Utica College Performance Review Form for LEADERSHIP

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Utica College Performance Review Form for LEADERSHIP"

Transcription

1 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 FOR COMPLETING THIS FORM This form is used to review leadership performance for the review period outlined above. Leadership performance is evaluated based on six factors: work knowledge; quality of work; problem solving/decisiveness; interpersonal, teamwork, and communication skills; commitment to Utica College s mission, values and strategic plan; and general leadership skills. Desirable actions and/or behaviors have been identified for each factor. For each of the actions or behaviors within each factor, please assign a numerical value using the Rating Chart on page 2. Total the Score column for each performance factor. Add up the total points received for the factor and enter it in the Total Score box. Divide the total score by the number of descriptors used and enter it in the Section Average box. Please remember to exclude any items you mark NA from the total number of descriptors used, as they do not apply. Also, if you decide to add an item, please remember to include it in the total number of descriptors used. Please use the top of the Comments section to note any added descriptors. After you have a section average for each performance factor, proceed to the Overall Score and Rating page to complete the numerical portion of the review. IMPORTANT Please cite specific examples that support the section score for each factor. This will help an employee understand how you arrived at the score and give specific examples of actions and behaviors to continue, and those that require improvement. Please call the Office of Human Resources at (315) if you need help completing this form. 1

2 RATING CHART Rating Numerical Value Definitions OUTSTANDING 4 EXCEEDS EXPECTATIONS 3 MEETS EXPECTATIONS 2 NEEDS IMPROVEMENT 1 UNACCEPTABLE 0 NA Recommends innovative and highly effective solutions to problems. Work is of exceptional quality even under tight deadlines. Assigned responsibilities are completed without supervision. Consistently exceeds departmental performance expectations to a degree that is obvious to the supervisor, constituents and peers. Truly outstanding level of contribution (well beyond requirements) during performance period. Consistently meets and often exceeds established departmental key performance expectations. Work is completed accurately and by scheduled deadlines. Assigned responsibilities are completed with minimal supervision. Demonstrates behaviors that results in the effective performance of the position s requirements. Volunteers to work on special projects to improve job or institutional knowledge. Meets established departmental performance expectations. Demonstrates the knowledge, skills, and abilities that result in the effective performance of position requirements. Does not consistently meet departmental performance expectations. Demonstrates some skills and abilities required to perform job; however, work is often incomplete and/or does not meet scheduled deadlines. Supervisory review of work is frequently required. Meets only the minimum position requirements. Performance must be improved and a performance improvement plan is required. For assistance please contact the Office of Human Resources. Does not meet departmental performance expectations. Has not demonstrated the necessary knowledge, skills, ability, and/or commitment. Has not kept pace with job requirements. Successes may be occasional, or performance has been deteriorating. Immediate and sustained improvement is needed in order to maintain continued employment. A performance improvement plan is required. For assistance please contact the Office of Human Resources. "Not Applicable". The employee cannot be scored in this area as it does not apply to his/her specific position. NA items will not be included in scoring. However, if more than 50% of the items are not applicable, the supervisor should add alternative measures. 2

3 PERFORMANCE FACTORS 1) LEADERSHIP AND PEOPLE MANAGEMENT SKILLS: Ability to motivate teams to perform at high levels. Capacity to pursue opportunities, adapt to changing work priorities and create innovation in processes and tasks. Makes values based decisions and works to support strategic plan. Please use the COMMENTS section to cite specific examples to support the overall score. Has good rapport with team and is able to motivate them to achieve goals Effectively uses the division/department s decision making structure to advance goals Finds innovative ways to improve processes or tasks through own ideas or by tapping into the ideas of staff Consistently rewards good staff performance and addresses areas for performance improvement Is responsive to changing priorities and is able to reprioritize effectively Regularly communicates the strategic plan and operational goals to staff and makes the connection to their daily work Is viewed as a credible and reliable resource by others in the institution Promotes a collegial atmosphere within the leadership group through open and transparent communication; involves key stakeholders, including other leaders and departments, in decision making processes as appropriate Shows fiscal responsibility by managing budgets and resources effectively Is a role model to others by upholding Utica College s mission, values, and policies SECTION AVERAGE: DIVIDE BY NUMBER OF COMMENTS (cite specific examples): 3

