Performance Appraisal Policy. Purpose
|
|
- Robert Hines
- 8 years ago
- Views:
Transcription
1 Performance Appraisal Policy Purpose Effective management of people is a fundamental aspect of running any successful organisation. At Amity University [In] London this responsibility is taken seriously, particularly with regard to ensuring employees get the guidance, support and feedback to be fully effective in their jobs. Employee reviews is an integral aspect of the task of building effective interpersonal relationships. Underpinning the employee review process are management fundamentals how people are generally managed, supported, guided and developed. Everyone who manages or supervises people, directly or indirectly, has a responsibility to: Ensure that everyone understands their role and what is expected of them, knows who their manager is and gets regular feedback concerning their performance. Discuss personal development expectations and needs with each employee and agree short term development actions that fit with longer term objectives. Ensure they are visible and engaged with their teams on a regular basis so that people feel supported, included and valued. Ensure that their teams understand the wider context of decisions being made and are involved in the process of decision making. Communicate with their teams in a regular, clear and concise manner (face-to-face whenever possible). Consequently employee review is part of the overall task of managing people effectively. The underpinning principles of effective employee review are: To create an effective link between individual objectives, the strategic priorities of the school / unit objectives. To develop an effective working partnership between line managers and staff and gain commitment to agreed objectives. To give the opportunity to staff to participate in objective setting and progress review meetings. To ensure that Heads of School reviews and develops staff within a framework of agreed strategic priorities. Performance appraisal at Amity University [In] London falls within two areas: 1) Administrative 2) Teaching (Academic Faculty).
2 Policy Every employee has the right to an employee review, and conversely the school expects all employees to participate in the employee review process. The Head of School will ensure that the arrangements for annual appraisal are carried out in the school. All appraisers will be expected to familiarise themselves with their appraisee's work. The timing of appraisal meetings will be at the discretion of the parties. If problems arise in the appraisal process the issues should be brought to the Head of School. Definitions Performance Expectation: A quality/quantity level of performance established with an employee at the time of employment regarding each significant aspect of the employee s job description. Performance Appraisal: A continuous process in which an individual's achievement of the performance expectations is assessed. This process is documented at least once a year on the Performance Appraisal Form. Performance Standard: The level to which an employee has met the performance expectations of each element of their job description. This standard is identified by an overall performance evaluation of: Exemplary, Distinguished, Competent, Marginal or Unacceptable. 1) Administrative Staff Purpose The purpose of administrative staff appraisal is to establish a system for the appraisal, development and documentation of all administrative staff employee performance. The goals of performance appraisal are: To help ensure that the quality and quantity of work performed by Amity University [In] London administrative staff members best meets the school's needs; To allow for continuous communication between supervisor and employee about job performance; To offer the supervisor and employee the opportunity to develop a set of expectations for future performance; To provide the opportunity for the supervisor and employee to assess the employee's past performance; To provide for future development of the employee and To provide supporting documentation for pay decisions, promotions, transfers, grievances, complaints, disciplinary actions, and terminations.
3 Procedures All administrative employees have regularly scheduled performance appraisals at the end of their probationary employment period and annually thereafter. The Head of School may decide that a performance appraisal may be required in addition to these scheduled sessions. Each staff employee is required to have a current approved job description in their possession and on file. The Head of School is responsible for providing each new staff employee with a current job description at the time of their employment. The Head of School will review the job description for each employee that he or she supervises prior to appraising their performance. At the time of the appraisal, both the employee and the Head of School must certify that the job description for the employee s job is current and accurate and this is to be documented on the performance appraisal form. The Head of School has the responsibility to set the performance expectations for each duty to be appraised. However, the Head of School is encouraged to work with the employee to set the expectations for each duty. How well the employee met the standards of the previous appraisal periods may be helpful in setting expectations for the current appraisal period. The Head of School will have the duty of ensuring that each employee is aware of all performance expectations. Note: It is possible during the course of the appraisal cycle that the pertinent duties within a position could change, as well as the performance standards related to those duties. It is the responsibility of the Head of School to communicate with his or her employees about these changes when they occur, not during the appraisal interview. At least one week before the appraisal interview, the Head of School will ask employees to evaluate themselves before the appraisal interview. Note: The annual performance appraisal interview is only one element of the total performance appraisal system, which should include constant feedback, coaching, planning, and other communication designed to make the employee more effective. The Head of School will rate the employee on the Performance Appraisal Form according to the expectations set for each duty. The Head of School will arrange to meet with the employee in a private setting to discuss the ratings. During the course of the interview, it is important that the employee be told of concrete examples of work behaviour that contributed to his or her rating. Feedback should consist of observations and descriptions rather than opinions and judgment. The Head of School should spend part of the interview listening to the employee. Ratings assigned should reflect the Head of School's awareness of incidents that occurred during the year that may have had a negative impact on the employee's performance, but were beyond the employee's control.
