Evaluation for Classified Employees. March 1-April 15, 2010
|
|
|
- Kathryn Richard
- 3 years ago
- Views:
From this document you will learn the answers to the following questions:
What is the main reason for failure to complete duties?
Who can feedback on their job performance?
What type of person is the person who is evaluated?
Transcription
1
2 Evaluation for Classified Employees March 1-April 15, 2010
3 Major Objectives of Employee Evaluation Provide employees with feedback to improve or maintain job performance. Outline areas for employee development. Establish Duty Areas for next review. Identify job performance deficiencies. Align department goals. Enhance communication and working relationships between supervisor/employee.
4 All Classified Employees Shall be evaluated March 1 thru April 15, each year. Evaluations must be complete prior to budget considerations for following FY. Final employee evaluation will be filed in employee s personnel file in Human Resources.
5 Form for Classified Employees Arkansas State University Beebe Performance Evaluation for Classified Employees. Location of Form: Select Professional Development Select Performance Evaluation
6 Ratings Exceeds Standards Above Average Satisfactory Unsatisfactory
7 Excellent or Exceeds Expectations Reflects outstanding performance resulting in exceptional accomplishments or contributions to the department or to the college. Individual provides leadership, fosters teamwork, is highly productive, innovative and responsive by generating quality work. This rating requires a brief comment & example of the work that warrants an E rating.
8 Above Average Consistent performance resulting in above average accomplishments, strong contributions to the university or department. Exceeds satisfactory standards of conduct. Demonstrates a willingness to take on new tasks or projects with above satisfactory performance. Generates top quality work. This rating also requires brief comment/ example of employee s performance that warrants an AA rating.
9 Satisfactory Employee regularly reflects competency in the performance of duties and responsibilities set forth in the employee s job description. Employee s quality of work is consistent with department standards. Employee s performance demonstrates basic competency in required areas.
10 Unsatisfactory Unacceptable performance; below expectations. Employee does not accomplish position objectives. Quality of work, accuracy, and timeliness is unacceptable. Required plan of correction and detailed documentation of incidents or failure to complete duties. Plan of correction should reflect a review date.
11 Duty Areas Use your employee s job description to list five main duty areas that describe important action items for which the employee will be responsible in the upcoming year. Review and the align the duty areas with departmental goals. This information will be used to evaluate the employee s success in the next evaluation period.
12 Standards Establish your method of measuring successful achievement of the assigned duty area: Example: Duty Area - Creates Monthly Reports Standard- Reports submitted timely by the 10 th of ea. Mo.
13 Results Once again, the results should relate to the established duty area as defined. Example: Duty Area - Creates Monthly Reports Standard- Error rate no more than than 2 mistakes per quarter. Results- Reports submitted timely and accurately no later than the 10 th of each Month.
14 Comments: The comment line provides the supervisor the opportunity for overview of the specific duty area performance. If further training is needed, or more attention to detail please note on this line. If the duty area performance has exceeded your standardsdocument tell why specifically on this line. If unsatisfactory performance, please enter information here as well.
15 Documentation Guidelines Be consistent. Document activities, not attitudes. Be timely, record activity as soon as possible after the occurrence. Record only the facts. Make the file accessible to the employee, but confidential. Document incidents that describe ALL levels of activities. Good performance should be documented as well as poor performance.
16 Signature Page The employee and supervisor should both sign the evaluation. Evaluators please submit your completed evaluations to your Supervisor for the Reviewing Official signature and review. Vice Chancellors may at their discretion choose to be the final Reviewing Official.
17 Common Rating Errors to Avoid Don t Do Tendency to rate employee compared to other individuals. Making an initial judgment that is not based upon the employee s subsequent job behavior. Inappropriate focus on one aspect of the employee s performance and applying it to all levels of performance. Consistently rate employees at the middle of the scale. Rating consistently high or low. Beware of the halo or horn effect. Base performance evaluation on predetermined job standards/duties. Reserve judgment until the end of the rating period. Be a note taker throughout the year; not an evaluator. Make your own evaluation of an employee s performance. Make sure criteria in rating is clearly job related and communicated to the employee. Record performance exactly as it is observed. Use the employee s key responsibilities to rate.
