Performance Appraisal Process

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Performance Appraisal Process"

Transcription

1

2 Table of Contents Essential Process Deadline Dates... 3 Mission, Strategic Priorities, Strategic Theme... 4 Process Description... 5 Components... 5 Major Areas of Performance Appraisal... 8 Performance Ratings... 9 Cycles of Performance Appraisal... 9 Scheduling Meetings Appeal Procedures Performance Appraisal Components Checklist Page 2

3 Essential Process Deadline Dates The following is an overview of the important Performance Appraisal process deadlines. Dates listed are FINAL due dates. September 30 September 30 November 30 December 15 February 15 March 15 April 15 May 30 September 30 Initial Planning Meeting completed District Expectations Meeting completed Initial Observation completed Mid-Year Review completed Second Observation completed, if applicable Support Data submitted to supervisor Performance Appraisal completed Improvement or Remediation Plan written, if applicable Improvement or Remediation Plan finalized, if applicable Page 3

4 Mountain BOCES Mission Joining forces to enrich educational opportunities for students It is the mission of the Mountain Board Of Cooperative Educational Services (Mountain BOCES) to provide quality educational services for all students and to further address programs of mutual benefit for equalizing educational opportunity. Strategic Priorities Mountain BOCES and its Board of Directors have developed several priorities articulating the vision for the future of Mountain BOCES. In May of 2007, the Board adopted these Strategic Priorities: Mountain BOCES will develop, implement, and support excellence in education programs and services with member school districts and Colorado Mountain College. Mountain BOCES will leverage high quality leadership to guide the development of national, state, regional, and local initiatives. Mountain BOCES will represent the interest of our member districts through political and legislative activities. Strategic Theme In collaboration with its Owners (District Superintendents), Mountain BOCES has adopted the strategic theme Trust, Traction, and Transparency for the school year. All employee activities are expected to support the following: Inspire trust at all levels and in all relationships of the organization Initiate movement toward achieving identified priorities and fulfilling commitments Establish clarity in all aspects of the organization, including job expectations for employees working in local school districts Page 4

5 Process Description Purpose of Performance Appraisal Performance Appraisal is a process of collective reflection leading to improved delivery of instruction and services to students through improved professional competency. The Performance Appraisal process also serves as a tool to assist staff members with understanding roles and pursuing professional and team goals, and it meets all legal requirements and assists the Mountain BOCES Board of Directors and administration with making employment decisions. Staff members work together with their immediate supervisors to: Identify and strengthen the contributions of staff and the organization by capitalizing on staff strengths and talents Identify areas for individual and organizational professional improvement Celebrate and acknowledge the employee s positive contributions Provide and receive feedback about the employee s job performance Examine the employee s individual role alignment with organizational mission and purpose Discuss and evaluate the employee s role and fit within the organization Performance Appraisal and Continued Employment An employee s receipt of an appraisal is no way intended to create a contract, nor does it constitute an offer of continued employment, as that decision rests with the Mountain BOCES Board of Directors. No employee shall have a right to continued employment based on having completed or not having completed the requirements of any improvement plan, professional growth plan, or remediation plan. Nothing in this policy shall be construed to imply in any manner the establishment of any property rights or expectancy or entitlement to continued employment not explicitly established by statute, Board policy, or contract. Neither shall this policy and/or the evaluation system be deemed or construed to establish any conditions prerequisite relative to renewal of contracts, transfer, assignment, dismissal, or other employment decisions relating to Mountain BOCES personnel. Mountain BOCES Personnel Handbook Policy AFC Components All employees follow the Mountain BOCES Performance Appraisal System. Because of the varied nature of positions within Mountain BOCES, some of the components may not apply or may need to be modified. Such adjustments must be approved by the Executive Director to insure consistent application of the system. Supervisors should work with the Executive Director to get adjustments approved. The Performance Appraisal process involves various meetings with supervisors, co-workers, and/or district staff; annual observations; and appraisals that are completed online using the Promantek TrakStar system, which is located on a secure and confidential web site. The Performance Appraisal Packet contains two separate sections one introducing and explaining the process and one containing tools to help employees prepare for various parts of the process. Some documentation will be kept online in TrakStar, and some will be kept in personnel files. Page 5

