Facilities Maintenance Department Employee Evaluation Foreman/Lead
|
|
|
- Kelley Lloyd
- 8 years ago
- Views:
Transcription
1 Facilities Maintenance Department Employee Evaluation Foreman/Lead Part I Administrative Data Name Employee ID Date of Hire Last Promotion Location Reason for Submission Period Covered Rated Months Facilities Area From (YYYY/MM/DD) Thru (YYYY/MM/DD) Phone Employee Address Part II Authentication Data a. Name of Rater Title Signature Date b. Name of Reviewer Title Signature Date c. Employee Signature Date
2 Part III Job Description a. Job Title b. Effective Date of Job Description c. Job Code d. Job Description
3 Part IV Performance Character Values Complete this Section for all Trades Employees District Values: Demonstrates behaviors and judgments. (Comments mandatory for all Needs Improvements and NO entries). 1. Service Over Self: Places subordinates and organization mission before self in actions, behavior and judgments. 2. Embrace Change: Open pathways to opportunity, operates comfortably in a contemporary, dynamic environment, challenges convention appropriately. 3. Courage: Endeavors where we may not otherwise go, confronts difficult situations; makes tough calls and stands by them. 4. Expect Excellence in All: Sets high expectation for self and others; honors quality contributions of others. 5. Love, Live, Learn: Exhibits dignity and respect for all, seeks selfimprovement, takes personal responsibility. YES NO Needs Improvements Value Comments:
4 Part V. A. Performance Communication & Customer Service Area of Focus Performance Rating Communication 1. Displays good oral, written and listening skills. 2. Communicates accurately and honestly in an open, candid and respectful manner. 3. Displays self control and is calm under pressure. 4. Responds to customer s and phone calls within 3 business days. 5. Immediately communicates all urgent matters to Supervisor. 6. Responds to District issued s and phone calls within 1 business day. Customer Service 7. Reviews customer satisfaction surveys and shares with your team in a timely manner. 8. Understands the role that quality service plays in customer satisfaction. Leadership Functions 9. Takes responsibility for decisions, action and results; delivers on commitments to customers. 10. Conducts bi-annual site visits with each assigned trades staff in order to observe, assess and ensure quality service, efficiency and technical expertise. 11. Does the right thing, conducts business in an ethical manner and in accordance with SPPS policies and operating procedures. Communication & Customer Service Comments:
5 Part V. B. Performance Training & Team Building Area of Focus Performance Rating Training &Teamwork 1. Seeks and proactively takes advantage of appropriate training opportunities. 2. Has completed and passed all required training in a timely manner. 3. Maintains in good standing licenses and certificates required for position. 4. Builds trust by respecting the ideas and contributions of everyone; works well with others. 5. Contributes to positive morale and spirit within the team; and embraces diversity by adhering to the District s Racial Equity Policy. 6. Coaches and encourages others on a regular basis. 7. Works well with other Facilities groups and openly shares information to get work accomplished by the entire department in a positive and efficient manner. Leadership Functions 8. Monitors work order activity by tasks and by individual team members to determine staff strength and weaknesses. They shall determine and identify training opportunities as required. 9. Assists Supervisor in performance management and evaluation of assigned trades staff. Technical trainings and professional development courses taken in the year of evaluation: Training & Team Building Comments:
6 Part V. C. Performance Financial Stewardship Area of Focus Performance Rating Financial Stewardship 1. Recognizes and recommends to supervisor cost savings opportunities. Leadership Functions 2. Provides well planned work order assignments that promotes cost effective and efficient service. 3. Demonstrates good financial stewardship in utilization of assigned staff labor and budgeting materials. 4. Works openingly with supervisor to analyze data and demonstrates a willingness to modify work processes. 5. Holds consistent and regular shop meetings for assigned staff. Employee Financial Stewardship Comments:
7 Part V. D. Performance Safety Area of Focus Performance Rating Safety 1. Demonstrates a commitment to safety by following rules and guidelines. 2. Performs work using safety equipment required for the task. 3. Reports any unsafe working conditions to supervisor. 4. Meets requirements of 100% participation in safety training. 5. Encourages and assists others to follow safe work habits. 6. Takes proper care of materials, equipment and vehicles. 7. Properly uses materials and equipment to effectively complete workload in a timely fashion. 8. Maintains assigned areas and vehicles in a neat orderly appearance. Quality of Work 9. All repairs are performed up to code and industry standards. 10. Recognizes and learns from mistakes, taking appropriate action to reduce errors. 11. Shows ability to analyze complex problems and find solutions. Attendance & Punctuality Leadership Functions 12. Demonstrates regular and punctual attendance and remains for the duration of the shift. 13. Arrives to work in proper uniform. 14. Measure individual team member s performance by duration of work tasks (open to close), number of work tasks completed and wrench time logged. 15. Is available each morning to provide communication updates, answer staff questions, and advise on tools, parts and equipment necessary for upcoming work orders. 16. Communicates with Supervisor if their staff needs to remain at 1930 Como for an extended period of time. 17. Is proficient in the TRIRIGA system. 18. Monitors the Department s Key Performance Indicators and communicates them with their teams. Employee Quality of Work Comments Below: Part V1. Individual Performance Objectives and Potential Evaluation Improvement (List performance guidelines here) Individual Performance Objectives
8 Part VI Individual Performance Objective and Potential Evaluation Improvement a. Evaluate the employee s performance during the rating period. Rate the performance objectives based on: Meets Standards Exceeds Standards Needs Improvement (An improvement plan maybe developed) b. Rater comments (write comments to support your rating): c. Start Work Plan Start Date Follow-up Date (90 days) Recommendation for Improvement: Comments:
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.
