Performance Management and Evaluation for Administrators and Technical Professionals
|
|
|
- Rachel McCoy
- 8 years ago
- Views:
Transcription
1 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 Annual Other (Please Specify) Evaluation Levels and Criteria Exemplary- Performance consistently exceeds position requirements and supervisor expectations. Resourcefulness and depth of knowledge are of the highest quality. Assignments are accomplished in an exceptional manner with minimal direction and are characterized by outstanding achievements seldom accomplished within the agency/institution. Commendable- Performance meets all or most and may occasionally exceed work objectives and supervisor expectations. Employee demonstrates good knowledge of job duties, and assignments are accomplished effectively with normal supervisory guidance. Relative Importance of Job Duty (To be marked by supervisor) A: Most critical to accomplishment of department and work unit priorities B: Essential to the accomplishment of the job and work unit priorities C: This duty is important to the performance of the job as a whole but does not generally take up a great amount of time Needs Improvement- Performance does not consistently meet supervisor expectations. Requires more than normal guidance and direction. Improvement and/or development are necessary if the rater elects to continue the incumbent s employment. EVALUATION PROCESS Goal-Setting Phase Within the first month of the evaluation period, the supervisor and employee meet to discuss the job duties and establish performance goals for the year. The employee and supervisor will also review the current position description for accuracy. Job duties, core work competencies, and performance goals should be documented in the appropriate sections along with performance expectations. The deadline for this is May 15. Weights for each category are to be determined through a collaborative conversation between the supervisor and employee. Progress Review Phase At midyear or as often as deemed necessary, the supervisor and employee meet to discuss performance and to decide if goals need to be revised. The supervisor provides feedback to the employee on the accomplishment of established job duties and goals. A mid-year evaluation is to be complete by December 15. Year-End Evaluation At the end of the evaluation period, the supervisor will complete the overall performance evaluation in a narrative form. This must then be forwarded to the employee 48 hours prior to the final performance evaluation meeting. The employee has the option to complete a year-end self-evaluation. If the employee chooses to complete this, it must be forwarded 24 hours prior to the final performance evaluation meeting. Completed evaluations are due to Human Resources by April 15. Employee Self-Assessment Employee s opportunity to self-assess goals and performance as it relates to success and areas of improvement, and areas of Professional Development that the employee wants to focus on. Page 1 of 5
2 Job Duty: Job Duties Job Duty: A B C Job Duty: A B C Job Duty: A B C A B C 2
3 Performance Goals Performance Goal: Performance Goal: Performance Goal: 3
4 Directions: During the Planning Phase, review the CORE WORK COMPETENCIES with the employee you supervise. At year-end evaluation, rate each of the factors by placing a check mark ( ) next to the rating levels 1 to 3. Then, average the factor ratings to determine an overall rating for the associated competency. If one competency is more critical to the job assignment, please indicate so in the Supervisor Planning Comments section and adjust the weight of the competency as necessary. Weights are determined in a collaborative conversation between the supervisor and employee. You may make comments in the spaces provided for each competency. Comments are required for Needs Improvement or Exceeds Expectations ratings. Provide a rating for each of the factors of the core competencies using the following scale 1 (needs improvement), 2 (commendable), 3 (exemplary). Factor: Communication Effectively communicates by actively listening and sharing relevant information with co-workers, supervisor(s) and customers/clients so as to anticipate problems and ensure the effectiveness of the work unit and College. Weight: This section shall be _5 % of overall performance rating 1. Expresses ideas accurately, clearly, and effectively both orally and in writing 2. Provides and exchanges information while keeping others informed. 3. Maintains confidentiality and exercises good judgment about what to say and when to say it 4. Listens effectively to others ideas, problems, and suggestions. 5. Demonstrates effective public greeting skills. 6. Demonstrates effective phone skills. 7. Seeks feedback on written and oral communication. 8. Adapts communication methods to different audiences. 9. Involves others in problem solving. 10. Responds in a prompt and friendly manner to requests and inquiries. 11. Meets routinely with supervisor and key customers to exchange information and clarify expectations. Asks appropriate questions to clarify information/needs. Supervisors Comments (Required for overall rating of Needs Improvement, Exceeds Expectations ): Factor: Interpersonal Relations -- Interacts effectively with others to establish and maintain smooth working relations. Weight: This section shall be 5_% of overall performance rating 1. Well regarded by colleagues. Contributes to a positive work environment through interactions with others. 