6 Initial Planning Meeting (complete by September 20) The purpose of this meeting is to provide an initial opportunity for staff and supervisors to establish relationships, set and clarify expectations, address any questions regarding the employee s job description, determine annual performance goals, identify any resources needed, set a final annual calendar, set weekly schedules, finalize FTE allocations, identify planned professional development opportunities, perform any ancillary supervisory tasks, and review the Performance Appraisal process. In addition, staff members requiring an Improvement or Remediation Plan will finalize the plan at this meeting. Bring your annual calendar, your weekly schedule with contact information, a draft of your goals, and a list of your team goals to this meeting. District Expectations Meeting (complete by September 30) Employees are required to schedule a brief meeting with the designated building administrator (principal, assistant principal, or designee) to review their job description, role expectations, calendar, schedule, and contact information. Additionally, employees must provide this same information to all special education staff members and the building secretary(ies) with whom they will be working. While meetings are recommended, employees may work with individual special education staff to make certain they are aware of the employee s schedule, contact information, calendar, and the areas s/he will be asking co-workers to provide performance feedback. Staff members serving more than five (5) buildings may receive supervisor approval to provide the information in hard and soft copy form in lieu of a meeting. Staff members not providing services in member district school buildings will work with their direct supervisors. Mid-Year Review Meeting (complete by December 15) The purpose of this meeting is to provide another opportunity for staff and supervisors to establish relationships, set and clarify expectations, address any questions regarding job description, examine progress toward annual performance goals, identify any resources needed, perform any ancillary supervisory tasks. The responsibility of scheduling the Formal Observation and Performance Appraisal rests with the employee, and this meeting provides a good opportunity to schedule those appointments. Notes about this meeting are entered directly into TrakStar by the supervisor. Formal Observations (complete by November 30 and, if applicable, February 15) Observations provide an opportunity for the employee to share with the supervisor a variety of situations. Observations can be arranged to be a showcase opportunity, to receive supportive feedback about a specific challenging situation, or to provide a general opportunity for shared feedback. Data Collection (submit to supervisor no later than March 15) Data upon which the Performance Appraisal will be based must be submitted to the supervisor in time for the Performance Appraisal meeting. This data may include: Self-Appraisal Preparation Self-Appraisal in TrakStar (REQUIRED) Peer Observation documentation Documentation of achievement of professional goals: the summarized, objective data that supports a determination that your professional goals were met (REQUIRED) Page 6

7 Documentation of contribution to organizational goals: specific and objective documentation showing your unique contributions toward the organization s top priorities (REQUIRED) Support Data: optional information you can provide your supervisor regarding your job performance, possibly including: s Extracurricular Activities Great Moments Log Kudos (parents, students, teachers) Newsletter Contributions Newspaper Articles Publications Student Data Work Sample Service Delivery Tracking Report: the extent to which you delivered and documented service delivery for students committed on IEP (this report will be automatically generated) Attendance / Leave Report: will be provided by the Human Resources office Other IEP reports: depending on how the new system functions, these may include things like student performance on IEP goals or adherence to timelines Student performance data: objective student performance data such as CSAP or IEP goal achievement Informal observation: informal notes from your supervisor Additional informal information: information shared with your supervisor by other sources Performance Appraisal Meeting (complete by April 15) The purpose of the Performance Appraisal Meeting is to provide an opportunity for the staff and supervisor to have a conversation regarding the employee s performance during the year. A review of performance in the major areas, examination of the achievement of individual professional goals, and performance as related to individual job description will be shared. In addition, general goal areas for individual professional growth will be identified. This information will be documented on the Performance Appraisal in TrakStar. Professional Goals All employees are required to identify annual, measurable, individual, professional goals written in a way that makes objective documentation of their achievement possible. All goals should be formulated to specifically link to the strategic theme of the organization (see page 3). Exemplary goals should be outcome driven versus activity based. All employees are also required to identify team goals and provide objective documentation of their achievement. Goal achievement makes up part of the Performance Appraisal and is tracked in TrakStar. Improvement and Remediation Plans (complete by May 30) Employees receiving a Performance Appraisal rating of Needs Growth are required to develop an Improvement Plan with their supervisor. Employees receiving a Performance Appraisal rating of Unsatisfactory are required to develop a Remediation Plan with their supervisor. Such plans must be developed by May 30 and will be reviewed and potentially modified with their supervisor at the Performance Appraisal Initial Planning meeting the following September. Page 7

8 Major Areas of Performance Appraisal (Factors in TrakStar) Professionalism An exemplary staff member consistently demonstrates all of the following: Manages oneself (is organized, prepared, and punctual; manages resources; meets deadlines; follows through on commitments; demonstrates appropriate physical appearance relative to job and environmental expectations) Consistently acts in ways that directly support various missions (Mountain BOCES, CDE, schools, districts) Effectively maintains relationships at multiple levels (individual, team, Mountain BOCES, schools, districts) Delivers significant, noteworthy contributions to team and organizational goals Responds to districts Is respectful and collaborative Handles disagreements and conflicts in a diplomatic manner that does not result in decreased effectiveness over time Enhances the image of public education Displays a willingness to learn new information Maintains ethics, legal responsibility, and confidentiality Follows organizational and district policies Communication An exemplary staff member consistently demonstrates all of the following: Displays effective interpersonal skills (has rapport with all, knows roles of co-workers, promotes information exchange such as through parent/teacher conferences or newsletters) Uses strong verbal communication and strong listening skills Uses appropriate written communication that is constructed with the purpose, audience, and intent in mind and with proper writing conventions and mechanics Applies the appropriate mode of communication ( , written, telephone, face to face) for specific situations Maintains composure during difficult conflict situations Communicates job related problems and difficulties to immediate supervisor Relationships An exemplary staff member consistently demonstrates all of the following: Develops and maintains rapport and effective relationships with children and adults contacted in the course of work by using courtesy, diplomacy, collaboration, cooperation, support, and professional conduct Actively contributes to the goals and success of all teams and team members through collaboration, cooperation, and flexibility (give and take) in team discussions, activities, and decision making When appropriate, seeks first to understand Is able to effectively give and receive constructive feedback Understands and conveys one s role within each school setting Serves as a liaison between Mountain BOCES and human service agencies, sharing appropriate information when needed, once proper parental consent is obtained Page 8