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 REVIEW NON- UNIT PROFESSIONAL
PERFORMANCE REVIEW NON- UNIT PROFESSIONAL Name: Title: Hire Date: Employee ID #: Department: Date Started in Position: Evaluation Period: Performance Review Attach the employee s current job description.
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
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...
University of Maryland Nonexempt Staff PRD Form
PERFORMANCE REVIEW AND DEVELOPMENT PROCESS University of Maryland Nonexempt Staff PRD Form Employee Name: UID: Job Title: Division/Department: Supervisor: Rating Cycle: Date of Final Review: Section/Unit:
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
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
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
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
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION Evaluation Period:* to Evaluation Meeting Date: SECTION 1 Employee: Job Title: Employee ID: Department: Immediate Supervisor/Administrator: Title: TYPE OF
EMPLOYEE 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
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:
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
The Bureau of Public Service System PERFORMANCE EVALUATION FORM
The Bureau of Public Service System PERFORMANCE EVALUATION FORM GENERAL INFORMATION In accordance with Public Service System Rules and Regulations Part 9.1 The performance evaluation system is designed
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.
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:
Springfield College Performance Planning and Review
PERFORMANCE APPRAISAL/ANNUAL REVIEW SPRINGFIELD COLLEGE Employee Name Position Department Supervisor Performance Review Period beginning (month) (year) Job Importance Rating Scale 0 - Not Applicable to
PERFORMANCE APPRAISAL (Non-Exempt)
PERFORMANCE APPRAISAL (Non-Exempt) ****************************************************** Name Department: Job Title Appraisal Period JOB KNOWLEDGE Consider overall knowledge, constructive and creative
Position Title: ID #: Evaluation Type: Annual Bi-Annual Other PERFORMANCE RATINGS:
Mission To conduct education, research and clinical services in the context of community engagement to train health professionals who promote wellness, provide care with excellence and compassion, and
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
County of Orange Department of Fire & EMS Employee Performance Evaluation Company Officer. Hire Date: Period Covered:
County of Orange Department of Fire & EMS Employee Performance Evaluation Company Officer Name: Hire Date: Period Covered: Employee #: From: To: Evaluation and Criteria Using the following numerical scale,
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
Performance Evaluation for Exempt Employees Employer Instructions
Performance Evaluation for Exempt Employees Employer Instructions 1. Review employee's performance for the entire period. Refrain from basing judgments on recent or isolated events only. Disregard your
EMPLOYEE PERFORMANCE EVALUATION
EMPLOYEE PERFORMANCE EVALUATION NAME POSITION/TITLE HIRE DATE LOCATION/DEPARTMENT EMPLOYMENT STATUS FT PT PD LAST REVIEW DATE IMMEDIATE SUPERVISOR DATE: TYPE OF REVIEW: ANNUAL PROBATIONARY OTHER Instructions
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
POLICE OFFICER (EMPLOYEE) EVALUATION
CHESWOLD POLICE Department of Public Safety POLICE OFFICER (EMPLOYEE) EVALUATION Effective Date: Directive Number: April 15, 2013 10-1-7 Special Instructions: NONE Distribution: All Sworn & Last Re-Evaluation
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
Employee Self-Evaluation Form
Employee Self-Evaluation Form Employee Name: Job Title: Department: Performance Review Period: From: JANUARY 1, 2013 To: DECEMBER 31, 2013 PERFORMANCE STANDARDS Complete each performance area described
EMPLOYEE PERFORMANCE EVALUATION (Part-Time non-benefited staff only)
EMPLOYEE PERFORMANCE EVALUATION (Part-Time non-benefited staff only) Employee Name: Name: Position Title: Position Title: EKU ID No.: Review Period: / / through / / Department: Review Date: / / *This form
Date Started Current Position. Instructions
Client Company Performance Appraisal Review for Non-Exempt Employees Employee Name Title of Review Department Started Current Position Current Supervisor Instructions Review employee s performance for
EMPLOYEE PERFORMANCE 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
Writing Performance Objectives for Job Components: A Brief Tutorial
Writing Performance Objectives for Job Components: A Brief Tutorial Under the State of Missouri s PERforM employee appraisal system, each employee must have at least one (1) performance objective for each
Collier County Public School District Principal Mentor Handbook
Collier County Public School District Principal Mentor Handbook Masterful mentors inspire people by helping them recognize the previously unseen possibilities that lay embedded in their existing circumstances.