18 Positive Results of Performance Evaluation Employee understands what is expected. Promotes employee feedback while performing the job. Encourages an ongoing assessment of progress toward the university s goals. Allows the supervisor to provide guidance for job improvement. Opens a two way line of communication!
19 Evaluations & Job Movement Promotion/demotion within first 6 months. New supervisor will evaluate the employee on new job duty areas, old supervisor will not complete an evaluation. Promotion/demotion after the first six months. Formal evaluation performed by former supervisor. New supervisor establishes new duty area for next rating period.
20 Helpful Hints Clearly state performance goals. Identify what is satisfactory performance. Give legitimate examples for criticism. Praise good and exceptional performance. Conduct ratings using objective criteria that is job related. Avoid subjective criticism. Maintain good documentation.
21 Where Do I Find the Form? Evaluation Form is found on ASU Beebe s website at: Job Descriptions- Contact Human Resources
22 Deadline Deadline for 2010 is May 1st for all classified employees. Please submit a signed, original hard copy to Human Resources to be placed in the employee s personnel file. Supervisor s should keep a copy and the employee should have a copy.
23 Questions? For additional information contact Susan Collie, Director of Human Resources at
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:
Evaluating Performance. A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation
Evaluating Performance A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation Training Agenda Why do Performance Evaluations? Employee and Supervisor Roles in Performance
MANAGING & EVALUATING EMPLOYEE PERFORMANCE. A Guide to Classified Employee Performance Management & Evaluation
MANAGING & EVALUATING EMPLOYEE PERFORMANCE A Guide to Classified Employee Performance Management & Evaluation OUTLINE Why do performance evaluations? Supervisor s role in performance management Employee
Classified Staff and Service Professional Performance Appraisal
Classified Staff and Service Professional Performance Appraisal EMPLOYEE INFORMATION Employee Name:Dana Jones NAU ID (not SSN): 1234567 Date: 7/30/08 Title: Fiscal Operations Manager Department: Graduate
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
CONSISTENTLY EXCEEDS EXPECTATIONS OF JOB REQUIREMENTS
CONSISTENTLY EXCEEDS EXPECTATIONS OF JOB REQUIREMENTS An employee at this level consistently meets expectations for a specific responsibility as defined under the Meets and Frequently Exceeds Job Requirements
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 EVALUATIONS POLICY. Purpose: To provide feedback, coaching and development plans for employees on a regularly scheduled basis.
PERFORMANCE EVALUATIONS POLICY Purpose: To provide feedback, coaching and development plans for employees on a regularly scheduled basis. Policy: Regular, annual performance evaluations are completed for
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,
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
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
Setting the Expectation for Success: Performance Management & Appraisal System
HILLSBOROUGH COUNTY CIVIL SERVICE BOARD OFFICE Setting the Expectation for Success: Performance Management & Appraisal System Supervisor s Guide PROCESS OVERVIEW Setting the Expectation for Success: Performance
EMPLOYEE PERFORMANCE APPRAISAL FORM
EMPLOYEE PERFORMANCE APPRAISAL FORM Name: Job Title: Date: Department: Type of Appraisal: Annual Probationary Self Evaluation Appraisal Period: From: To: Instructions: Please carefully review the employee
Human Resources Training. Performance Management Training Module 2: Managing Employee Performance
Human Resources Training Performance Management Training Module 2: Managing Employee Performance Table of Contents Learning Objectives...1 Expectations Of You As A Leader...3 Setting and Communicating
PERFORMANCE PLANNING AND APPRAISAL FORM MANAGEMENT PERSONNEL
Employee Name: Position Title: Department: Supervisor Name: Date of Review: For Period: To At the beginning of each performance cycle, employee and supervisor establish performance objectives based on
Performance Appraisal System
SUPERVISORY MANUAL Performance Appraisal System For a New Century State Workforce State of Hawaii Department of Human Resources Development July 1, 2001 PERFORMANCE APPRAISAL SYSTEM POLICY STATEMENT Public
STATUS OF EMPLOYMENT:
EVALUATING AND RECOMMENDING PERSONNEL FOR CONTINUED EMPLOYMENT The continuing appraisal of College District employees is an essential component for improving employee performance and services to students.