4 Documentation is required for each Performance Level on the Performance Appraisal Form that receives a rating below a rating of three, which is meets all job responsibilities in this area. The documentation must be included with the Performance Appraisal Form. Documentation is required to substantiate an individual s non-compliance with policies, procedures, work rules or inappropriate work-related behavior. The documentation must be included with the Performance Appraisal Form. Ratings and scores are not final until after the performance appraisal interview. An employee who is not available for the interview because of an extended period of absence due to sickness or leave without pay must still be appraised. The Head of School should complete the appraisal form, assigning a tentative score, attaching a memorandum explaining why the employee is unavailable. When the employee returns to work the interview should be conducted and a final score assigned. The Head of School and the employee will sign the Performance Appraisal Form. The employee's signature does not signify agreement with the appraisal, but that he or she participated in an appraisal interview and is aware of the right to appeal. If the employee refuses to sign the form, a witness will be brought in to sign the form. Within 5 working days of the appraisal interview, the employee will receive a final copy of the Performance Appraisal Form. The original will be placed in the employee's personnel file. 2) Teaching Staff 2.1) Academic Faculty Purpose The teaching appraisal procedures at Amity University [In] London are designed: To improve the quality of education for students, by helping instructors to realise their potential and to carry out their duties more effectively; To help instructors to recognise their achievements and help them to identify ways of maintaining high quality or enhancing their professional skills, performance and job satisfaction; To assist in planning the in-service training and professional development of instructors individually and collectively; To identify the potential of instructors for career development, with the aim of helping them through in-service training and where appropriate, through a change of duties; To provide help to instructors who wish to improve their performance, through appropriate guidance, counselling and training and To enhance the overall management and development of the school. Responsibilities The Head of School will ensure and oversee the teaching appraisal of all tutors in the school whether or not they also have administrative responsibilities.
5 The teaching appraisal process for academic personnel is carried out by the employee s Academic Director. All tutors are required to take part in the appraisal procedures determined by the Head of School and the Academic Director. Appraisal will operate and be seen to operate fairly and equitably for all instructors. The Academic Director will ensure that all teaching personnel are aware of the performance expectations (see definitions above) of the position. Procedures New tutors are to be appraised within their first academic term and annually thereafter. A copy of their Teaching Performance Appraisal Form is to be kept in their personnel file in Human Recourses. The Academic Director may decide that a performance appraisal is required in addition to these scheduled sessions. A successful Teaching Appraisal Form must be the basis for future contractual arrangements with any teacher. Each teaching employee is required to have a current approved teaching contract detailing their responsibilities in their possession and on file. Their Academic Director is responsible for providing each teacher with a current teaching contract at the time of their employment and placing a copy of that contract in the teachers personnel file. The Head of School will ensure that every new teacher attends a New Teacher Induction during which the teacher s responsibilities are explained and discussed. During this session the Head of School has the responsibility to set the performance expectations for each teaching duty to be appraised. However, the Academic Director is encouraged to work with the teacher to set the expectations for each duty. How well the teacher met the standards of the previous appraisal periods may be helpful in setting standards for the current appraisal period. The Head of School will have the duty of ensuring that each teacher is aware of all performance expectations. All teaching appraisals must include at least one In class observation and this observation should form the greatest part, but not the only part, of the appraisal process. This observation must be concluded prior to the appraisal interview. All teaching appraisals must also include an appraisal interview and this interview should include feedback on the observation as well as a discussion regarding the administrative preparedness of the teacher. At least one week before the appraisal observation and interview, Academic Director will ask teachers to evaluate themselves before the appraisal interview. Note: The in class observation is only one element of the total teaching appraisal process, which should include constant feedback, coaching, planning, and other communication designed to make the teacher more effective. The Academic Director will rate the standards a teacher achieves on the Teaching Appraisal Form according to the expectations set for each duty and will arrange to meet with the teacher in a private setting to discuss the ratings. During the course of the interview, it is important that the teacher will be told of concrete examples of work behaviour that contributed to his or her rating.