Masters of Science (MS) in Educational Psychology
College of Education and Human Development (CEHD) Graduate School of Education (GSE) School of Recreation, Health, and Tourism (SRHT) Masters Programs Teacher Licensure Certification Programs & Advanced
The New West Point Leader Development System (WPLDS) Outcomes Approved by the Academic Board and Superintendent on 16 January 2014
Upon commissioning, West Point graduates are leaders of character committed to the ideals of duty, honor, country and prepared to accomplish the mission. They will: 1. Live honorably and build trust. Graduates
Growing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State
The New York State Board of Regents and The New York State Education Department Growing Tomorrow s Leaders Today Preparing Effective School Leaders in New York State "The factor that empowers the people
Warren-Trumbull County Public Library Staff Performance Review
Employee: Supervisor: Title: Department: Evaluation Period: Length of time in current position: The performance of each W-TCPL employee is reviewed annually. This review instrument, and the meeting that
Classified Employee Performance Assessment
Classified Employee Performance Assessment Evaluation for: Employee name Job classification title Internal position title Department School, College, Division Employment date for current position Most
EMPLOYEE REVIEW SYSTEM
DA 230 EMPLOYEE REVIEW SYSTEM EMPLOYEE NAME (Last, First, MI) SOCIAL SECURITY NUMBER/EMPLOYEE ID REVIEW PERIOD From: No. of Feedback Sessions: To: AGENCY NAME AND NUMBER REVIEW TYPE Probationary CLASS
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
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
PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC)
PERFORMANCE PLANNING WORKSHEET FOR PROFESSIONAL EMPLOYEES (PS-35LC) NAME: JOB TITLE: This worksheet should be given to the employee prior to the scheduled performance review. The employee should complete
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
CENTRAL STATE UNIVERSITY PERFORMANCE APPRAISAL FORM
CENTRAL STATE UNIVERSITY PERFORMANCE APPRAISAL FORM Name Date Department Evaluation Period Job Title Evaluator Annual Probationary Special (Explain) Performance I. SELF-ASSESSMENT In what areas do I excel
MANAGEMENT PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN
MANAGEMENT PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN PLEASE PRINT OR TYPE Date of Appraisal: Evaluating Manager: Division Head: LAST NAME FIRST INITIAL DATE HIRED DEPARTMENT / DIVISION JOB TITLE PURPOSES
Salaried Performance Appraisal 1870 South Boulder Avenue Tulsa, Oklahoma 74119.5423 www.mhat.org
Salaried Performance Appraisal 1870 South Boulder Avenue Tulsa, Oklahoma 74119.5423 www.mhat.org Employee Name Job Title Hire Date Evaluation Date Department Supervisor Annual Review 90 day Review Review
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
CONSOLIDATED SCHOOL DISTRICT OF NEW BRITAIN
CONSOLIDATED SCHOOL DISTRICT OF NEW BRITAIN I. EVALUATION PURPOSES PERFORMANCE EVALUATION GUIDELINES FOR NON-CERTIFIED EMPLOYEES Revised March 2013 To make clear what is expected of employees by establishing
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:
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
SOCIETY OF ST. VINCENT DE PAUL OF VANCOUVER ISLAND EMPLOYEE PERFORMANCE REVIEW
SOCIETY OF ST. VINCENT DE PAUL OF VANCOUVER ISLAND EMPLOYEE PERFORMANCE REVIEW NAME: PROGRAM: POSITION: REVIEW PERIOD: Introduction As part of the annual employee performance evaluation and review process,
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
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
The Health and Family Planning Manager s Toolkit PERFORMANCE MANAGEMENT TOOL
The Health and Family Planning Manager s Toolkit PERFORMANCE MANAGEMENT TOOL Part I - Performance Planning and Review System Part II - Developing Performance Objectives Part III - Developing Job Descriptions
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
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...