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
Performance Management Review Process Draft for Management Consultation Review
Draft for Management Consultation Review Policy 505: Performance Management Review Process Policy Category: Professional Development Who Is Covered: All employees whose position is designated to be in
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...
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
Oregon University System
Oregon University System COMPLETING A PERFORMANCE APPRAISAL For Employees in Classified Information Technology Positions Represented by the Oregon Public Employees Union Instructions for Supervisors INTRODUCTION
Overview of Performance Management
Overview of Performance Management Individual Performance Plan Performance Review & Evaluation 1 Performance Management: Why Me? Why Now? 2 Purpose To Provide an Overview of: The Who, What, and Why of
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
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
Staff Performance Evaluation
Staff Performance Evaluation This form, and any attachment, becomes part of the employee's official personnel file. Employee Name: Position Title: UIN: Department: Review Type: Annual Job At Risk Probationary
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
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
Cherokee Town and Country Club Front Desk Receptionist. Administrative Employee Performance Evaluation Form
Appendix S Cherokee Town and Country Club, Performance Evaluation Cherokee Town and Country Club Employee Name Hire Date Job Title Supervisor Department 90 Day Other Annual Date of Review Review Period
EMPLOYEE DEVELOPMENT PROGRAM
EMPLOYEE DEVELOPMENT PROGRAM Program Purpose: The overall purpose of the Employee Development Program is to assist employees in achieving their highest potential as members of city work teams. The program
Chapter 4 Performance Appraisal Process
Chapter 4 Performance Appraisal Process Section 1 Performance Appraisal Process A. Purpose: Provide feedback to an employee regarding their job performance, develop performance and career development goals,
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
TOWN OF NEEDHAM PUBLIC WORKS PERFORMANCE EVALUATION POLICY #419
TOWN OF NEEDHAM PUBLIC WORKS PERFORMANCE EVALUATION POLICY #419 I. PURPOSE AND SCOPE The Purpose of this policy is to outline the Town's Public Works performance evaluation program, including the use of
CONDUCTING EMPLOYEE PERFORMANCE ASSESSMENTS
CONDUCTING EMPLOYEE PERFORMANCE ASSESSMENTS I. Overview II. III. IV. Why Assess Performance? When to Conduct a Written Performance Assessment Conducting the Performance Assessment Meeting V. Setting SMART
Performance Appraisal for Municipal Employees
Performance appraisals importance can not be understated. Introduction Section 4.1 Performance Appraisals for Municipal Employees A performance appraisal or evaluation is a method of measuring an employee
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
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
INDIVIDUAL PERFORMANCE REVIEW
INDIVIDUAL PERFORMANCE REVIEW UTAH STATE OFFICE OF EDUCATION EMPLOYEE NAME: EIN: DATE: Annual Report Probationary Report Other INSTRUCTIONS 1. The performance plan should be developed at the beginning
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
PERFORMANCE APPRAISAL (Non-Exempt)
PERFORMANCE APPRAISAL (Non-Exempt) ****************************************************** Name Department: Job Title Appraisal Period JOB KNOWLEDGE Consider overall knowledge, constructive and creative
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
Performance Evaluation Manual for Supervisors. Classified Staff Performance Evaluation Program
Performance Evaluation Manual for Supervisors Classified Staff Performance Evaluation Program June 2011 Performance Evaluation Manual for Supervisors TABLE OF CONTENTS SECTION I INTRODUCTION... 3 Purpose
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:
PERSONAL DEVELOPMENT GOALS PLAN For September 2013-June 2014