4 2) WORK KNOWLEDGE: Effectiveness with which the employee applies job knowledge and skills to duties. Please use the COMMENTS section to cite specific examples to support the overall score. Demonstrates knowledge required to accomplish job duties effectively Understands scope of responsibility Takes responsibility for getting assignments done and follows up with key stakeholders appropriately Understands and performs job duties in accordance with UC policies Meets scheduled work deadlines and effectively prioritizes work SECTION AVERAGE: DIVIDE BY NUMBER OF COMMENTS (cite specific examples): 4

5 3) QUALITY OF WORK: Manner in which work is completed and viewed by supervisor and constituencies served peers, students, faculty, administrators and the outside community. Please use the COMMENTS section to cite specific examples to support the overall score. Clearly plans, organizes and executes duties using time and resources efficiently Is thorough and accurate in completion of assignments, paying close attention to details Responds to requests in a timely and effective manner Handles multiple tasks and activities simultaneously Produces dependable and consistent results Takes initiative to seek out professional growth opportunities SECTION AVERAGE: DIVIDE BY NUMBER OF COMMENTS (cite specific examples): 5

6 4) PROBLEM SOLVING/DECISIVENESS: Ability to analyze challenges, develop solutions and make sound, timely decisions. Please use the COMMENTS section to cite specific examples to support the overall score. Identifies issues, problems and opportunities in a timely manner Offers creative suggestions for improvement Is able to identify and prioritize key issues in a variety of situations Makes appropriate and timely decisions as it relates to his/her work Shows accountability for decisions at all times SECTION AVERAGE: DIVIDE BY NUMBER OF COMMENTS (cite specific examples): 6

7 5) INTERPERSONAL, TEAMWORK AND COMMUNICATION SKILLS: Ability to foster positive relationships throughout the institution through values driven behavior and strong communication skills. Please use the COMMENTS section to cite specific examples to support the overall score. Builds and maintains effective harmonious work relationships within and across departments; collaborates well on group projects Effectively works to enhance the whole department's performance and the performance of other departments Deals effectively with others in conflict situations and is able to resolve conflict Demonstrates effective writing skills Demonstrates effective oral skills Manages and keeps information accessible; shares information easily and appropriately Communicates effectively with supervisors, direct reports, peers and the outside community (as needed); exercises tact, courtesy and respect Accepts constructive feedback in a positive manner and willingly pursues opportunities for improvement Maintains confidentiality when needed in accordance with policies, procedures and applicable laws Practices active listening SECTION AVERAGE: DIVIDE BY NUMBER OF COMMENTS (cite specific examples): 7

8 6) COMMITMENT TO UTICA COLLEGE S MISSION, VALUES AND STRATEGIC PLAN: Demonstrates behaviors that are in concert with and promote the College s mission, values and strategic plan. Please use the COMMENTS section to cite specific examples to support the overall score. Is committed to fostering diversity of perspective and encourages this in the department Is dedicated to the well being of others in the institution Is dedicated to the highest ethical standards and integrity Is dedicated to the individual needs of our students Participates in student related and/or student sponsored activities Has ongoing voluntary participation on UC committees and/or in community events SECTION AVERAGE: DIVIDE BY NUMBER OF COMMENTS (cite specific examples; be sure to list activities, committees and community events): 8

9 OVERALL EMPLOYEE SCORE AND RATING Score: Please enter each performance factor score below, total and average to come up with overall employee score. Performance Factor LEADERSHIP AND PEOPLE MANAGEMENT SKILLS WORK KNOWLEDGE QUALITY OF WORK PROBLEM SOLVING/DECISIVENESS INTERPERSONAL, TEAMWORK AND COMMUNICATION SKILLS COMMITMENT TO UC s MISSION, VALUES AND STRATEGIC PLAN TOTAL Score TOTAL/6 (divide total by 6) = OVERALL SCORE Rating: Please mark (circle, check, highlight, etc.) the employee s overall rating using the overall score above. Rating Score Range OUTSTANDING EXCEEDS EXPECTATIONS MEETS EXPECTATIONS NEEDS IMPROVEMENT UNACCEPTABLE 0.9 PRIOR YEAR GOAL REVIEW: Please refer to prior year s goals and indicate which ones have been meet successfully, and which have not. Please provide explanations. 9

10 GOAL SETTING FOR COMING YEAR: Please refer to the employee s SMART goals worksheet (either attach sheet or summarize here). Indicate any training or other professional development opportunities that will aid in goal achievement. / / Supervisor s Signature Date EMPLOYEE COMMENTS: I have read and discussed the contents of this form with my supervisor. I understand that my signature does not necessarily indicate agreement with this evaluation. My signature does serve as acknowledgement that I have access to and understand Utica College s policies procedures including those outlined in the Employee Handbook. / / Employee Signature Date Date Received in HR / / HR initials / / For HR Use Only 10