6 Feedback should consist of observations and descriptions rather than opinions and judgment. The Academic Director should spend part of the interview listening to the teacher. Ratings assigned should reflect the Academic Director's awareness of incidents that occurred during the year that may have had a negative impact on the teacher s performance, but were beyond the teacher s control. If a teaching appraisal results in an unsatisfactory evaluation on the Teaching Appraisal Form a second appraisal may be requested. A second unsatisfactory appraisal will result in the replacement of the teacher and non-renewal of their teaching contract. Documentation is required to substantiate an individual s non-compliance with policies, procedures, work rules or inappropriate work-related behaviour. The documentation must be included with the Teaching Appraisal Form. Ratings and scores are not final until after the Teaching appraisal interview. The teacher and the Academic Director will sign the Performance Appraisal Form. The teacher's signature does not signify agreement with the appraisal, but that he or she participated in an appraisal interview and is aware of the right to appeal. If the teacher refuses to sign the form, a witness will be brought in to sign the form. Within 5 working days of the appraisal interview, the teacher will receive a final copy of the Performance Appraisal Form. The original will be placed in the teacher's personnel file. Appeal & Review Procedures The employee may, within 10 working days of receipt of the final copy of the Teaching or Performance Appraisal Form, ask for a review of the results of an appraisal to the Head of School if he or she disagrees with how their performance has been appraised. The Head of School will then review their appraisal decisions and respond to the employee within 5 working days. Usually this response should include a meeting with the employee to explain the appraisal reasoning and consequent decisions.
The University of Southern Mississippi Performance Appraisal Instructions
Performance Appraisal Instructions Instructions: A current job description is needed to complete this performance appraisal. Essential tasks are numbered on the job description, and these task numbers
More informationPerformance Management
Performance Management PURPOSE... 1 POLICY STATEMENT... 2 WHO SHOULD KNOW THIS POLICY... 2 DEFINITIONS... 2 REGULATIONS... 3 1.0 TIMING AND FREQUENCY OF APPRAISALS... 3 2.0 PERFORMANCE PLANNING... 3 2.1
More informationStaff Development and Performance Management Policy & Procedure
Staff Development and Performance Management Policy & Procedure Overview The purpose of this document is to outline QAHC s approach to staff development and performance management. The policy and procedure
More informationSUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE
SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE SUPPORT STAFF DISCIPLINARY AND DISMISSAL PROCEDURE 1. INTRODUCTION 1.1 The Procedure has been established to help and encourage members of staff to achieve
More informationWisewood Estate Management Board Limited. Performance Management Policy and Procedure
Wisewood Estate Management Board Limited Performance Management Policy and Procedure 1. Introduction Wisewood Estate Management Board uses a system of performance management to define and monitor the achievement
More informationF. 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
More informationDISCIPLINARY POLICY AND PROCEDURE
DISCIPLINARY POLICY AND PROCEDURE Date of Publication: April 2013 Agreed by: Vice Chancellor s Executive March 2013 Page 1 of 13 Policy 1.0 Introduction The purpose of the disciplinary policy and procedure
More informationHUMAN RESOURCES. Revised: 04/30/03 Reviewed and Updated 11/11/10. To ensure a means by which employees and their supervisors can:
HUMAN RESOURCES Revised: 04/30/03 Reviewed and Updated 11/11/10 Policy Statement 3: Performance Management Performance Management Program 1. Purpose To establish a Policy for implementing and managing
More informationSTRESS MANAGEMENT AND WORKING TIME HR28
STRESS MANAGEMENT AND WORKING TIME HR28 Applies to: ALL EMPLOYEES AND OTHER WORKERS Date of Board Approval: March 2011 Review Date: March 2014 Stress Management and Working Time Introduction 1 The Authority
More informationROYAL HOLLOWAY University of London. DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff)
APPROVED BY COUNCIL September 2002 ROYAL HOLLOWAY University of London DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff) Disciplinary Policy and Procedure September 2002
More informationPerformance 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 informationThe job performance of each Kennesaw State University staff member should be appraised:
Grievances like concerns or complaints regarding allegations of harassment or discrimination on the basis of the criteria listed under the EEO Office should be referred directly to the Kennesaw State Office
More informationEmployees have the right to appeal against any disciplinary warnings and dismissal.