9 Job Competency An exemplary staff member consistently demonstrates all of the following: Meets all licensing requirements for the position Consistently meets all expectations listed in the job description Delivers services as determined by the IEP or instructional schedule 100% of time Personal Growth Progress An exemplary staff member consistently demonstrates all of the following: Stays current on professional knowledge and technical skills through training opportunities and participation in relevant professional committees and organizations Formulates goals that reflect the organization s strategic theme and include specific, measurable outcomes instead of just completing activities Demonstrates objective and measurable achievement of individual goals Develops new goals when current goals have been achieved Performance Ratings The overall performance is identified on the Performance Appraisal in TrakStar. There are five levels of overall performance ratings that can be obtained. These areas are not quantifiable. Exemplary Exceeds Expectations Satisfactory Needs Growth Unsatisfactory Designates consistent application of the exemplars in the Major Areas listed above; an overall rating of exemplary is indicative of performance well beyond what is expected Designates consistent performance above and beyond expectations Designates consistent performance in line with expectations Reflects performance that is developing as anticipated and needs improvement to consistently meet expectations Designates performance that does not meet expectations to the extent that the employee is largely ineffective (may occur when most areas are exemplary but a significant issue in one area renders limited effectiveness) Cycles of Performance Appraisal The Mountain BOCES Performance Appraisal process has different required components depending on the cycle of the process in which the employee currently is. The cycle is determined by the number of years the employee has worked for Mountain BOCES and is based on the employee s date of hire. The major difference is in the amount of information required. The table on page 11 contains the required and optional elements of each cycle of the Performance Appraisal process. Comprehensive For employees in their 1 st, 2 nd, or 3 rd year and during Remediation Plan Annual For employees in their 4th, 5th, 7th, 8th, 10th, 11th, 13th, 14th, etc. Triennial For employees in their 6th, 9th, 12th, 15th, 18th, etc. Page 9

10 Scheduling Meetings The supervisor will establish expectations regarding ways the employee can effectively schedule meetings and observations. For instance, the supervisor may require the employee to schedule appointments via FirstClass calendaring on particular days, or s/he may have the employee schedule all the meetings at the Initial Planning Meeting. The employee is responsible for scheduling the required performance appraisal events with his/her direct supervisor. Appeal Procedures Before appealing any alleged policy or procedure violation, the employee is urged to discuss concerns with the supervisor making the evaluation. Per the process and limitations set out in Policy AFC, employees can appeal a violation of Mountain BOCES policy or procedure alleged to have occurred during the evaluation process. Such appeal is made to the Executive Director and, if still not satisfied with the outcome, the Board of Directors. The written Performance Appraisal report shall be signed at the Performance Appraisal Meeting by the supervisor and the employee, with each receiving a copy of the report at that time. Signing the written Performance Appraisal does not indicate agreement but does acknowledge that the employee understands the expectations the administration has set. The staff member being evaluated may attach a written statement to the Performance Appraisal; such a statement must be prepared and is requested to be attached within ten (10) days of the Performance Appraisal Meeting. Appeals to the Executive Director will only be accepted when written and when specific regarding an alleged violation of policy or procedure is being appealed. The appeal must be made within ten (10) days after the employee signs his/her written Performance Appraisal. Appeals to the Board may be made within ten (10) days after the Executive Director has issued a written decision concerning the initial appeal. The appeal of the Executive Director s decision will be heard at the next regularly scheduled Board meting, provided that the Executive Director receives written notice of the appeal at least ten (10) days before such meeting. If the written notice of the appeal is timely filed but is received less than ten (10) days before such meeting, then the Board will hear the appeal at the following regularly scheduled Board meeting. Page 10