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

Bloomfield College Staff Employee Performance Review 2014-15

Bloomfield College Staff Employee Performance Review 2014-15 Bloomfield College Staff Employee Performance Review 2014-15 Employee Name: Position: Evaluator: Department: Date of Evaluation: Date of Hire: 1. Summary of departmental mission and customer service philosophy:

More information

CCAD Management Employee Performance Review

CCAD Management Employee Performance Review CCAD Management Employee Performance Review Employee Name: Title: Reviewing Manager: Department: Date: KEY RESULTS SECTION Instructions: In the spaces provided, provide pertinent comments concerning each

More information

Manager / Supervisor Performance Review

Manager / Supervisor Performance Review Manager / Supervisor Performance Review SECTION 1 Personal Information (Please print clearly and provide complete & accurate information) Employee Name: Current Review Period: to Job Title: Department

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

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

Employee Performance Review. Reference Guide

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...

More information

EMPLOYEE PERFORMANCE EVALUATION

EMPLOYEE PERFORMANCE EVALUATION EMPLOYEE PERFORMANCE EVALUATION For Exempt and Nonexempt Staff and Service Personnel Employee s Name (Last, First, MI): Position Title: Department: Period Covered: From: To: Type of Report: Probationary

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

Employee Development Plan

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

More information

Performance Evaluation Senior Management

Performance Evaluation Senior Management Employee Name: Position: Program/Dept.: Supervisor Name: Review Date: Rate your employee on the core standards listed below. If the standard listed is not applicable to the position, please mark n/a. Rating

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

PERFORMANCE APPRAISAL NON-ACADEMIC ADMINISTRATIVE - SUPERVISORY

PERFORMANCE APPRAISAL NON-ACADEMIC ADMINISTRATIVE - SUPERVISORY PERFORMANCE APPRAISAL NON-ACADEMIC ADMINISTRATIVE - SUPERVISORY Name: Job Title: Date of Evaluation: Department/School: AAMU Hire Date: Time in Current Position (years/months): Unit: Supervisor: Type of

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

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

NOT APPLICABLE (N/A): Reviewer has no direct knowledge of employee's behavior in this area. Job Knowledge Score: / 5.0

NOT APPLICABLE (N/A): Reviewer has no direct knowledge of employee's behavior in this area. Job Knowledge Score: / 5.0 Manager Performance Appraisal Appraisal Score Overall Score: / 5.0 Employee Information Name: Manager Name: Job Title: Department: Hire Date: Rating Scale Definition (5) EXCEPTIONAL: Consistently exceeds

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

CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION EMPLOYEE PLANNING & PERFORMANCE REVIEW

CALIFORNIA STATE UNIVERSITY LONG BEACH, FOUNDATION EMPLOYEE PLANNING & PERFORMANCE REVIEW TYPE OF APPRAISAL Employee Name First Annual Second Additional Supervisor/Manager Name Appraisal Review Period: Classification Month/Year Month/Year From to Department Date of Appraisal Complete the following

More information

Employee Evaluation. 5= Outstanding: Performance is extraordinary and exceptional. (Outstanding ratings should only be awarded on rare occasions.

Employee Evaluation. 5= Outstanding: Performance is extraordinary and exceptional. (Outstanding ratings should only be awarded on rare occasions. Employee Evaluation Name of Employee: Date of Review: Evaluator Name: Job Title: Years in Job: Performance Evaluation s: 5= Outstanding: Performance is extraordinary and exceptional. (Outstanding ratings

More information

Institute for Advanced Study Annual Staff Performance Evaluation

Institute for Advanced Study Annual Staff Performance Evaluation Institute for Advanced Study Annual Staff Performance Evaluation - 2016 Employee: Title: Evaluation Date: Manager: School/Department: Instructions: Considering your assessment and discussion of the employee

More information

STATE OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM

STATE OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM STATE OF SOUTH CAROLINA EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM Name Social Security No. Agency Department Position Classification Date Assigned to Current Position Performance Review From To PLANNING STAGE

More information

PERFORMANCE REVIEW NON- UNIT PROFESSIONAL

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.