2. Treats others with respect. Polite, courteous, empathetic 3. Pleasant, friendly, affable, cheerful. 4. Respects other persons' time and priorities. 5. Seen by peers as dependable. 6. Does not initiate conflict and actually takes measures to ensure that conflict does not occur. 7. Demonstrates tact and diplomacy when resolving conflict; addresses concerns directly with individual(s) involved. Handles conflict constructively and diplomatically. Learns from conflict and makes appropriate changes 8. Demonstrates flexibility by adapting to changes in priorities and the work environment. 9. Demonstrates respect for differences in opinions. Can interact easily with a diverse workforce 10. Behaves in ways designed to keep problems impersonal whenever possible. Approach to conflict resolution creates enhanced teamwork without hard feelings 11. Is cooperative and responsive. Accepts criticism and is open to new ideas Supervisors Comments (Required for overall rating of Needs Improvement. Exceeds Expectations): Factor: Customer Service -- Works effectively with internal/external customers to satisfy service/product expectations. Weight: This section shall be _5 % of overall performance rating 1. Responds promptly to requests for information and/or assistance. Follows up and meets customer expectations in a timely 4
5 manner. 2. Is approachable and responsive to customers and others. 3. Keeps appointments, call-return commitments, etc. Responds to telephone and messages in a timely fashion 4. Treats customer with respect and courtesy. Demonstrates a professional attitude in handling customer complaints. 5. Provides consistent quality service to all customers. Is available to the customer and provides accurate, consistent, and honest information. 6. Listens to the customer and provides feedback that will benefit the customer in the future. Anticipates future needs/problems of customers and acts to meet these needs or solve problems. Supervisors Comments (Required for overall rating of Needs Improvement, Exceeds Expectations): Factor: Accountability -- Employee's work behaviors demonstrate responsible personal and professional conduct, which contribute to the overall goals and objectives of the work unit. Weight: This section shall be _5 % of overall performance rating 1. Provides consistent, timely, high quality work. 2. Adheres to established work schedule. Arrives at work and meetings on time 3. Meets assigned deadlines without additional prompting by supervisors or others. Completes work by established time lines and routinely uses time efficiently. 4. Follows established call-in procedures for the work unit and submits leave request form in a timely fashion. 5. Actions and speech reflect a commitment to the agency. Never disparages the agency or its employees in public. Maintains confidential information 6. When on leave, arrangements are made for current work/responsibilities to continue. 7. Responds to change with a genuine desire to do what it takes to get the job done. Accepts change and is instrumental in seeing that the change is perceived positively by others and is carried out in a way that improves the overall operation of the work unit. 8. Conveys a positive and professional image of the agency to others. Behaves in a businesslike manner. Demonstrates concern for the larger community served by the agency 9. Avoids gossip and rumors. 10. Seeks on-the-job training opportunities to obtain mastery over tasks, expand personal knowledge and add value to the work group. Demonstrates professional job-specific skills necessary to provide the appropriate quality of work 11. Performs standard duties throughout the year and, in addition, takes on projects that have a significant impact on the work unit. Assists coworkers in response to fluctuations in workloads 12. Creates a positive work environment and influences the behavior of other employees by being supportive and optimistic in the approach to daily activities within the work environment. Supervisors Comments (Required for overall rating of Needs Improvement, Exceeds Expectations): Factor: Job Knowledge -- Skilled in job-specific knowledge which is necessary to provide the appropriate quantity and quality of work in a timely and efficient manner. Weight: This section shall be _5 % of overall performance rating 1. Possesses appropriate expertise to perform job at a professional level. 2. Takes opportunities to increase knowledge of relevant job skills. Supervisors Comments (Required for overall rating of Needs Improvement, Exceeds Expectations): 5
6 RRCC Employee Performance Evaluation - Factors/Goal Summary NOTE: This is an Excel Spreadsheet, double click on any cell within this sheet to activate Excel. Click outside the spreadsheet to deactivate. % Weight of Evaluation (enter Core Competency Communication Interpersonal Relations Customer Service Accountability Job Knowledge as a decimal point i.e. 5% =.05) Rating * Total Core Competency Weight TOTAL 0.25 = 0.00 (Note: It is recommended that Core Competencies not exceed 30%) Major Job Duties #1 #2 #3 #4 #5 #6 Major Job Duties Competency Weight TOTAL % Weight of Evaluation (enter as a decimal point i.e. 5% =.05) Rating * Total X = = 0.00 Goals #1 #2 #3 % Weight of Evaluation (enter as a decimal point i.e. 5% =.05) Rating * Total 0.15 X = X = 0.00 Goals - Competency Weight TOTAL = 0.00 Weight Value TOTAL 0.50 Point TOTAL 0.00 * Rating Value = 3 Exemplary = 2 Commendable = 1 Needs Improvement The overall performance rating for the evaluation period is: = Exemplary = Commendable 1.89 and below = Needs Improvement 6