11 Performance Appraisal Components Checklist This table summarizes the components of the appraisal, when they are due, when they are required or optional, and where the records are stored. It is also a checklist for you to keep track of your process throughout the year. Performance Appraisal Cycles Location of Records Check Completed Performance Appraisal Component FINAL Deadline Date Comprehensive Annual Triennial Personnel File Supervisor File Initial Planning Meeting scheduled; info prepared September 1 R R R District Staff Meeting scheduled; Checklist prepared September 15 R R R X Initial Planning Meeting completed September 30 R R R X District Expectations Meeting completed September 30 R R R X Building Staff Information distributed September 30 R R R X Fall Observation completed November 30 R O O X Mid-Year Review completed December 15 R R R X Winter Observation, if applicable, completed February 15 R R R X Support Data submitted to Supervisor March 15 Self-Appraisal completed in TrakStar R R R X Professional and Team Goals documented R R R X Co-Worker Input gathered R O R X Great Moments Log recorded in TrakStar O O O X Peer Observation documented O O O X Additional Portfolio Information gathered O O O X Service Delivery Tracking* O O O X Other IEP Reports* O O O X Student Performance Data* O O O X Additional Information gathered O O O X Performance Appraisal Meeting completed April 15 R R R X Improvement / Remediation Plan May 30 As Required X Finalize Improvement / Remediation Plan next autumn As Required X * This information will be used in the development of the Performance Appraisal as the data is available. R = Required O = Optional X = Information Stored Page 11

12

Support Services Evaluation Handbook

Support Services Evaluation Handbook Support Services Evaluation Handbook for members of Paraprofessionals and School-Related Personnel (PRSP), Baltimore Teachers Union, Local 340 City Union of Baltimore (CUB), Local 800 Baltimore City Public

More information

Performance Evaluation System Protocol. Licensed Executive Professionals

Performance 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 information

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)

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

Part One: Review of Performance Elements Rating Scale

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

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

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

Supervisory Competency Model

Supervisory Competency Model Supervisory Competency Model INTERPERSONAL SKILLS 1. Building Positive Working Relationships 2. Building Trust 3. Communication Skills LEADERSHIP SKILLS 4. Identifying and Mobilizing Resources 5. Initiating

More information

PERFORMANCE APPRAISAL PROFESSIONAL STUDENT SERVICES PERSONNEL (PSSP)

PERFORMANCE 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 information

MANITOU SPRINGS SCHOOL DISTRICT #14 LICENSED AND CLASSIFIED STAFF PERFORMANCE EVALUATION HANDBOOK 2015-16. Relationships Rigor Opportunity

MANITOU SPRINGS SCHOOL DISTRICT #14 LICENSED AND CLASSIFIED STAFF PERFORMANCE EVALUATION HANDBOOK 2015-16. Relationships Rigor Opportunity MANITOU SPRINGS SCHOOL DISTRICT #14 LICENSED AND CLASSIFIED STAFF PERFORMANCE EVALUATION HANDBOOK 2015-16 Relationships Rigor Opportunity DISTRICT VISION STATEMENT Compassionate citizens, contributing

More information

COLORADO STATE UNIVERSITY - PUEBLO PERFORMANCE MANAGEMENT PROGRAM

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

More information

inchester Public Schools

inchester Public Schools inchester Public Schools SCHOOL PSYCHOLOGIST EVALUATION School Psychologist Evaluation SCHOOL PSYCHOLOGIST EVALUATION Introduction The licensed personnel who staff our classrooms who provide related services

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 Appraisal: Director of Education. Date of Next Review: September 2015 (every 2 years)

Performance Appraisal: Director of Education. Date of Next Review: September 2015 (every 2 years) POLICY SECTION: SUB-SECTION: POLICY NAME: POLICY NO: Board of Trustees Director Performance Appraisal: Director of Education H.C.06 Date Approved: September 26, 2013 Date of Next Review: September 2015

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

Job Description of the School Psychologist Reports To: Supervises: Purpose:

Job Description of the School Psychologist Reports To: Supervises: Purpose: Reports To: Supervises: Purpose: Job Description of the School Psychologist Superintendent, Level II or Level III School Psychologists, Director, or Associate or Assistant Superintendent May supervise

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

College of Design. Merit Pay Rating System. Merit Rating System

College of Design. Merit Pay Rating System. Merit Rating System College of Design Merit Pay Rating System Merit Rating System The College of Design will use the Performance Only model of merit pay. Merit rating system and definition a. Merit pay matrix if defined at

More information

COLORADO DEPARTMENT PERFORMANCE MANAGEMENT PROGRAM IMPLEMENTATION PLAN STATE OF COLORADO PERFORMANCE MANAGEMENT SYSTEM OF TRANSPORTATION JANUARY 2016

COLORADO DEPARTMENT PERFORMANCE MANAGEMENT PROGRAM IMPLEMENTATION PLAN STATE OF COLORADO PERFORMANCE MANAGEMENT SYSTEM OF TRANSPORTATION JANUARY 2016 STATE OF COLORADO PERFORMANCE MANAGEMENT SYSTEM COLORADO DEPARTMENT OF TRANSPORTATION PERFORMANCE MANAGEMENT PROGRAM IMPLEMENTATION PLAN JANUARY 2016 Approved by Department of Personnel and Administration

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

Faculty Performance Appraisal System Akamai University

Faculty Performance Appraisal System Akamai University Faculty Performance Appraisal System Akamai University A. University Position Statement Akamai faculty supervisors and the administration conduct periodic performance appraisals of all members of the faculty