More information

CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013

CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013 CITY OF GUNNISON EMPLOYEE PERFORMANCE APPRAISAL FORM 2013 Name: Position: Anniversary Date in Position: Department: Supervisor: Appraisal Period: from to PURPOSE Communication about performance between

More information

Performance Improvement Document: Goal Setting - Performance Management - Performance Feedback

Performance Improvement Document: Goal Setting - Performance Management - Performance Feedback Performance Improvement Document: Goal Setting - Performance Management - Performance Feedback Performance Improvement Purpose: The performance improvement process at Loyola University Chicago features

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

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

EMPLOYEE INFORMATION

EMPLOYEE INFORMATION EMPLOYEE INFORMATION Date Last Name MI First Name Position/Title Current Pay Grade Department/Division or Section Original Hire Date Performance Review Period Date Appointed to Current Position From: Supervisor

More information

Employee Performance Evaluation Form - Administrative Staff

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

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

Sample Employee Performance Appraisal

Sample Employee Performance Appraisal Sample Employee Performance Appraisal The Family Advisor: Management Issues for Family Foundations Employees 1. How accurate, thorough, clear is your work (include writing, phone work, etc.)? 2. Do you

More information

INTRODUCTION PART ONE: REVIEW OF PERFORMANCE ELEMENTS

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

More information

SOCIETY OF ST. VINCENT DE PAUL OF VANCOUVER ISLAND EMPLOYEE PERFORMANCE REVIEW

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,

More information

Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation

Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation Name Job Title Personal Information Division: Libraries & Educational Technologies Performance

More information

Employee Performance Review and Development (Non-Exempt)

Employee Performance Review and Development (Non-Exempt) Employee Performance Review and Development (Non-Exempt) Employee Name Employment Status: Regular Contingent II Period Covered Date of Review Job Title Division/Department Section/Unit Supervisor Rating

More information

EMPLOYEE EVALUATION WORKSHEET

EMPLOYEE EVALUATION WORKSHEET EMPLOYEE EVALUATION WORKSHEET In preparation of completing the Final Appraisal Form with the Supervisor, the Employee should evaluate and review his/her own previous performance using this worksheet as

More information

City of Sunset Valley Employee Performance Evaluation Form

City of Sunset Valley Employee Performance Evaluation Form 1. General Information City of Sunset Valley Employee Performance Evaluation Form Name Clay Collins Dept. _Admin Job Title City Administrator Time in Current Job Time with Entity Period of Review From

More information

LOCAL HEALTH DIRECTOR INTERVIEW QUESTIONS TEMPLATE (Suggested Questions for Personal or Telephone Interviews - Rating Criteria Follows)

LOCAL HEALTH DIRECTOR INTERVIEW QUESTIONS TEMPLATE (Suggested Questions for Personal or Telephone Interviews - Rating Criteria Follows) Template Developed December, 2006 LOCAL HEALTH DIRECTOR INTERVIEW QUESTIONS TEMPLATE (Suggested Questions for Personal or Telephone Interviews - Rating Criteria Follows) 1. Describe your experience in

More information

Ratings Exceeds Expectations Meets Expectations Improvement Needed

Ratings Exceeds Expectations Meets Expectations Improvement Needed The staff appraisal process is an on-going communications process that begins with the identification of performance goals by the supervisor in the fall. During the spring semester, a formal appraisal

More information

Clinical Social Work Team Leader

Clinical Social Work Team Leader Career Service Authority Clinical Social Work Team Leader Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over professional social workers engaged in performing a variety of social

More information

MILLSAPS COLLEGE ANNUAL EMPLOYEE PERFORMANCE EVALUATION For Exempt and Nonexempt Staff

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:

More information

Performance Review (Non-Exempt Employees)

Performance Review (Non-Exempt Employees) Performance Review (Non-Exempt Employees) Name: Department: Campus ID Number: Title: Review Period: - Job Description Review: I. Essential Job Requirements: (Consider employee s knowledge of duties, responsibilities

More information

STAFF PERFORMANCE EVALUATION QUESTIONNAIRE

STAFF PERFORMANCE EVALUATION QUESTIONNAIRE STAFF PERFORMANCE EVALUATION QUESTIONNAIRE JOB PERFORMANCE OF: EVALUATION PERIOD: FROM TO DATE: Dear Colleague: The assessment procedure for Support Staff includes evaluations by co- workers and other