PERSONAL DEVELOPMENT GOALS PLAN For September 2013-June 2014 RATIONALE: As a student at ITS, we want you to be not only learners in the classroom but also within the context of life in general and ministry
Job Description. Community Coordinator
Job Description 5/30/2005 Page 1 PURPOSE OF THE POSITION (The main reason for the position, in what context and what is the overall end result) The is responsible for facilitating, promoting and ensuring
EMPLOYEE PERFORMANCE REVIEW
363L (Rev. 8/2005) GENERAL INFORMATION EMPLOYEE NAME Ernest CLASS TITLE County Caseworker II ORGANIZATION CYS SUPERVISOR NAME Michael EMPLOYEE PERFORMANCE REVIEW TYPE REPORT EPR Factor Links PROBATIONARY
The University of Southern Mississippi Performance Appraisal Instructions
Performance Appraisal Instructions Instructions: A current job description is needed to complete this performance appraisal. Essential tasks are numbered on the job description, and these task numbers
Performance Development and Review Template Guide
Performance Development and Review Template Guide 1. OVERVIEW This guide has been developed to assist both staff and supervisor in the use of the Performance Development & Review template (PD&R) for the
EMPLOYEE PERFORMANCE APPRAISAL
Review 1/20/2012 EMPLOYEE PERFORMANCE APPRAISAL Employee Seniority Supervisor(s) Position Title Department Job Skills & Knowledge: Demonstrates professional skills and knowledge of the responsibilities
Performance 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
North Dakota Human Resource Management Services Performance Evaluation
North Dakota Human Resource Management Services Performance Evaluation Performance Evaluation is a multi-purpose tool used to: Measure actual performance against expected performance Provide an opportunity
Chabot-Las Positas College Community District
Chabot-Las Positas College Community District CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION Employee Name (First, Middle, Last): Employee Position Title: Please Check Type of Report Probation: 3-mo, 5-mo;
Position No. Job Title Supervisor s Position 14-11532 Call Centre Support Supervisor Manager GN Service Desk 14-03035
1. IDENTIFICATION Position No. Job Title Supervisor s Position 14-11532 Call Centre Support Supervisor Manager GN Service Desk 14-03035 Department Division/Region Community Location Community and Government
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:
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
JOB PERFORMANCE NORTH CENTRAL MISSOURI COLLEGE
JOB PERFORMANCE NORTH CENTRAL MISSOURI COLLEGE GREEN HILLS HEAD START PROGRAM REVISED APRIL 2009 CONTENTS MANAGEMENT TEAM EVALUATION... 3 STRATEGIC TARGETS... 5 EMPLOYEE SELF-APPRAISAL... 6 EFFECTIVE TEACHING
Evaluation System for Classified & Management Support Staff
Evaluation System for Classified & Management Support Staff August 2012 Grant Wood Area Education Agency extends equal opportunities in its employment practices, educational programs and services, and
POLICE PERFORMANCE REVIEW FORM INSTRUCTIONS
POLICE PERFORMANCE REVIEW FORM INSTRUCTIONS How to Process the Form On-Line 1. To Access the Form: In Public Folders; click HRD ; HRD Forms, filename is Police Performance Review Form.doc ; Double Click
COMMUNICATION INTERNSHIP GUIDELINES GAINING PRACTICAL EXPERIENCE
COMMUNICATION INTERNSHIP GUIDELINES GAINING PRACTICAL EXPERIENCE A Communication internship at the College of Charleston provides you with valuable exposure to the working world and increases your chances
ARKANSAS SCHOOL FOR THE BLIND. Policy Type Subject of Policy Policy No. Administrative Personnel Performance Evaluation System 1013
PURPOSE: Pursuant to Act 449 of 2007, the Arkansas School for the Blind (ASB) adopts a Merit Pay Increase System for performance evaluation standards. The Personnel Performance Evaluation System (PPES)
Data Quality Policy. Effective from April 2010
Data Quality Policy Effective from April 2010 Contents 1 Introduction... 3 2 What is meant by data quality?... 3 3 Principles and objectives of the data quality policy... 3 4 Third party data... 5 5 Responsibility...