North Carolina School Nurse Evaluation Process
North Carolina School Nurse Evaluation Process Users Guide May 2013 Acknowledgements The North Carolina Department of Public Instruction gratefully acknowledges the School Nursing Evaluation Development
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
Standard 1 INSTRUCTIONAL LEADERSHIP: SPED Coordinator is a World Class instructional leader.
Special Education Coordinator Leadership Effectiveness through Analysis & Data HE: School Teams and special education staff are successful in making it happen. (Teams/SPED Staff catch fish on own) E: The
CITY OF ROGUE RIVER EMPLOYEE PERFORMANCE REVIEW
CITY OF ROGUE RIVER EMPLOYEE PERFORMANCE REVIEW Name: Evaluation Period To/From: Position: Evaluator: Department: Salary Range/Step: Reason for Appraisal: Completion of Probationary Period Special Review
Performance Review and Development Guide
Performance Review and Development Guide Performance Review & Development Program Community Action Partnership of Madera County strongly believes in the ongoing development of our most valuable asset our
Job Description. Essential Duties and Responsibilities include the following. Other duties may be assigned.
Job Description Job Title: FLSA Status: Exempt Level: 1 Department: Technical Reports To: Help Desk Supervisor Date: February 2012 Overview: River Run is seeking to hire a full-time to assist with the
Tacoma Pierce County Health Department Employee Development and Performance Review
Tacoma Pierce County Health Department Employee Development and Performance Review The purpose of the performance and development system at Tacoma-Pierce County Health Department is to continuously develop
Results Based Performance Management System (RPMS) FREQUENTLY ASKED QUESTIONS (FAQs)
Results Based Performance Management System (RPMS) FREQUENTLY ASKED QUESTIONS (FAQs) 1. What is the Performance Management System? It is an organization-wide process to ensure that employees focus work
Office of Human Resources. Financial Manager
Office of Human Resources Financial Manager Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Manages financial functional and/or operational area(s) that include implementing work plans based on annual goals
LEADERSHIP DEVELOPMENT FRAMEWORK
LEADERSHIP DEVELOPMENT FRAMEWORK February 13, 2008 LEADERSHJP PERSPECTIVE I consider succession planning to be the most important duty I have as the Director of the NOAA Corps. As I look toward the future,
TOWSON UNIVERSITY College of Business and Economics Department of Accounting. ACCT 497 Internship
TOWSON UNIVERSITY College of Business and Economics Department of Accounting ACCT 497 Internship Eligibility The Department of Accounting requires consent of department chair and senior status. General
PART II GUIDE TO CONDUCTING A SUCCESSFUL PERFORMANCE APPRAISAL BEFORE
LANGSTON U NIVERSITY Performance Management System Clerical, Craft, Maintenance, Technical, and Service Employees Use for Employees Who Do Not Supervise Others PART I Langston University s performance
Director of Facilities Management
Office of Human Resources Director of Facilities Management Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Directs the Facilities Management Division of the Department of General Services including developing
HUMAN SERVICES AND CORRECTIONS TECHNOLOGY Plan for Assessment of Student Academic Achievement 2007-2008
HUMAN SERVICES AND CORRECTIONS TECHNOLOGY Plan for Assessment of Student Academic Achievement 2007-2008 From the Mission of Hocking College Hocking College is an innovative, experience-based technical
Leading Self. Leading Others. Leading Performance and Change. Leading the Coast Guard
Coast Guard Leadership Competencies Leadership competencies are the knowledge, skills, and expertise the Coast Guard expects of its leaders. The 28 leadership competencies are keys to career success. Developing
Performance Evaluation Form: Part-Time & Seasonal Employees
Performance Evaluation Form: Part-Time & Seasonal Employees Employee Name: Review Position: Supervisor: Type Performance Review: Annual Review Other Review Period From: To: INTRODUCTION The performance
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
Rubric for Evaluating North Carolina s Instructional Technology Facilitators
Rubric for Evaluating North Carolina s Instructional Technology Facilitators Standard 1: Instructional Technology Facilitators demonstrate leadership. Not Demonstrated Developing Proficient Accomplished
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...