More information

Pilot School Counselor Evaluation

Pilot School Counselor Evaluation All evaluations are on a continuous basis. Name: School: Pre-Conference Date: Date of Hire: Evaluator: Post-Conference Date: Year 1 Year 2 Year 3 Tenure Evaluative Assistance Plan Limited Contract Philosophy:

More information

SBBC: JJ-002 FL: 28 THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION. Approved School-based Administrators Salary Schedule

SBBC: JJ-002 FL: 28 THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION. Approved School-based Administrators Salary Schedule THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION POSITION TITLE: CONTRACT YEAR: PAY GRADE: School Assistant Principal Eleven Months* Approved School-based Administrators Salary Schedule QUALIFICATIONS:

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

ADMINISTRATIVE MEMORANDUM No. 92 Rev. 1. SUBJECT: Guidelines for the Performance Evaluation System

ADMINISTRATIVE MEMORANDUM No. 92 Rev. 1. SUBJECT: Guidelines for the Performance Evaluation System ADMINISTRATIVE MEMORANDUM No. 92 Rev. 1 SUBJECT: Guidelines for the Performance Evaluation System I. BACKGROUND Article 39 of the General Standards, entitled "Work Performance Evaluation," states: Staff

More information

PERFORMANCE MANAGEMENT COACHING AND PERFORMANCE GEORGIA PERIMETER COLLEGE

PERFORMANCE MANAGEMENT COACHING AND PERFORMANCE GEORGIA PERIMETER COLLEGE PERFORMANCE MANAGEMENT COACHING AND PERFORMANCE GEORGIA PERIMETER COLLEGE Module 2 Coaching and Performance with the GPC Strategic Plan Agenda 1. Performance Management Process The Next Plateau 2. Aspects

More information

ELPS 606 INTERNSHIP PORTFOLIO PROCEDURES AND REQUIREMENTS UNIVERSITY OF NORTHERN COLORADO COLLEGE OF EDUCATION

ELPS 606 INTERNSHIP PORTFOLIO PROCEDURES AND REQUIREMENTS UNIVERSITY OF NORTHERN COLORADO COLLEGE OF EDUCATION PRINCIPAL INTERNSHIP IN EDUCATIONAL LEADERSHIP INTERNSHIP PORTFOLIO PROCEDURES AND REQUIREMENTS UNIVERSITY OF NORTHERN COLORADO COLLEGE OF EDUCATION DIVISION OF EDUCATIONAL LEADERSHIP AND POLICY STUDIES

More information

Boston University. 2015 Performance Evaluation Program. Administrative Employees Exempt and Non-Exempt

Boston 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 information

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL Blinn College is the premier two-year college in Texas for those seeking educational excellence in academic programs, technical education, and workforce development. We expect excellence and we encourage

More information

Masters Comprehensive Exam and Rubric (Rev. July 17, 2014)

Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) 1 Educational Leadership & Policy Studies Masters Comprehensive Exam and Rubric (Rev. July 17, 2014) The comprehensive exam is intended as a final assessment of a student s ability to integrate important

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

Director of Human Resources and Employee Performance

Director of Human Resources and Employee Performance JOB DESCRIPTION Niles Township High School District 219 Director of Human Resources and Employee Performance REPORTS TO : POSITION OBJECTIVE : Assistant Superintendent of Human Resources To support the

More information

Section IV.F.10: Employee Grievance and Review Procedures

Section IV.F.10: Employee Grievance and Review Procedures Section IV.F.10: Employee Grievance and Review Procedures These procedures supplement and clarify Section IV.F.10 of the Lone Star College System District Policy Manual last revised by the Board of Trustees

More information

Oak Park School District. Counselor Evaluation Program

Oak Park School District. Counselor Evaluation Program Oak Park School District Counselor Evaluation Program Table of Contents Foreword... 1 Purpose of Evaluation... 3 Timelines for Implementation... 3 Overview of Counselor Evaluation... 4 Plan I Individual

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

Introduction to the Annual Appraisal Process

Introduction to the Annual Appraisal Process NORWICH UNIVERSITY PERFORMANCE MANAGEMENT Introduction to the Annual Appraisal Process In order to improve the process of performance planning and review for staff at Norwich University, we are proposing

More information

6. Additional Requirements - Teachers Created Tuesday, April 30, 2013 Updated Thursday, September 26, 2013

6. Additional Requirements - Teachers Created Tuesday, April 30, 2013 Updated Thursday, September 26, 2013 6. Additional Requirements - Teachers Created Tuesday, April 30, 2013 Updated Thursday, September 26, 2013 Page 1 Please check the boxes below: Assure that teachers who receive a Developing or Ineffective