7 Planning Phase I agree disagree with these performance goals and standards. (circle one) I have reviewed and agree with my current position description: Yes (If no, please provide written explanation) No (circle one) Employee Signature Date Progress Review Comments (Required) : Employee Signature Date Supervisor Signature Date Supervisor Overall Performance Summary (Required 48 hours prior to final performance review meeting): Employee Overall Performance Summary (Optional, but if completed, must be forwarded 24 hours prior to the final performance review meeting): 7
8 Overall Evaluation/Rating Please check ( ) one box. Exemplary Performance consistently exceeds position requirements and management expectations. Resourcefulness and depth of knowledge are of the highest quality. Assignments are accomplished in an exceptional manner with minimal direction and are characterized by outstanding achievements seldom accomplished within the agency/institution. Commendable Performance meets all or most and may occasionally exceed work objectives and management expectations. Employee demonstrates good knowledge of job duties, and assignments are accomplished effectively with normal supervisory guidance. Needs Improvement Performance does not consistently meet management expectations. Requires more than normal guidance and direction. Improvement and/or development are necessary if the rater elects to continue the incumbent s employment. I agree/disagree with the overall evaluation rating. (circle one) Employee Signature Date Supervisor Signature Date Next Level Supervisor Signature Date Human Resources Signature Date 8
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
COLORADO STATE UNIVERSITY - PUEBLO PERFORMANCE MANAGEMENT PROGRAM
COLORADO STATE UNIVERSITY - PUEBLO PERFORMANCE MANAGEMENT PROGRAM Mission Statement: There is hereby established a University at Pueblo, to be known as Colorado State University Pueblo, which shall be
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
Employee Development Plan
Form A Employee Development Plan Fiscal Year: EMPLOYEE NAME: TIME IN CURRENT POSITION: DEPARTMENT: This section should be completed by the supervisor and employee as part of the final performance evaluation
Employee Performance Evaluation Form - Administrative Staff
Employee Performance Evaluation Form - Administrative Staff Employee Name: Job Title: Department: Unit: Reviewing Supervisor: Review Period: Period Supervised by Performance Reviewer: Period Employee in
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
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:
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
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:
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
EMPLOYEE PERFORMANCE EVALUATION
EMPLOYEE PERFORMANCE EVALUATION For Exempt and Nonexempt Staff and Service Personnel Employee s Name (Last, First, MI): Position Title: Department: Period Covered: From: To: Type of Report: Probationary
EMPLOYEE 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
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
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
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
INTRODUCTION PART ONE: REVIEW OF PERFORMANCE ELEMENTS
INTRODUCTION This recommended performance appraisal form incorporates extensive feedback from University of California supervisors and managers. It captures the basic principles of effectively evaluating
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
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
CCAD Management Employee Performance Review
CCAD Management Employee Performance Review Employee Name: Title: Reviewing Manager: Department: Date: KEY RESULTS SECTION Instructions: In the spaces provided, provide pertinent comments concerning each
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
CAMP LEJEUNE NONAPPROPRIATED FUND PERFORMANCE PLAN GUIDE
1 CAMP LEJEUNE NONAPPROPRIATED FUND PERFORMANCE PLAN GUIDE Introduction Providing performance feedback enhances organizational growth and development. When correctly given, feedback helps improve job performance,
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
PERFORMANCE APPRAISAL (Non-Exempt)
PERFORMANCE APPRAISAL (Non-Exempt) ****************************************************** Name Department: Job Title Appraisal Period JOB KNOWLEDGE Consider overall knowledge, constructive and creative
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:
CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION EMPLOYEE PLANNING & PERFORMANCE REVIEW
TYPE OF APPRAISAL Employee Name First Annual Second Additional Supervisor/Manager Name Appraisal Review Period: Classification Month/Year Month/Year From to Department Date of Appraisal Complete the following
Employee Performance 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
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
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...
