EVALUATION

DALLAS COUNTY NON-EXEMPT PERSONNEL PERFORMANCE EVALUATION DALLAS COUNTY Purpose: The following evaluation form is designed to measure the performance of non-exempt employees during the period of review, and provide an opportunity for the employee and supervisor

More information

City of Sunset Valley Employee Performance Evaluation Form

City of Sunset Valley Employee Performance Evaluation Form 1. General Information City of Sunset Valley Employee Performance Evaluation Form Name Clay Collins Dept. _Admin Job Title City Administrator Time in Current Job Time with Entity Period of Review From

More information

Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE

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

More information

Classified Performance Planning and Evaluation Form

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

More information

EMPLOYEE PERFORMANCE EVALUATION

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

More information

ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL FORM FY 2014-2015

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

More information

MANAGEMENT PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN

MANAGEMENT PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN MANAGEMENT PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN PLEASE PRINT OR TYPE Date of Appraisal: Evaluating Manager: Division Head: LAST NAME FIRST INITIAL DATE HIRED DEPARTMENT / DIVISION JOB TITLE PURPOSES

More information

PERFORMANCE APPRAISAL FOR MIDDLE MANAGEMENT

PERFORMANCE APPRAISAL FOR MIDDLE MANAGEMENT BOARD PROCEDURE Approval Date 2010 Review Date 2015 Contact Person/Department Human Resources Administrator Replacing All previous policies Page 1 of 12 Identification HR-4540 PERFORMANCE APPRAISAL FOR

More information

User s Guide to Performance Management

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

More information

University of Detroit Mercy. Performance Communication System (PCS)

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

More information

DEPAUW UNIVERSITY PERFORMANCE APPRAISAL PROGRAM Hourly Employees

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,

More information

EMPLOYEE PERFORMANCE REVIEW

EMPLOYEE PERFORMANCE REVIEW 363L (Rev. 8/2005) GENERAL INFORMATION EMPLOYEE NAME Ernest CLASS TITLE County Caseworker II ORGANIZATION CYS SUPERVISOR NAME Michael EMPLOYEE PERFORMANCE REVIEW TYPE REPORT EPR Factor Links PROBATIONARY

More information

CATHOLIC DIOCESE OF ROCKFORD EMPLOYEE PERFORMANCE APPRAISAL

CATHOLIC DIOCESE OF ROCKFORD EMPLOYEE PERFORMANCE APPRAISAL CATHOLIC DIOCESE OF ROCKFORD EMPLOYEE PERFORMANCE APPRAISAL Employee Name: Supervisor: Position: Appraisal Period: EVALUATION OF PERFORMANCE FACTORS (Evaluate employee on each factor and provide specific

More information

Performance Evaluation for Exempt Employees Employer Instructions

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

More information

Ratings Exceeds Expectations Meets Expectations Improvement Needed

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

More information

Sport Administration Internship Packet KI 8710

Sport Administration Internship Packet KI 8710 Sport Administration Internship Packet KI 8710 Effective: Spring 2016 Packet Information 1. Please consult with your advisor before initiating the internship search process. 2. Please read through the

More information

PERFORMANCE REVIEW NON- UNIT PROFESSIONAL

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.

More information

Cristo Rey High School Sacramento Student Employee Performance Review. Review Guide

Cristo Rey High School Sacramento Student Employee Performance Review. Review Guide Cristo Rey High School Sacramento Student Employee Performance Review Review Guide Overview This Review Guide contains sample behaviors to assist your evaluation of the student s performance across each

More information

Town of Sunapee Supervisory Performance Evaluation. Employee Last First Middle. Probationary progress Conclusion of probation

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

More information

Supervisor s Guide to Performance Management: Performance Evaluation 1

Supervisor s Guide to Performance Management: Performance Evaluation 1 Updated: March 2014 Supervisor s Guide to Performance Management: Performance Evaluation What is Performance Management? Performance management focuses on the supervisor s basic responsibility of encouraging

More information

Performance Appraisal System

Performance Appraisal System SUPERVISORY MANUAL Performance Appraisal System For a New Century State Workforce State of Hawaii Department of Human Resources Development July 1, 2001 PERFORMANCE APPRAISAL SYSTEM POLICY STATEMENT Public

More information

Workers Compensation Claims Supervisor

Workers Compensation Claims Supervisor Career Service Authority Workers Compensation Claims Supervisor Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Supervises and directs the work of a unit of claims adjusters. DISTINGUISHING CHARACTERISTICS

More information

CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013

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

More information

Writing Performance Objectives for Job Components: A Brief Tutorial

Writing Performance Objectives for Job Components: A Brief Tutorial Writing Performance Objectives for Job Components: A Brief Tutorial Under the State of Missouri s PERforM employee appraisal system, each employee must have at least one (1) performance objective for each

More information

Performance Appraisal

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

More information

Supervisor s Performance Management Guide

Supervisor s Performance Management Guide Supervisor s Performance Management Guide 1. Introduction... 2 2. Duties and Job Descriptions... 2 3. Supervisor s Role... 2 4. Goals & Employee Development... 3 5. Annual Performance Evaluation Process...

More information

Management Performance Appraisal

Management Performance Appraisal Management Performance Appraisal Name of Manager: Position: Department: Years in present position: Start date: Review Period: From: To: Revised June 2012 1 PERFORMANCE FACTORS: A. Integrity is the ability

More information

Performance Management Using Ratings Effectively Job Aids

Performance Management Using Ratings Effectively Job Aids Performance Management Using Ratings Effectively Job Aids blank on purpose 2 RATING PITFALLS Halo Effect - tendency to overrate a favored employee, or an employee who has a history of high ratings. Horns

More information