More information

MATTOON COMMUNITY UNIT SCHOOL DISTRICT #2 SCHOOL SOCIAL WORKER EVALUATION PROCEDURES AND FORMS

MATTOON COMMUNITY UNIT SCHOOL DISTRICT #2 SCHOOL SOCIAL WORKER EVALUATION PROCEDURES AND FORMS MATTOON COMMUNITY UNIT SCHOOL DISTRICT #2 SCHOOL SOCIAL WORKER EVALUATION PROCEDURES AND FORMS Revised 07/03/12 By David R. Skocy, Ph.D. Purpose: NON-TENURED SCHOOL SOCIAL WORKER EVALUATION PROCEDURES

More information

Fayetteville Technical Community College PERFORMANCE APPRAISAL MANUAL

Fayetteville Technical Community College PERFORMANCE APPRAISAL MANUAL Fayetteville Technical Community College PERFORMANCE APPRAISAL MANUAL Current Version Originally Published Fall 2009 Last Revised: November 24, 2009 Proponent: Vice President for Human Resources Available

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

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

Model for Instructional Improvement. Teacher Evaluation

Model for Instructional Improvement. Teacher Evaluation Model for Instructional Improvement Teacher Evaluation Implemented 2008-09 Revised August 15, 2011 Table of Contents Vision and Mission Statements... 2 Teacher Evaluation Philosophy... 2 Purpose... 3 Objectives...

More information

Senior Executive Service Performance Management System Department of the Interior

Senior Executive Service Performance Management System Department of the Interior Senior Executive Service Performance Management System Department of the Interior 1. System Coverage The Department of the Interior (hereafter referred to as the agency) Senior Executive Service (SES)

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 MANAGEMENT THE NEXT PLATEAU GEORGIA PERIMETER COLLEGE

PERFORMANCE MANAGEMENT THE NEXT PLATEAU GEORGIA PERIMETER COLLEGE PERFORMANCE MANAGEMENT THE NEXT PLATEAU GEORGIA PERIMETER COLLEGE Please, place cellular phone & pagers on silent mode. Thank You! Module 1 Aligning Job Performance with the Strategic Plan Agenda 1. Performance

More information

ADMINISTRATOR EVALUATION AND GROWTH SYSTEM

ADMINISTRATOR EVALUATION AND GROWTH SYSTEM ADMINISTRATOR EVALUATION AND GROWTH SYSTEM Reference Documentation Prepared by: Lake Havasu Unified School District #1 2200 Havasupai Blvd. Lake Havasu City, AZ 86403 Adopted: 1 TABLE OF CONTENTS Section

More information

9. Performance Appraisal Tools and Techniques 1. Tools Ranking Method Limitations of Ranking Method: Forced Distribution method

9. Performance Appraisal Tools and Techniques 1. Tools Ranking Method Limitations of Ranking Method: Forced Distribution method SEC 9 Page 1 of 5 9. Performance Appraisal Tools and Techniques 1. Tools Performance appraisals are a fact of life for employees and supervisors in most companies. When taken seriously and conducted the

More information

360 Dr. Mike Richie SUPERINTENDENT LEADERSHIP PERFORMANCE

360 Dr. Mike Richie SUPERINTENDENT LEADERSHIP PERFORMANCE 30 SUPERINTENDENT LEADERSHIP PERFORMANCE REVIEW Thank you for completing this survey. The 30 method systematically collects opinions about a superintendent's performance from a wide range of contacts.

More information

TOOL KIT for RESIDENT EDUCATOR and MENT OR MOVES

TOOL KIT for RESIDENT EDUCATOR and MENT OR MOVES Get to Know My RE Observe Collect Evidence Mentor Moments Reflect Review Respond Tailor Support Provide Provide specific feedback specific Feedback What does my RE need? Practice Habits Of Mind Share Data

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

EMPLOYEE APPRAISAL REPORT

EMPLOYEE APPRAISAL REPORT An evaluation of performance and accomplishments for Year Ending December 2007 Employee Name: Employee ID #: Position Title Grade: Annual Appraisal Schedule TASK COMPLETION DATE SUPERVISOR S INITIALS EMPLOYEE

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

Principal Leadership Performance Review

Principal Leadership Performance Review Principal Leadership Performance Review A Systems Approach Developed by and for Iowa School Leaders with support from the School Administrators of Iowa and The Wallace Foundation This document is designed

More information

Alabama Standards for Instructional Leaders

Alabama Standards for Instructional Leaders Alabama Standards for Instructional Leaders To realize the mission of enhancing school leadership among principals and administrators in Alabama resulting in improved academic achievement for all students,

More information

Educator Evaluation System Standards. Preamble

Educator Evaluation System Standards. Preamble Educator Evaluation System Standards Preamble Improving achievement requires recruitment of talented teachers and principals and stronger instructional practices, which in turn are driven by strategic

More information

Employee Performance Evaluation UConn Professional Staff (UCPEA) Unit

Employee Performance Evaluation UConn Professional Staff (UCPEA) Unit The period for annual evaluations for UCPEA employees is May 1 st - April 30 th. Employees are to sign the form within 7 calendar days of receipt of evaluation to indicate it has been read. Employees may

