PERSONNEL POLICY 13 PERFORMANCE REWEW

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1 PERSONNEL POLICY 13 PERFORMANCE REWEW It is the policy of the Chamber to constantly strive toward equity in salary administration. The attached performance appraisal procedures and forms are designed for this purpose and to maintain competitive positions in our labor markets. (insert performance appraisal forms here)

2 greater omaha chamber of commerce EMPLOYEE PERFORMANCE APPRAISAL PROCESS Performance reviews and salary reviews are provided annually. Interim reviews may be necessary for the following reasons: job content change, additional responsibilities, promotions, re-evaluation of job due to local market conditions, or whenever any performance problems exist. Fill in name, review date, review period, etc. Sections should be completed using the following standards: (3) (2) (1) (0) Special Recognition Fully Meets Does Not Below Minimum Consistently Requirements Consistently Meet Standards Exceeds Requirements Requirements Performance Performance fully Performance Performance is consistently exceeds meets job sometimes meets below minimal requirements with requirements on a requirements but acceptable minimum consistent basis not consistently, standards, supervision/direction; improvement is immediate achievements are well necessary improvement beyond those required expected at this level The section entitled SUMMARY COMMENTS REGARDING OVERALL PERFORMANCE is to be completed by the manager/supervisor and covers the employee s performance behavior in general. This section also includes areas of strength and areas needing improvement. The section entitled DEVELOPMENTAL AND CAREER RECOMMENDATIONS is to be completed for the coming year. Use additional pages as necessary to complete this section. The EMPLOYEE COMMENTS portion should contain any observations he or she may have concerning the appraisal process, goals/objectives for the coming year, or career path plans. Both the employee and the manager/supervisor are to sign the form. The page entitled PERFORMANCE GOALS is to be completed by the manager and the employee based on the employee s needs, wants, and desires, and includes the employee s job specific goals. Timeline for 2007 Annual Reviews November 5 November 5 16 November November 27 December 7 9ecember )ecember 21 Roll-out process for annual reviews Personal reviews, peer reviews completed Managers complete performance appraisal forms President reviews completed forms Performance appraisals conducted with employees Performance appraisals and 2007 Performance Goals submitted to HR

3 greater omaha chamber of commerce Name Review Date Evaluator Review Period: Position: Date Prepared: Job Specific The expectation is the employee consistently: Use a few bullets from annual goals and job description (main functions).. Employee comments/examp!es: Organizational Vision, Mission and Values The expectation is the employee consistently: Can articulate the vision, mission and values of the organization Understands how his/her position relates to the goals and values of the organization Uses vision, mission and values as a framework for making decisions and conducting oneself Provides a positive example by adhering to organizational policies and procedures Exhibits broad based Chamber product/service knowledge and can articulate it effectively Provides information/participates in the quarterly reporting of our strategic plan

4 Quality and Quantity of Service he expectation is the employee consistently: Completes work assignments accurately, errors are rare Is dependable, follows through with commitments and meets deadlines Provides a prompt and courteous reply to external and internal customers Meets established department goals and records appropriately for plan measurements Assesses outcomes against original purpose and learns from experiences Is flexible, able to adapt to changing work conditions and/or project requirements Spirit of Service Dhe expectation is the employee consistently: Has a positive attitude, showing enthusiasm and a desire to be excellent Demonstrates collaboration and a willingness to cooperate with others Uses all his/her skills to do the best job possible, is passionate about the Chamber Can accept suggestions or criticism and is able to reflect/discuss appropriately Demonstrates impeccable integrity Is accountable, accepts responsibility for his/her job duties

5 Professionalism ie expectation is the employee consistently: Has a professional, well groomed personal appearance Is seen as an ambassador to the Chamber (poised, helpful, knowledgeable) Demonstrates technical knowledge and ability to operate office machinery and software Looks to other professionals and organizations for ideas/knowledge Is conscientious about neatness of immediate work area, as well as the Chamber in general Maintains expected attendance (reports to work on time, takes appropriate breaks, communicates schedule changes to co-workers, works a full day) udgmentlproblem Solving The expectation is the employee consistently: Is thorough in investigating problems Is innovative in developing solutions, using the framework of the organization s goals and values as guidance Demonstrates ability to be flexible and adaptable Recognizes and sets realistic priorities Demonstrates ability to make decisions and solve problems effectively based on available information

6 Communication ne expectation is the employee consistently: Listens and is able to reflect back Clearly articulates information to others, is a concise and effective speaker Develops accurate, professionally written communications Facilitates and/or participates in group discussions Shares information appropriately Leads and/or participates in regularly scheduled department meetings Relationship Management expectation is the employee consistently: Recognizes and respects diversity Develops and/or participates in productive group efforts, recognizing the value of teams Is able to provide feedback in an appropriate manner Selects competent staff and/or volunteers Provides effective and on-going coaching, training and support to staff and/or volunteers Is able to resolve conflict appropriately

7 Resource Management e expectation is the employee consistently: Is a good steward of Chamber resources Operates within budget parameters, monitoring income and expenses to ensure financial stability Process invoices and/or bills in a timely manner Assigns tasks to staff/volunteers that will optimize their skills, time and interest Anticipates current and future needs, and articulates them appropriately Plans, organizes and implements personal and organizational goals and tactics Professional and Personal Development je expectation is the employee consistently: Uses his/her strengths as often as possible Has made progress on this year s goals Is interested in improving performance by increasing knowledge and skills Periodically scans other organizations/sources for new ideas Is involved in industry related education and/or professional organizations Job specific score: Total of all other scores: TOTAL OF ALL RATING SCORES: 6

8 Signed: Summary Comments Regarding Overall Performance Developmental and Career Recommendations (For the Next 12 Months) Employee Comments Evaluator Employee Date: Date:

9 2008 PERFORMANCE GOALS me Review Period: Chamber Vision: The Chamber will be the catalyst organization that ensures greater Omaha is a vibrant place to do business, work and live. Chamber Mission: To increase business, investment and employment in the Greater Omaha area 2008 Division Objectives Use the objectives from your 2008 Program of Work b Specific Goals for 2008 Personal and Developmental Goals for

10 greater omaha chamber of commerce 2007 MID-YEAR PERFORMANCE UPDATE Employee: Reviewer: REVIEW OF 2007 PROGRAM OR PROJECT SPECIFIC GOALS Goal 1: Goal 2: Goal 3: Goal 4: is going well? Not so well? is getting in the way of your success? can I (as your manager) do to help you achieve your goals? REVIEW OF 2007 PERSONAL GOALS Goal 1: Goal 2: Goal 3: Goal 4: is going well? Not so well? is getting in the way of your success? can I (as your manager) do to help you achieve your goals?

11 Date: Overall comments by reviewer (concerns, revised goals for remainder of the year): Comments by employee: Employee Signature: Reviewer Signature:

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