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
FINANCE PORTABILITY SPECIALIST (Salary Range: $30,000-37,000)
Position Description JOB TITLE: REPORTS TO: DEPT/DIVISION: FLSA STATUS: FINANCE PORTABILITY SPECIALIST (Salary Range: $30,000-37,000) DIRECTOR OF FINANCE FINANCE/PORTABILITY EXEMPT POSITION SUMMARY: Under
WINTHROP 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
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
EMPLOYEE EVALUATION WORKSHEET
EMPLOYEE EVALUATION WORKSHEET In preparation of completing the Final Appraisal Form with the Supervisor, the Employee should evaluate and review his/her own previous performance using this worksheet as
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
Performance Management Handbook. City of American Canyon
Performance Management Handbook City of American Canyon 1 TABLE OF CONTENTS Introduction 1 Background on performance management City Core competencies Performance management model Development of the Core
Administrative Support Professionals Competency Framework. The Centre for Learning and Development
Administrative Support Professionals Competency Framework The Centre for Learning and Development Table of Contents 01. Acknowledgements...3 02. Introduction...4 03. Background...5 04. Competency Assessment
Part One: Review of Performance Elements Rating Scale
Employee Name Employee ID Number Job Title Department Reviewing Supervisor Review Period Period Supervised by Reviewing Supervisor Period Employee in this Job Part One: Review of Performance Elements Rating
ADAMS STATE UNIVERSITY Performance Evaluation Process Performance Evaluation
ADAMS STATE UNIVERSITY Performance Evaluation Process Performance Evaluation (For performance planning, performance progress reviews and final performance evaluations) I. Identification Section: Employee
UNIVERSITY OF MINNESOTA DULUTH Joint Employee Performance Appraisal Form
UNIVERSITY OF MINNESOTA DULUTH Joint Employee Performance Appraisal Form EMPLOYEE: CLASSIFICATION: EMPL ID: DEPARTMENT: RATER: TYPE OF EVALUATION: PROBATIONARY ANNUAL OTHER EVALUATION DATE: The Employee
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
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
Boise State University Employee Performance Evaluation Summary Form
Boise State University Employee Performance Evaluation Summary Form Evaluation Period: 07/02/2011 to 06/30/2012 Evaluation Meeting Date: 05/15/2012 Employee: John Doe Employee ID: 000000000 Phone: 426-0000
Employee Performance Review
Employee Performance Review Source: Learn to Read, Inc. Review Date: Date of Last Review: Employment Date: Name: Title: Reports to: Expectation Basis Leadership Readily assumes responsibility for projects
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
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
AD-AUDITING ACCOUNTANT, SENIOR
Page 1 AD-AUDITING ACCOUNTANT, SENIOR CHARACTERISTICS OF WORK: This is professional accounting work of an "in-charge" nature characterized by an attitude of independence, self-reliance with analytical
Job Description. Essential Job Functions and Responsibilities
Job Description Job Title: Loan Servicing Specialist I-(Account Clerk I) Department: Loan Servicing Reports To: Loan Servicing Manager Salary Grade/Salary Range: 4 ($1915-$2813) Revision Date: 2/1/2013
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
ADMINISTRATIVE ASSISTANT Training Needs Assessment Evaluation Form. Personal/Position Information
Personal/Position Information Name: Period Covered: Position: Reviewed by: Title: Position Start Date: Community: Region: Page 1 Instructions: The information contained in this evaluation is strictly confidential.