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

Initial Review 6 month Review Annual Other. Immediate Supervisor: Position Title: DRAFT

Initial Review 6 month Review Annual Other. Immediate Supervisor: Position Title: DRAFT Last Name First M. Title Department Employee Performance Appraisal Form Employee ID TKL Work Phone Initial Review 6 month Review Annual Other Immediate Supervisor: Position Title: Department: Appraisal

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

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

A Guide to Implementing Principal Performance Evaluation in Illinois

A Guide to Implementing Principal Performance Evaluation in Illinois A Guide to Implementing Principal Performance Evaluation in Illinois Prepared by the Illinois Principals Association & Illinois Association of School Administrators Why This Guide? Implementing a new principal

More information

Professional Education Competence Program

Professional Education Competence Program Professional Education Competence Program PEC Program Purpose Statement: OVERVIEW The Highlands County Professional Education Competence (PEC) Program, aligned with the Florida Educator Accomplished Practices

More information

Division of Human Resources Staff Performance Management Procedure

Division 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 information

collaboration/teamwork and clinical knowledge and decision-making (attachment 4.1.b). The Staff Nurse position description links position

collaboration/teamwork and clinical knowledge and decision-making (attachment 4.1.b). The Staff Nurse position description links position 4.1 Describe the formal and informal performance appraisal processes used in the organization, including self-appraisal, peer review, and 360 o evaluation (as appropriate) for all levels in the organization.

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

Performance Management Handbook. City of American Canyon

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

More information

Individual Development Planning (IDP)

Individual Development Planning (IDP) Individual Development Planning (IDP) Prepared for Commerce Employees U.S. Department of Commerce Office of Human Resources Management Table of Contents Introduction / Benefits of Career Planning 1 Your

More information

Human Resources Management Program Standard

Human Resources Management Program Standard Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges

More information

Municipal Affairs. Performance Appraisal of a Chief Administrative Officer

Municipal Affairs. Performance Appraisal of a Chief Administrative Officer Municipal Affairs Performance Appraisal of a Chief Administrative Officer Revised January 2014 Capacity Building, Municipal Services Branch Performance Appraisal of a Chief Administrative Officer Alberta

More information

DEFINITIONS. Annual Appraisal the performance evaluation conducted once a year that goes in an employee s permanent record.

DEFINITIONS. Annual Appraisal the performance evaluation conducted once a year that goes in an employee s permanent record. DEFINITIONS Annual Appraisal the performance evaluation conducted once a year that goes in an employee s permanent record. Appointing Authority Agency head or designee who is responsible for final review

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

Essential Principles of Effective Evaluation

Essential Principles of Effective Evaluation Essential Principles of Effective Evaluation The growth and learning of children is the primary responsibility of those who teach in our classrooms and lead our schools. Student growth and learning can

More information

PERSONAL COMPETENCIES DICTIONARY. Attention to Detail

PERSONAL COMPETENCIES DICTIONARY. Attention to Detail Attention to Detail Achieves thoroughness and accuracy when accomplishing a task through concern for all the areas involved. Provides accurate, consistent numbers on all paperwork Provides information

More information

STANDARDS PROGRAM For Canada s Charities & Nonprofits

STANDARDS PROGRAM For Canada s Charities & Nonprofits STANDARDS PROGRAM For Canada s Charities & Nonprofits Released April 2012 Lions Foundation of Canada Dog Guides SickKids Foundation World Vision Enhancing governance and effectiveness Founding and presenting

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

K - 12 Principal & Superintendent

K - 12 Principal & Superintendent BOSA COMPETENCY MATRIX Minnesota Administrative Licensure K - 12 Principal & Superintendent WINONA STATE UNIVERSITY COLLEGE OF EDUCATION DEPARTMENT OF EDUCATIONAL LEADERSHIP Name: Place of Employment Mailing

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

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

Halifax County Public Schools. Business and Operations Administrator/Supervisor Evaluation and Final Evaluation Report

Halifax County Public Schools. Business and Operations Administrator/Supervisor Evaluation and Final Evaluation Report Halifax County Public Schools Business and Operations Administrator/Supervisor Evaluation and Final Evaluation Report Approved July 2012 73 74 Halifax County Public Schools Business and Operations Administrator/Supervisor

More information

Managers Self- Assessment Questionnaire. HWDSB Managers Self-Assessment: September 2012 1

Managers Self- Assessment Questionnaire. HWDSB Managers Self-Assessment: September 2012 1 Managers Self- Assessment Questionnaire HWDSB Managers Self-Assessment: September 0 How to Use This Self-Assessment This self-assessment questionnaire is intended to help managers focus on and evaluate

More information

EXHIBIT CC. Identifying Management Level Knowledge, Skills and Abilities. Executive Core Competencies (ECCs)