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

Performance Appraisal Assessment Tool Instructions Table of Contents

Performance Appraisal Assessment Tool Instructions Table of Contents Table of Contents Introduction 2 Instructions 3 Glossary 4 Program Information 5 1. Coverage 5 2. Appraisal Period 6 3. Minimum Appraisal Period 6 4. Summary Levels 7 5. Element Appraisal (Expectations)

More information

2. Describe this employee s important accomplishments during the past year. Please provide examples.

2. Describe this employee s important accomplishments during the past year. Please provide examples. Supervisor Input Form Date Performance Appraisal Employee Name: Period Reviewed: Section 1: Activities and Accomplishments 1. Please state the primary responsibilities of this employee s position, as you

More information

MANAGEMENT PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN

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

More information

FY 2015 Senior Professional (SP) Performance Appraisal System Opening Guidance

FY 2015 Senior Professional (SP) Performance Appraisal System Opening Guidance Office of Executive Resources Office of the Chief Human Capital Officer U.S. Department of Energy FY 2015 Senior Professional (SP) Performance Appraisal System Opening Guidance Table of Contents Contents

More information

Performance Appraisal Process for the CEO 1

Performance Appraisal Process for the CEO 1 www.simonejoyaux.com Simone P. Joyaux, ACFRE Performance Appraisal Process for the CEO 1 Note: This process and appraisal tool along with Joyaux CEO job description applies, in general to any organization.

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

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

Rating Scale and Competency Definitions

Rating Scale and Competency Definitions Rating Scale and Competency s Performance Excellence Process (PEP) Fiscal Year 2013-2014 Rating Rating Scale Description -- Too New to Rate Employee has been in the role less than 90 days. More observation

More information

GLOBAL FINANCIAL PRIVATE CAPITAL, LLC. Job Description. JOB TITLE: Compliance Director

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

More information

Ball State University PERFORMANCE EVALUATION FORM FOR NONEXEMPT STAFF PERSONNEL. Evaluation Period: March 1, 2012, to February 28, 2013.

Ball State University PERFORMANCE EVALUATION FORM FOR NONEXEMPT STAFF PERSONNEL. Evaluation Period: March 1, 2012, to February 28, 2013. Definition of Performance: Performance evaluation is defined as the periodic and regular evaluation of an employee s ability to carry out assigned duties and responsibilities. A valuable talent management

More information

Number of employees who report to level of evaluated:

Number of employees who report to level of evaluated: APPRAISAL Name Position / Working Title Administrative Unit / College Period of Evaluation Management (I to IV) Number of employees who report to level of evaluated: Date of Last Evaluation CSU Trustee

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

ANNUAL PERFORMANCE EVALUATION FOR NONFACULTY EMPLOYEES BANNER EMPLOYEE ID NUMBER:

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:

More information

PERFORMANCE MANAGEMENT Employee Input

PERFORMANCE MANAGEMENT Employee Input PERFORMANCE MANAGEMENT Employee Input Employee Name: Social Security Number (or EI No.): School: Degree/Major: Expected Graduation Company/Division: Department: Location: A. What are your career objectives

More information

Performance Evaluation

Performance Evaluation Competency Exceptional Above Meets Partially Meets Overview of Ratings TRANSFORMATIVE work. In addition to exceeding performance goals, the organization (department, unit or program) is fundamentally better

More information

Physical Therapist Supervisor

Physical Therapist Supervisor Career Service Authority Physical Therapist Supervisor Page 1 of 5 GENERAL STATEMENT OF CLASS DUTIES Supervises the work of employees involved in physical therapy. DISTINGUISHING CHARACTERISTICS This classification

More information

ENTERPRISE EXECUTIVE PERFORMANCE MANAGEMENT & PLANNING EVALUATION

ENTERPRISE EXECUTIVE PERFORMANCE MANAGEMENT & PLANNING EVALUATION ENTERPRISE EXECUTIVE PERFORMANCE MANAGENT & PLANNING EVALUATION INSTRUCTIONS (PLEASE READ): This Performance Evaluation is meant to promote individual and organizational effectiveness and to encourage

More information

Lead Social Case Worker

Lead Social Case Worker Career Service Authority Lead Social Case Worker Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs permanently assigned lead work over professional social case workers, assists a Social Case Worker

More information

The Bureau of Public Service System PERFORMANCE EVALUATION FORM

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

More information

Position Title: ID #: Evaluation Type: Annual Bi-Annual Other PERFORMANCE RATINGS:

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

More information

EMPLOYEE PERFORMANCE REVIEW GUIDELINES

EMPLOYEE PERFORMANCE REVIEW GUIDELINES EMPLOYEE PERFORMANCE REVIEW GUIDELINES DEPARTMENT OF HUMAN RESOURCES SPRING 2014 Employee Performance Review Guidelines The performance review process helps individual employees and organizations throughout

More information

Performance Management. Writing Performance Assessments and Goals 2014

Performance Management. Writing Performance Assessments and Goals 2014 Performance Management Writing Performance Assessments and Goals 2014 Performance Management Writing Performance Assessments and Goals Agenda 1. Performance Management - general 2. UF Assessment Tool Job

More information

MINNEAPOLIS PARK AND RECREATION BOARD invites applications for the position of: Business Solutions Architect (Project Manager)

MINNEAPOLIS PARK AND RECREATION BOARD invites applications for the position of: Business Solutions Architect (Project Manager) MINNEAPOLIS PARK AND RECREATION BOARD invites applications for the position of: Business Solutions Architect (Project Manager) SALARY: $62,004.80 - $79,268.80 Annually OPENING DATE: 04/29/13 CLOSING DATE:

More information

SPA PERFORMANCE MANAGEMENT PROGRAM GENERAL COMPARISON OF EXPECTATION LEVELS FOR ORGANIZATIONAL VALUES

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

More information

STAFF PERFORMANCE EVALUATION FORM Support Staff (SS) and Professional Staff (PS) Job Description Titles

STAFF PERFORMANCE EVALUATION FORM Support Staff (SS) and Professional Staff (PS) Job Description Titles STAFF PERFORMANCE EVALUATION FORM Support Staff (SS) and Professional Staff (PS) Job Description Titles Mission To conduct education, research and clinical services in the context of community engagement

More information

ADMINISTRATIVE STAFF EVALUATION FORM

ADMINISTRATIVE STAFF EVALUATION FORM ADMINISTRATIVE STAFF EVALUATION FORM OFFICE OF HUMAN RESOURCES A MEMBER OF THE TEXAS A&M UNIVERSITY SYSTEM Name of Employee: Position Title: Department: _ of Employment Into Current Position: TYPE OF EVALUATION

More information

Therapist Supervisor

Therapist Supervisor Career Service Authority Therapist Supervisor Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over professional mental health therapists engaged in performing a variety of social

More information

CENTRAL STATE UNIVERSITY PERFORMANCE APPRAISAL FORM

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

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

Mott Community College Job Description

Mott Community College Job Description Title: Department: Academic Affairs Reports To: Vice President for Academic Affairs Date: July 5, 2007/Revised October, 2010 Purpose, Scope & Dimension of Job: The Dean is a front-line learning leader

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

EVALUATION OF DEPARTMENT CHAIR

EVALUATION OF DEPARTMENT CHAIR EVALUATION OF DEPARTMENT CHAIR Background This document is developed based on the Office of Academic Affairs Memorandum No. 05-3 (OAAM 05-3) document. In that document, the department chair s responsibilities

More information

Project Manager Job Descriptions

Project Manager Job Descriptions Promotion Criteria Position Overview Statement Principal Duties and Responsibilities PROJECT MANAGER Admin Level 4 Typically >8 years in increasing responsible IT leadership role; typically managed one

More information

Section 4 (for Manager use only) Recommendation for Step Increase Supervisor indicates recommendation for step increase. Must score 3 or higher.

Section 4 (for Manager use only) Recommendation for Step Increase Supervisor indicates recommendation for step increase. Must score 3 or higher. Douglas County Performance Appraisal -Staff 2 Test Appraisal 4 INTRODUCTION Weights - (Total:100%) This form is used by the employee to assess self-growth and by the employee s supervisor to assess employee

More information

JOB PERFORMANCE APPRAISAL Monroe County Community College Administrators. Name: Position: Supervisor: Evaluation Period:

JOB PERFORMANCE APPRAISAL Monroe County Community College Administrators. Name: Position: Supervisor: Evaluation Period: JOB PERFORMANCE APPRAISAL Monroe County Community College Administrators Name: Position: Supervisor: Evaluation Period: Instructions: Supervisors write comments to describe the work performance in each

More information

PERFORMANCE PLANNING AND APPRAISAL FORM NON-BARGAINING UNIT, NON-MANAGEMENT PERSONNEL

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

More information

San Jose/Evergreen Community College District Administrator Performance Appraisal Forms