Project Management Career Path Plan
Agency Name Project Management Plan Start Introduction This tool was designed to provide individuals with the information they need to develop along the Project Management track within the Agency. This
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
Department of Administrative Services
Department of Administrative Services Facilities Division PERFORMANCE APPRAISAL GUIDE (Revised 04/08) GUIDE TO PERFORMANCE EVALUATIONS TABLE OF CONTENTS A. OBJECTIVES OF EMPLOYEE EVALUATION...3 B. EVALUATION
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
STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM PERFORMANCE APPRAISAL
STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM PERFORMANCE APPRAISAL Name Social Security No Job Title Organizational Unit State Employment Date Current Job
Competency-Based Interview Questions School of Medicine (Faculty-Specific)
Approachable for students Approachable for Can you tell me about a What did you do to support Collaborator students; maintains time when a student, your colleague? Observant of effective relationships
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
AD-AUDIT BRANCH MANAGER
Page 1 AD-AUDIT BRANCH MANAGER CHARACTERISTICS OF WORK: This position involves professional accounting and auditing work at an administrative level within the Department of Audit. Incumbent reviews all
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
NURSE I. A valid license to practice as a Registered Nurse in the State of Mississippi.
Page 1 NURSE I CHARACTERISTICS OF WORK: This is professional work involving the identification and treatment of human responses to actual or potential health problems. The work includes such services as
GLOBAL FINANCIAL PRIVATE CAPITAL Job Description. JOB TITLE: Client Relationship Manager
GLOBAL FINANCIAL PRIVATE CAPITAL Job Description JOB TITLE: Client Relationship Manager Reports To: Financial Advisor Exempt Prepared by: ADP Resource June 10, 2014 SUMMARY This position is primarily responsible
GUIDANCE COUNSELOR JD LOCATOR: 3.09.1 Adopted:
Adopted: REPORTS TO: CLASSIFICATION: FLSA STATUS: TERMS OF EMPLOYMENT: EVALUATION: Building Principal or Director Certified Exempt Salary and work year as reviewed and established annually by the Board
UC Merced Performance Appraisal Employee Information. Appraisal Ratings. Part One: Core Competencies. Competency Comments: Performance Assessment
UC Merced Performance Appraisal Employee Information Name: Division: Job Title: Department: Supervisor's Name: Title Unit Code: Period Covered By This Appraisal: From: To: Appraisal Ratings Far Exceeds
Administrative Support Assistant IV
Career Service Authority Administrative Support Assistant IV Page 1 of 5 GENERAL STATEMENT OF CLASS DUTIES Performs specialized and/or technical office support work that requires detailed knowledge of
Medicaid Customer Service Specialist - DCOA
Medicaid Customer Service Specialist Grade 11 INTRODUCTION The D.C. Office on Aging (DCOA) operates a comprehensive coordinated range of aging programs and services in Washington, DC, through a city-wide
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
Clinical Social Work Team Leader
Career Service Authority Clinical Social Work Team Leader Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over professional social workers engaged in performing a variety of social
The integrated leadership system. ILS support tools. Leadership pathway: Individual profile APS6
The integrated leadership system ILS support tools Leadership pathway: Individual profile APS6 APS 6 profile Supports strategic direction Achieves results Supports productive working relationships Displays
Prince George Division of Family Practice Medical Office Assistant Job Description 1
Position: Medical Office Assistant Full-time (40 hours per week) Current Incumbent: New Position General Accountability: Reports to: Clinical Team Lead December, 2012 As an integral member of a multidisciplinary
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
CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION PROCESS
SHASTA COUNTY OFFICE OF EDUCATION CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION PROCESS Implemented: 2003/04 School Year SHASTA COUNTY OFFICE OF EDUCATION CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION PROCESS
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...
FINANCE OFFICER Training Needs Assessment Evaluation Form. Personal/Position Information
Personal/Position Information Name: Period Covered: Position: Reviewed by: Title: Position Start Date: Community: Region: Instructions: The information contained in this evaluation is strictly confidential.
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.
EFFECTIVE 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.
Number of employees who report to level of evaluated:
APPRAISAL Name Position / Working Title Administrative Unit / College Period of Evaluation Management (I to IV) Number of employees who report to level of evaluated: Date of Last Evaluation CSU Trustee
Pitt Community College Employee Evaluation and Development System
Pitt Community College Employee Evaluation and Development System Purpose The purpose of the PCC Employee Evaluation and Development System is to promote continuous improvement in the job performance of
Cleveland State Community College. Classified Employee Performance Review
Name: Review Period: Job Title: Reviewer: Note: Place a mark in the appropriate space which describes the performance of the person named, as determined by this appraisal. Use the following codes and definitions.