ST JUST IN PENWITH TOWN COUNCIL DISCIPLINARY PROCEDURES Introduction This procedure is designed to help and encourage all employees to achieve and maintain acceptable standards of conduct and job performance.
More informationNova Hreod Drug and Substance Abuse Policy September 2012
Nova Hreod Drug and Substance Abuse Policy September 2012 1 Rationale It is the concern of the School to promote and encourage responsible decision-making and a healthy life-style in all students. This
More informationCleveland 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.
More informationCommissioner for Ethical Standards in Public Life in Scotland
Introduction PERFORMANCE MANAGEMENT SYSTEM GUIDANCE DOCUMENT Purpose of Our Performance Management System Our performance management system is the process we have adopted to help establish a culture in
More informationBUREAU OF INDIAN EDUCATION
BUREAU OF INDIAN EDUCATION Summer Institute 2012 Building a Brighter Tomorrow through Positive & Progressive Leadership BIE SUMMER INSTITUTE 2012 WRITING EFFECTIVE & MEASURABLE PERFORMANCE STANDARDS Why
More informationEmployee Performance Management Policy and Procedure
Employee Performance Management Policy and Procedure Document Control Document Ref: HREPM001 Date Created: Sept 2007 Version: 1.4 Date Modified: April 2015 Revision due Author: Jane Milone Sign & Date:
More informationCode of Conduct, Statement of Corporate Purpose, Managing Unsatisfactory Performance, SES Performance Management
Policy Name: Status: Staff Performance Management Policy and Framework Current Policy Number: 4 Version Number: 3 File reference: Compliance Level: Applies to: Category: Summary Related Policies: ADM/3132P02
More informationEmployee Performance Management Policy
Employee Performance Management Policy Contents 1. Policy Statement... 2 2. Scope... 2 3. Roles and Responsibilities... 3 4. Competency Based Performance Management... 4 5. Corporate and Service Priorities
More informationPOLICY ON TRAINING AND DEVELOPMENT OF STAFF
MIND IN CROYDON POLICY ON TRAINING AND DEVELOPMENT OF STAFF Mind in Croydon recognises that its most important resource is its employees and is committed to the training and development of its entire workforce
More informationPurpose and Objectives. Cornell s Philosophy on Discipline
Purpose and Objectives PURPOSE This document is being provided to define effective and positive ways to correct performance and behavior through the use of the progressive discipline process. Cornell s
More informationWINTHROP UNIVERSITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE
WINTHROP UNIVERSITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE THIS DOCUMENT IS NOT A CONTRACT BETWEEN EMPLOYEES AND WINTHROP UNIVERSITY, EITHER EXPRESSED OR IMPLIED. THIS DOCUMENT DOES
More informationPERFORMANCE APPRAISAL PROFESSIONAL STUDENT SERVICES PERSONNEL (PSSP)
BOARD PROCEDURE Approval Date 2015 Review Date 2020 Contact Person/Department Human Resources Administrator Replacing All previous procedures Page 1 of 20 Identification HR 4525 PERFORMANCE APPRAISAL PROFESSIONAL
More informationEmployee Performance Evaluation System
Employee Performance Evaluation System Evaluator Handbook (June 2015) Personnel Cabinet Department of Human Resources Administration Performance Management Program State Office Building 501 High Street
More information~~4 <l,.p. Human Resources Director
Approved: City of Riverside, California Human Resources Policy and Procedure Manual ~~4
More informationBrant Haldimand Norfolk Catholic District School Board
Brant Haldimand Norfolk Catholic District School Board POLICY: PERFORMANCE APPRAISAL FOR NON-TEACHING STAFF Adopted: 10/02/04 Policy No: 300.06 Former Policy #: Revised: 22/06/10 Policy Category: Human
More informationJOB DESCRIPTION. JOB TITLE & BAND: Lead Pharmacy Technician, Education & Training -Band 5. Pharmacy Department, Altnagelvin Hospital
JOB DESCRIPTION JOB TITLE & BAND: Lead Pharmacy Technician, Education & Training -Band 5 DEPARTMENT: BASE: REPORTS TO: RESPONSIBLE TO: Pharmacy Pharmacy Department, Altnagelvin Hospital Teacher Practitioner
More informationOUTLINE of CONTENTS. Introduction. Professional Development Policy. Part 2 Performance Review and Planning Procedures. Part 3 Salary Increment Policy