EXHIBIT CC. Identifying Management Level Knowledge, Skills and Abilities. Executive Core Competencies (ECCs) EXHIBIT CC Identifying Management Level Knowledge, Skills and Abilities Executive Core Competencies (ECCs) ECC One: Leading Change ECC Two: Leading People ECC Three: Results Driven ECC Four: Business Acumen

More information

FBISD Performance Management Playbook

FBISD Performance Management Playbook FBISD Performance Management Playbook Table of Contents Table of Contents. 2 Introduction... 3 Layers of Performance 3 The FBISD Performance Cycle... 4 Components of the FBISD Performance Cycle.. 4 Performance

More information

PLANO INDEPENDENT SCHOOL DISTRICT Job Description. JOB TITLE: Elementary Principal WAGE/HOUR STATUS: Exempt

PLANO INDEPENDENT SCHOOL DISTRICT Job Description. JOB TITLE: Elementary Principal WAGE/HOUR STATUS: Exempt JD - 880. PLANO INDEPENDENT SCHOOL DISTRICT Job Description JOB TITLE: Elementary Principal WAGE/HOUR STATUS: Exempt REPORTS TO: Area Superintendent PAY GRADE: 880 DEPT./SCHOOL: Campus DATE REVISED: 1/1/02

More information

Employee Performance Review

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

More information

CHAPTER 26. BE IT ENACTED by the Senate and General Assembly of the State of New Jersey:

CHAPTER 26. BE IT ENACTED by the Senate and General Assembly of the State of New Jersey: CHAPTER 26 AN ACT concerning school employees, revising various parts of the statutory law, and supplementing chapters 6 and 28 of Title 18A of the New Jersey Statutes. BE IT ENACTED by the Senate and

More information

Performance Appraisal Handbook

Performance Appraisal Handbook Working Smarter for America The Department of the Interior s Performance Appraisal Handbook A Guide for Managers/Supervisors and Employees Office of the Secretary Office of Human Resources 10/4/04 #370DM430HB-1

More information

Approved by the Virginia Board of Education on September 27, 2012. Virginia Department of Education P. O. Box 2120 Richmond, Virginia 23218-2120

Approved by the Virginia Board of Education on September 27, 2012. Virginia Department of Education P. O. Box 2120 Richmond, Virginia 23218-2120 Advancing Virginia's Leadership Agenda Guidance Document: Standards and Indicators for School Leaders and Documentation for the Principal of Distinction (Level II) Administration and Supervision Endorsement

More information

CASS Practice Standards: Reflective Tool and Rubric

CASS Practice Standards: Reflective Tool and Rubric CASS Practice Standards: Reflective Tool and Rubric Revised January 2015 College of Alberta School Superintendents Appendix D: CASS Practice Standard Reflective Tool Leadership Dimension 1: Visionary Leadership

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

PERFORMANCE STANDARD #1: PLANNING AND PREPARATION Special Service Providers plan for quality service using a comprehensive approach.

PERFORMANCE STANDARD #1: PLANNING AND PREPARATION Special Service Providers plan for quality service using a comprehensive approach. PERFORMANCE STANDARD #1: PLANNING AND PREPARATION Special Service Providers plan for quality service using a comprehensive approach. Service and Support Audiologists should know and be able to: Level of

More information

Staff Performance Review Policy and Procedure

Staff Performance Review Policy and Procedure Staff Performance Review Policy and Procedure Policy/Document Approval Body: Governance Board Date Created: 26 October 2012 Policy Custodian: Policy Contact: File Location: Location on EIT website: Review

More information

PRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001

PRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001 Management Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators Project PRO-NET April 2001

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

Proficiency Levels for Leadership Competencies

Proficiency Levels for Leadership Competencies Table of Contents Leading Change Creativity and Innovation...1 External...2 Flexibility...3 Resilience...4 Strategic Thinking...5 Vision...6 Leading People Conflict Management...7 Leveraging Diversity...8

More information

MINNETONKA PUBLIC SCHOOLS

MINNETONKA PUBLIC SCHOOLS MINNETONKA PUBLIC SCHOOLS Policy 304: Superintendent s Performance Review 1.0 VISION As members of the Minnetonka School Board, we believe in the power of a collective vision to mobilize people and effect

More information

James Rumsey Technical Institute Employee Performance and Effectiveness Evaluation Procedure

James Rumsey Technical Institute Employee Performance and Effectiveness Evaluation Procedure James Rumsey Technical Institute Employee Performance and Effectiveness Evaluation Procedure James Rumsey Technical Institute, a West Virginia state institution, is bound by Policy 5310, Performance Evaluation

More information

WINTHROP UNIVERSITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE

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

More information

Domain 1: Strategic/Cultural Leadership

Domain 1: Strategic/Cultural Leadership Framework for Leadership Types of Evidence Supervisor: Curriculum and Instruction Please note: The evidence identified here is provided to stimulate conversations that occur between a supervising authority

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

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