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
Performance Communication Process Employee s Self-Evaluation
New York University A private university in the public service School of Law Performance Communication Process Employee s Self-Evaluation Employee Name: Period Rated: April 1, 2012 to March 31, 2013 Overview
2016 Annual Performance Review Leadership Form. Job Title: Supervisor Name:
2016 Annual Performance Review Leadership Form Employee Name: Employee ID: Job Title: Supervisor Name: Last Appraisal Date: Department: Evaluation Type: Annual Other RATING SCALE: Outstanding Consistently
COLORADO SCHOOL OF MINES PERFORMANCE MANAGEMENT USER GUIDE
COLORADO SCHOOL OF MINES PERFORMANCE MANAGEMENT USER GUIDE Table of Contents Preface...2 I. Overview...3 Timelines and Reporting Requirements...4 Statutory Requirements and Penalties...4 II. Planning Process...6
Research Manager II. Task Statements
Research Manager II Task Statements 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Identify new and existing research (e.g., news, legislation, web searching, database) to advance understanding of the relevant areas
EXAMPLE WORKPLACE COMPETENCIES
EXAMPLE WORKPLACE COMPETENCIES ADAPTABILITY Changes behavioural style or method of approach when necessary to achieve a goal; adjusts style as appropriate to the needs of the situation. Responds to change
AD-AUDITING ACCOUNTANT, ASSISTANT
Page 1 AD-AUDITING ACCOUNTANT, ASSISTANT CHARACTERISTICS OF WORK: This is entry-level work as a state auditing accountant. During the period of orientation and training, the minimum educational requirements
VOLUNTARY SUPPLEMENTAL PERFORMANCE EVALUATION
VOLUNTARY SUPPLEMENTAL PERFORMANCE EVALUATION The primary objectives of employee performance evaluations are: 1. An orderly effort designed to improve supervisor and staff communication; 2. To achieve
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
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...
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
Phoenix-Mesa Gateway Airport Authority. Performance Evaluation System Guide
Table of Contents Performance Evaluation System - Overview... 5 Performance Evaluation System... 5 Performance Evaluation Frequency... 5 Performance Evaluation System - Roles... 7 Tips for Supervisors
Job Description. Administrative Clerk
Job Description 5/30/2005 Page 1 PURPOSE OF THE POSITION (The main reason for the position, in what context and what is the overall end result) The is responsible for providing administrative and clerical
1236 6 th Ave. Helena, MT 59601
STATE OF MONTANA SECRETARY OF STATE S OFFICE JOB PROFILE AND EVALUATION SECTION I - Identification Working Title: IT Help Desk Lead Class Code Number: 151415 Class Code Title: Computer Support Specialist
Therapist Supervisor
Career Service Authority Therapist Supervisor Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over professional mental health therapists engaged in performing a variety of social
Administrative Instruction
Administrative Instruction Date: To: From: 26 July 2011 All UNOPS Personnel Pierre Moreau-Peron, Director, HRPG J 1-r AI Reference: Subject: AUHRPG/2011/04 Performance Management and Appraisal for staff
GLOBAL FINANCIAL PRIVATE CAPITAL, LLC. Job Description. JOB TITLE: Compliance Director
GLOBAL FINANCIAL PRIVATE CAPITAL, LLC Job Description JOB TITLE: Compliance Director SUMMARY: This position is primarily responsible for serving as the manager and supervisor within the Compliance Department
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
2. Describe this employee s important accomplishments during the past year. Please provide examples.
Supervisor Input Form Date Performance Appraisal Employee Name: Period Reviewed: Section 1: Activities and Accomplishments 1. Please state the primary responsibilities of this employee s position, as you
APPENDIX TOWN OF MONTAGUE PERFORMANCE APPRAISAL SYSTEM GUIDELINES
Performance Appraisal Review APPENDIX TOWN OF MONTAGUE PERFORMANCE APPRAISAL SYSTEM GUIDELINES I. INTRODUCTION A. WHAT IS PERFORMANCE APPRAISAL? Performance appraisal is a process of assessing a person
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
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
Nursing Clinical Coordinator
Career Service Authority Nursing Clinical Coordinator Page 1 of 5 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory functions over professional nursing and support staff in an inpatient unit, specialty