PACIFIC ADVENTIST UNIVERSITY PROFESSIONAL DEVELOPMENT, PERFORMANCE REVIEW AND PLANNING POLICY OUTLINE of CONTENTS Introduction Part I Professional Development Policy Part 2 Performance Review and Planning
More informationPerformance 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 informationNWCC Faculty Performance Review
EMPLOYEE NAME: DIVISION/DEPARTMENT: SUPERVISOR: DATE OF REVIEW: Instructions: Please check the box that indicates your appraisal of the instructor for each rating factor. If the instructor does not use
More informationEFFECTIVE DATE: October 1, 2010 Page 1 of 12
1093.0 PERFORMANCE EVALUATION 1093.0.1 Authorization: Act 688 of 2009 amends Arkansas Code Annotated 21-5-1101 to provide a performance-based merit increase pay system based on employee performance evaluation.
More informationProfessional & 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 informationDivision of Human Resources Staff Performance Management Procedure
Performance standards and expectations, based on an up-to-date position description, should be clearly communicated to employees at the time of appointment to their position and as they change thereafter.
More informationSimon Bevan, Partner. Lawyers & Parliamentary Agents
Effective Performance Management Simon Bevan, Partner Lawyers & Parliamentary Agents Background Legal position Potentially fair reason for dismissal Defining poor performance employee is unable to perform
More informationManaging performance for small firms
Managing performance for small firms Acas can help with your employment relations needs Every year Acas helps employers and employees from thousands of workplaces. That means we keep right up to date with
More informationPERFORMANCE EVALUATIONS
PERFORMANCE EVALUATIONS INDEX CODE: 707 EFFECTIVE DATE: 07-06-15 Contents: I. Policy II. Objectives of Performance Evaluation III. Elements of the System IV. Responsibilities V. Frequency & Types VI. Utilization
More informationRULES OF THE DEPARTMENT OF MANAGEMENT SERVICES PERSONNEL MANAGEMENT SYSTEM CHAPTER 60L-35 PERFORMANCE EVALUATION SYSTEM
60L-35.001 Scope and Purpose 60L-35.002 Definitions 60L-35.003 Minimum Requirements 60L-35.004 Career Service 60L-35.005 Selected Exempt Service 60L-35.006 Transitional Provision (Repealed) 60L-35.001
More informationPerformance 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 informationFaculty 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
More informationAlexander County Performance Evaluation Policy
Alexander County Performance Evaluation Policy Adopted: April 2, 2002 Revised August 4, 2003 I. INTRODUCTION The County of Alexander has recognized the relationship of position classification, job performance,
More informationUNIVERSITY 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
More informationHEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY
HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY GRIEVANCE POLICY Persons Responsible: Headteacher, Personnel Governors. Review Date: May 2014 Distribution: Web Page: Governors and staff. www.headlandsprimary.co.uk
More informationInstruction 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
More informationWest Des Moines Community School District Performance Evaluation Report Support Staff
West Des Moines Community School District Performance Evaluation Report Support Staff Instructions: 1. Within 20 working days of employment or reassignment, the Supervisor will: Provide an evaluation orientation
More informationJackson Community College Job Description
Jackson Community College Job Description Job Title: Director of Human Resources Department: Human Resources Reports to: Executive Director, Human Resources FLSA Status: Exempt Updated By: Bill Hendry,
More informationColorado Department of Human Services Performance Management Program Implementation Plan
Colorado Department of Human Services Performance Management Program Implementation Plan Approved by Department of Personnel and Administration on October 2014 I. INTRODUCTION COLORADO DEPARTMENT OF HUMAN
More informationManaging poor performance policy and procedure
Managing poor performance policy and procedure Final Draft - 1-27 October 2006 1 Introduction At the Information Commissioner s Office (ICO), we expect all employees to achieve a satisfactory level of
More informationThe word "supervisor," as used in this document, shall mean anyone who is in a rating capacity.