CAFM APPLICATION and CRITERIA. Give yourself a competitive edge
CAFM APPLICATION and CRITERIA Give yourself a competitive edge The Certified Aboriginal Financial Manager (CAFM) designation is the preferred credential for Aboriginal finance and management positions
WEST VIRGINIA VIRTUAL SCHOOL (WVVS) ONLINE TEACHER EVALUATION. (Form modified from:) West Virginia Board of Education Policy 5310 TEACHER EVALUATION
ADDENDUM ATTACHED YES WEST VIRGINIA VIRTUAL SCHOOL (WVVS) ONLINE TEACHER EVALUATION (Form modified from:) West Virginia Board of Education Policy 5310 TEACHER EVALUATION Teacher s Name WVVS Years Experience
Performance Management Tool 5 Employee Self Evaluation
Performance Management Tool 5 Employee Self Evaluation Annual Performance Review Form Employee Self Evaluation Employee Name: Department: Review Period: Criteria EE ME DR Exceeds Expectations Meets Expectations
INTRODUCTION...1 FREQUENTLY ASKED QUESTIONS ABOUT REFERENCE CHECKS...2
Reference Checking Table of Contents INTRODUCTION...1 FREQUENTLY ASKED QUESTIONS ABOUT REFERENCE CHECKS...2 WHO CONDUCTS THE REFERENCE CHECKS?...2 HOW MANY REFERENCES SHOULD BE CONTACTED?...2 WHO SHOULD
School Psychology Internship Evaluation. Psychology 686: Internship in School Psychology Millersville University Department of Psychology
School Psychology Internship Evaluation 1 Psychology 686: Internship in School Psychology Millersville University Department of Psychology Intern: Field Supervisor: Date of Evaluation: / / School District:
How To Be A Team Member
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
Maricopa County Community College District. Management, Administrative, and Technology (MAT) Performance Appraisal and Evaluation Summary Form
110703 v. 22 ( 2003 Maricopa Community College District) 1 of 6 Maricopa County Community College District Management, Administrative, and Technology (MAT) Performance Appraisal and Evaluation Summary
Job Description. Created Date: June 3, 2015 Version: 1.0
Job Description Title: Fleet Manager Reporting To: VP Patient Services Department: Location: FLSA Classification: Exempt Salary Grade: Created Date: June 3, 2015 Version: 1.0 Position Summary Manages,
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
ANNUAL PERFORMANCE EVALUATION FOR NONFACULTY EMPLOYEES BANNER EMPLOYEE ID NUMBER:
ANNUAL PERFORMANCE EVALUATION FOR NONFACULTY EMPLOYEES NAME: POSITION TITLE: DEPARTMENT/OFFICE: EVALUATED BY BANNER EMPLOYEE ID NUMBER: BANNER POSITION NUMBER: REVIEW DATE: Supervisor ID: INSTRUCTIONS:
SALON MANAGEMENT PERFORMANCE APPRAISAL
Name O = How I rate myself [ ] = Manager's Rating Salon Location Date / / The performance appraisal (PA) is designed to be a feedback tool, an instrument of two way communication. During the PA there should
Pima Community College District. Vice Chancellor of Human Resources
Pima Community College District Vice Chancellor of Human Resources Pima Community College seeks an innovative and strategic leader as Chief Human Resources Officer (CHRO). For more than 40 years, Pima
IC Performance Standards
IC Performance Standards Final Version 1 23 April 2009 1 TABLE OF CONTENTS BACKGROUND... 3 OCCUPATIONAL STRUCTURE... 4 PERFORMANCE ELEMENT CONTENT MODELS... 7 Professional and Technician/Administrative
POSITION ANNOUNCEMENT Information Technology Services Brownwood, Texas
POSITION ANNOUNCEMENT Information Technology Services Brownwood, Texas Howard Payne University does not discriminate on the basis of race, color, national origin, gender (except where gender is a bona
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
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
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
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
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
Performance Appraisal Form for Doctor
Performance Appraisal Form for Doctor In the following sections, circle the number for the rating definition that best describes the doctor s performance. Quality Of Clinical Work 1. Makes frequent errors;
PROGRAM: Residential Services Servants Heart Residential Treatment Center
TITLE: PROGRAM: Residential Services Servants Heart Residential Treatment Center PAY GRADE: 4 PRIMARY FUNCTION/PURPOSE The provides daily care, guidance, supervision, and therapeutic intervention to residents
Engineer/Architect Executive
Office of Human Resources Engineer/Architect Executive Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Directs functional and/or operational areas that include establishing a multi-year vision and strategic
Higher Education Administration Internship Handbook
Higher Education Administration Version 1.0 Higher Education Administration Page 1 of 18 INTRODUCTION A. Value of Internships in Higher Education Administration Internships in Higher Education Administration
SECTION I GENERAL JOB RESPONSIBILITIES
NIPISSING UNIVERSITY ADMINISTRATIVE EMPLOYEE EVALUATION The purpose of this employee evaluation is to assess performance/skill levels, improve communication and pin-point strengths and weaknesses identified