San Jose/Evergreen Community College District Administrator Performance Appraisal Forms San Jose/Evergreen Community College District Administrator Performance Appraisal Forms Philosophy and Policy In accordance with Education Code Section 87663, the policy on evaluation of administrators

More information

GUIDE TO REFERENCE INTERVIEWING

GUIDE TO REFERENCE INTERVIEWING GUIDE TO REFERENCE INTERVIEWING Reference interviews are a service that the HR Advisor s offer to the departments. The reference provides the hiring department with an opportunity to find out how potential

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

Administrative Support Professionals Competency Framework. The Centre for Learning and Development

Administrative Support Professionals Competency Framework. The Centre for Learning and Development Administrative Support Professionals Competency Framework The Centre for Learning and Development Table of Contents 01. Acknowledgements...3 02. Introduction...4 03. Background...5 04. Competency Assessment

More information

EMPLOYEE PERFORMANCE EVALUATION (Part-Time non-benefited staff only)

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

More information

Performance Appraisal Handbook For Supervisors. For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff

Performance Appraisal Handbook For Supervisors. For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff Performance Appraisal Handbook For Supervisors For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff Department of Human Resources May 2013 Introduction Performance management

More information

Internship Program. Site Supervisor INFORMATION PACKET. Table of Contents

Internship Program. Site Supervisor INFORMATION PACKET. Table of Contents Internship Program Site Supervisor INFORMATION PACKET Table of Contents Pages Program Overview........................................ 2 Site Supervisor s Role...................................... 3 Instructions

More information

GLOBAL FINANCIAL PRIVATE CAPITAL Job Description. JOB TITLE: Client Relationship Manager

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

More information

Nursing Clinical Coordinator

Nursing Clinical Coordinator Career Service Authority Nursing Clinical Coordinator Page 1 of 5 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory functions over professional nursing and support staff in an inpatient unit, specialty

More information

EMPLOYEE PERFORMANCE APPRAISAL

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

More information

Classified Staff and Service Professional Performance Appraisal SUPERVISOR S ASSESSMENT

Classified Staff and Service Professional Performance Appraisal SUPERVISOR S ASSESSMENT EMPLOYEE INFORMATION Classified Staff and Service Professional Performance Appraisal SUPERVISOR S ASSESSMENT Employee Name: John Doe NAU ID (not SSN): 1234567 Title: Fiscal Operations Manager Department:

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

Springfield College Performance Planning and Review

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

More information

BUTLER UNIVERSITY PERFORMANCE MANAGEMENT GUIDE

BUTLER UNIVERSITY PERFORMANCE MANAGEMENT GUIDE BUTLER UNIVERSITY PERFORMANCE MANAGEMENT GUIDE Performance management is the methodical and organized system for monitoring the results of work activities, collecting information and evaluating performance,

More information

Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE

Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE Amherst College Office of Human Resources PERFORMANCE MANAGEMENT PROCESS GUIDE March 2015 TABLE OF CONTENTS Introduction........................................................... 3 Preparing for the Performance

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

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION Under the direction of the Executive Dean of Institutional Effectiveness,

More information

STAFF PERFORMANCE EVALUATION

STAFF PERFORMANCE EVALUATION STAFF PERFORMANCE EVALUATION Name: Job Title: Date of Evaluation: Department/School: AAMU Hire Date: Time in Current Position (years/months): Unit: Supervisor: Type of Evaluation: Annual: Other: Years/months

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

COMMUNITY HOSPITAL NURSE PRACTITIONER/PHYSICIAN ASST

COMMUNITY HOSPITAL NURSE PRACTITIONER/PHYSICIAN ASST EMPLOYEE: PRINTED NAME: REPORTS TO: DEPARTMENT: FLSA STATUS: Date: Emergency Department Medical Director Emergency Department Non-exempt PURPOSE: Provides care to Emergency Department Patients within a

More information

C A R L E T O N U N I V E R S I T Y POSITION DESCRIPTION OFFICER USE ONLY. 2. Position No: 298271

C A R L E T O N U N I V E R S I T Y POSITION DESCRIPTION OFFICER USE ONLY. 2. Position No: 298271 C A R L E T O N U N I V E R S I T Y POSITION DESCRIPTION PART A Employee Name: Title of Immediate Supervisor: Manager, Office of the Vice-Provost and Associate Vice-President (Academic) Position Title:

More information