III-D-2 Teacher Evaluation System The Worcester County Teacher Evaluation System was developed by a Teacher Evaluation Committee consisting of teachers, principals, supervisors, a coordinator, a counselor,
More informationCALIFORNIA 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 informationDISCIPLINARY PROCEDURE
DORCHESTER TOWN COUNCIL STAFF DOCUMENTS SERIES DISCIPLINARY PROCEDURE DORCHESTER TOWN COUNCIL DISCIPLINARY PROCEDURE 1. Introduction 1.1 This procedure forms part of the local conditions of service for
More informationBoston University. 2015 Performance Evaluation Program. Administrative Employees Exempt and Non-Exempt
Boston University 2015 Performance Evaluation Program Administrative Employees Exempt and Non-Exempt (excludes staff covered by Collective Bargaining Agreements and Certain Contracts) October 2015 TABLE
More informationHuman Resources Report 2014 and People Strategy
24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked
More informationEmployee Performance Review and Development (Non-Exempt)
Employee Performance Review and Development (Non-Exempt) Employee Name Employment Status: Regular Contingent II Period Covered Date of Review Job Title Division/Department Section/Unit Supervisor Rating
More informationWiltshire Council Human Resources. Improving Work Performance Policy and Procedure
Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
More informationLOCAL DISCIPLINARY PROCEDURE
LOCAL DISCIPLINARY PROCEDURE 1 2 LOCAL DISCIPLINARY PROCEDURE 1. Introduction... 4 2. Aims and objectives... 4 3. The procedure... 4 4. Officers responsible for taking disciplinary action are as follows...
More informationPerformance Management Policy
Performance Management Policy Updated September 2007 Performance Management Policy CONTENTS Page 1 introduction 2 2 rationale explains the value of performance management 2 3 roles introduces the roles
More informationPOLICE OFFICER (EMPLOYEE) EVALUATION
CHESWOLD POLICE Department of Public Safety POLICE OFFICER (EMPLOYEE) EVALUATION Effective Date: Directive Number: April 15, 2013 10-1-7 Special Instructions: NONE Distribution: All Sworn & Last Re-Evaluation
More informationMILLSAPS 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 informationDepartment of Communities Child Safety and Disability Services. Human Services Quality Standards. Great state. Great opportunity.
Department of Communities Child Safety and Disability Services Human Services Quality Standards Great state. Great opportunity. a Human Services Quality Standards Overview The Human Services Quality Framework
More informationBachelor of Education Dual Degree Program or Graduate Diploma in Education (Secondary) (EDUC4715 or EDUC6615) Professional Practice
Bachelor of Education Dual Degree Program or Graduate Diploma in Education (Secondary) (EDUC4715 or EDUC6615) Professional Practice Professional Experience Handbook The University of Queensland 2016 Preface
More informationSTATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE
PAGE: 1 of 17 TITLE: EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS) (REVIEW DATE OPTION) POLICY REFERENCE NUMBER: 8-4-100 DIVISION OF RESPONSIBILITY: Human Resource Services DATE OF LAST REVISION: May 13,
More informationDOUGLAS COUNTY CIVIL SERVICE COMMISSION HUMAN RESOURCES DEPARTMENT. PERFORMANCE APPRAISAL MANUAL (Non-Supervisory Employees) TABLE OF CONTENTS
DOUGLAS COUNTY CIVIL SERVICE COMMISSION HUMAN RESOURCES DEPARTMENT PERFORMANCE APPRAISAL MANUAL (Non-Supervisory Employees) TABLE OF CONTENTS ITEM DESCRIPTION PAGE(S) Section I Introduction 1-2 Section
More informationThis grievance resolution procedure establishes guidelines for the prompt and equitable
Employee Grievance Resolution Procedures... 1 I. Grievance Manager Designation... 2 II. Definition and Scope... 2 A. Promotion... 2 B. Classification... 3 C. Discipline... 3 D. Leave... 3 E. Employee Performance
More informationTHE UNIVERSITY OF MANITOBA FACULTY OF ARTS
THE UNIVERSITY OF MANITOBA FACULTY OF ARTS PERFORMANCE PLANNING AND REVIEW SUPPORT STAFF The University and the Faculty of Arts recognize the important and indispensable contributions made by support staff.
More informationClassified 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
More informationARKANSAS SCHOOL FOR THE BLIND. Policy Type Subject of Policy Policy No. Administrative Personnel Performance Evaluation System 1013
PURPOSE: Pursuant to Act 449 of 2007, the Arkansas School for the Blind (ASB) adopts a Merit Pay Increase System for performance evaluation standards. The Personnel Performance Evaluation System (PPES)
More informationEMPLOYEE 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 informationThis policy has been created using the WBC Model Policy Version December 2013.
POLICY TITLE: REVISED: January 2013 NEXT REVIEW DATE: Autumn / 2015 APPROVED BY COMMITTEE: Full Governing Body This policy has been created using the WBC Model Policy Version December 2013. Principles
More informationAdministrative Procedure Manual Human Resources: Evaluations Secretary AP: 209C
Name: School: Employment Date: Length of time in present position: Performance Appraisal Date: Appraiser Name & Position: Note: Additional bullets can be used to adapt the evaluation for mutually agreed
More informationDepartment of Management Services Division of Human Resource Management PROGRAM GUIDELINES
Department of Management Services Division of Human Resource Management PROGRAM GUIDELINES SUBJECT: Administration of the Performance Management Process STATUTORY/RULE REFERENCE: EFFECTIVE DATE: Section
More informationSOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK. Staff in Grant Aided Schools with Fully Delegated Budgets
SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting
More informationDisciplinary Policy and Procedure
Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best
More informationPERFORMANCE MANAGEMENT Planning & Goal Setting
PERFORMANCE MANAGEMENT Planning & Goal Setting To whom much is given, much is expected. Leadership Development Series Summer 2011 Areas We Will Cover Today 1. Discuss our collective lessons and learnings
More informationPOLICY STATEMENT AND REGULATIONS
POLICY STATEMENT AND REGULATIONS Number 100.16 EXEMPT STAFF PERFORMANCE APPRAISAL POLICY POLICY: All exempt District staff shall have their performance reviewed 1) twice during any probationary period
More informationThis 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 informationLifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy
Lifestreams Christian Church (LCC) Child Care Centre Educator/Staff Performance Management Policy Policy Number: /2013 Rationale and Policy Considerations The education and care service understands that
More informationUNIVERSITY REGISTERED NURSE SUPERVISOR Pay Range 9 February 17, 2000
UNIVERSITY REGISTERED NURSE SUPERVISOR S3043 Pay Range 9 February 17, 2000 DEFINITION: This is supervisory professional nursing work directing the psychosocial, physical and/or mental health care and treatment
More informationCODE OF PRACTICE ON DISCIPLINARY AND GRIEVANCE PROCEDURES
CODE OF PRACTICE ON DISCIPLINARY AND GRIEVANCE PROCEDURES ADVISORY CONCILIATION AND ARBITRATION SERVICE MAY 2000 CONTENTS Page Preamble...3 Introduction...4 Section 1 - Disciplinary practice and procedures
More informationEMPLOYEE PERFORMANCE EVALUATIONS
Truro Police Department EMPLOYEE PERFORMANCE EVALUATIONS General Order Number: Effective : January 25, 2001 REFERENCE: Revised : April 7, 2005 Accreditation Standards: 35.1.1.- 35.1.5., 35.1.7-35.1.14
More informationCustomer Service Policy
Customer Service Policy Page 1 of 14 Contents Paragraph Description Page Number 1.0 Intoduction 4 2.0 Policy Aims & Objectives 4 3.0 Policy Scope 4 4.0 Linkage to Corporate Plan 5 5.0 Roles and Responsibilities
More informationPERFORMANCE EVALUATION FOR POLICE EMPLOYEES
PERFORMANCE EVALUATION FOR POLICE EMPLOYEES FUNCTION CODE: 370 EFFECTIVE DATE: 01-11-99 Contents: I. Policy II. Objectives III. Raters' Responsibilities IV. Review Process V. Probationary Employees VI.
More informationPROCEDURE FOR MANAGING SICKNESS ABSENCE
PROCEDURE FOR MANAGING SICKNESS ABSENCE ORKNEY ISLAND S COUNCIL PROCEDURE FOR MANAGING SICKNESS ABSENCE 1 INTRODUCTION The Council s procedure on the management of sickness absence is outlined below. The
More informationMODEL PERFORMANCE MANAGEMENT POLICY WALES
MODEL PERFORMANCE MANAGEMENT POLICY WALES The largest teachers union in Wales 1 CONTENTS These are the sections of the performance management model policy. Page Application of the policy Purpose Links
More informationBachelor of Education Dual Degree Programs (Secondary & MYS) Introduction to Professional Practice. Professional Experience Handbook
Bachelor of Education Dual Degree Programs (Secondary & MYS) Introduction to Professional Practice Professional Experience Handbook The University of Queensland 2015 B Ed Dual Degree Secondary Introduction
More informationIt is important that the Teachers Experiencing Difficulties section of the Appraisal Policy is read first.
Appendix to Appraisal Policy Appraisal- Teachers Experiencing Difficulties Advice on Informal Structured Support and Monitoring The school s appraisal policy details the necessary process and steps to
More informationWORKPLACE DIVERSITY PROGRAM
WORKPLACE DIVERSITY PROGRAM 2010-2014 TABLE OF CONTENTS LEGAL FRAMEWORK... 2 CONCEPT OF WORKPLACE DIVERSITY... 2 AIM OF THE WORKPLACE DIVERSITY PROGRAM... 2 WORKPLACE DIVERSITY PROGRAM... 3 REPORTING...
More informationJOB 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 informationDisciplinary Policy, Procedure and Rules
Disciplinary Policy, Procedure and Rules HR Policy review 2005 Probationary Procedure Version 25 Final 17/04/08 1 Table of contents: The Policy 4 Aim of the Process 4 Sub-Standard Conduct 4 Key Principles
More informationCMI Level 5 Diploma in Management and Leadership programme for Chartered Engineers
CMI Level 5 Diploma in Management and Leadership programme for Chartered Engineers Important information to help you decide whether the programme is right for you Introducing the CMI Chartered Management
More informationCapability Procedure: Managing Poor Performance
Capability Procedure: Managing Poor Performance This policy/apd supersedes: New Policy Name and title of author Christine White Human Resources Advisor Date written/revised September 2007 Approved by (Committee/Group)
More informationPerformance Evaluation System Protocol. Licensed Executive Professionals
Colorado Springs School District 11 Dr. Nicholas Gledich, Superintendent Performance Evaluation System Protocol Licensed Executive Professionals Revised March 2014 235169.6 Department of Human Resources
More informationWorkforce Performance Management Policy and Procedure
Workforce Performance Management Policy and Procedure Workforce Performance Management Policy and Procedure Page: Page 1 of 19 Recommended by Approved by Executive Management Team Workforce Committee Approval
More informationIT Service Desk Health Check & Action Plan
IT Service Desk Health Check & Action Plan Version: 1.0 Date: April, 2003 Authors: Fatima Cabral, Gary Case, David Ratcliffe Pink Elephant Leading the Way in IT Management Best Practices www.pinkelephant.com
More informationQUALITY ASSURANCE OPERATIONAL FRAMEWORK. University of Liverpool. Liverpool, L69 7ZX. And. Laureate
QUALITY ASSURANCE OPERATIONAL FRAMEWORK The University of Liverpool Liverpool, L69 7ZX And INTRODUCTION Laureate The Institutional Agreement is between (1) the University of Liverpool ( UoL ) whose registered
More informationExempt 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
More informationWEEK SIX Performance Management
WEEK SIX Performance Management Performance Management: objective-setting and systematic performance review Monitoring Performance: control/monitoring systems, absence control and the design of disciplinary
More informationPerformance 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 informationPERFORMANCE EVALUATIONS
PERFORMANCE EVALUATIONS SOURCE: AGENCY ADMINISTRATION; OHIO REVISED CODE 124.34; OHIO ADMINSTRATIVE CODE 123:1-29; 123:3-1-01: OCSEA Contract, Article 22 CONTACT: OFFICE OF EMPLOYEE SERVICES Performance
More informationAPPRAISAL POLICY 1. BACKGROUND
APPRAISAL POLICY 1. BACKGROUND 1.1 Appraisals are part of performance management. Within the School appraisal is about motivating and developing employees and supporting them in performing their roles
More information