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
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
Achieve. Performance objectives
Achieve Performance objectives Performance objectives are benchmarks of effective performance that describe the types of work activities students and affiliates will be involved in as trainee accountants.
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
Before beginning your journey there are a number of things you will need to consider, with the most important being finance.
Whether you have just started your own small businesses, or you are a budding entrepreneur with big aspirations, there has never been a better time to work for yourself. With the economy going from strength
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
Employee Performance Appraisal Form
Employee Performance Appraisal Form Employee Name: Job Title: Department: Performance Review Period: From: JANUARY 1, 2013 To: DECEMBER 31, 2013 Written By: Title: Department: PERFORMANCE STANDARDS Complete
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
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
PERFORMANCE APPRAISAL GUIDE FOR SUPERVISORS AND EMPLOYEES
PERFORMANCE APPRAISAL GUIDE FOR SUPERVISORS AND EMPLOYEES Updated November 7, 2014 Table of Contents Performance Appraisal System (PAS) Overview... 1 Roles in the PAS......5 Performance Management Cycle...7
BELLINGHAM SCHOOL DISTRICT 501 PERFORMANCE APPRAISAL FOR CLASSIFIED EMPLOYEES
BELLINGHAM SCHOOL DISTRICT 501 PERFORMANCE APPRAISAL FOR CLASSIFIED EMPLOYEES 1/94 SECRETARY/CLERK ( ) 30 day (Transfer) ( ) 60 day (New Hire) ( ) Annual NAME OF EMPLOYEE POSITION TITLE LEVEL DEPARTMENT
Managing Performance An Introduction/Refresher. March 15, 2000
Managing Performance An Introduction/Refresher March 15, 2000 Agenda The process is a resource to help measure and improve performance. The Performance Management Process & Form Performance Planning Integrating
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
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
Performance Review Process Guidelines Nova Southeastern University
Performance Review Process Guidelines Nova Southeastern University for classified and administrative/professional employees Statement of Purpose and Philosophy The annual performance review is a key element
Sample Internship Forms
Sample Internship Forms Contents STUDENT INTERNSHIPS APPLICATION FORM... 2 STUDENT INTERN WORK SCHEDULE/REPORT... 3 MONTHLY STATUS REPORT (Student)... 5 STUDENT INTERNSHIP PROGRAM... 7 QUARTERLY STUDENT
Continuous Learning & Development
Examples of Behavior Statements- Professional Role What does "below", "meets" and "exceeds" expectations really mean? PROFESSIONAL ROLE: Supports OU s strategic objectives, as an individual contributor,
Turner Classified Employee Evaluation System
Turner Turner Classified Employee Evaluation Procedure Overview New Classified Staff (in year one of employment) 1. Performance Evaluation #1 Supervisor/ evaluator completes performance evaluation document
COMPETENCY BASED ORIENTATION Supply Chain Management
Employee Name Identification Number COMPETENCY BASED ORIENTATION Supply Chain Management The (job title) will carry out his or her duties in a safe, skilled manner (or provide safe, skilled, age-appropriate
The job performance of each Kennesaw State University staff member should be appraised:
Grievances like concerns or complaints regarding allegations of harassment or discrimination on the basis of the criteria listed under the EEO Office should be referred directly to the Kennesaw State Office
FY 2014 Senior Executive Service (SES) Performance Management Training
FY 2014 Senior Executive Service (SES) Management Training HC-40 February 2014 OFFICE OF THE CHIEF HUMAN CAPITAL OFFICER Table of Contents Overview Planning Monitoring and Developing Rating Rewarding Executive
Performance Appraisal Form
Performance Appraisal Form PERFORMANCE APPRAISAL FORM EMPLOYEE EVALUATION NAME DATE JOB EVALUATION TITLE PERIOD EVALUATOR: _ 1. Productivity The amount of work an individual does in a work day. What is
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
Annual Performance Evaluation Form
Annual Performance Evaluation Form Instructions & Guidelines Performance Evaluation Form Instructions: The purpose of this performance evaluation form is to establish goals and expectations for the current
Radford University TEACHER EDUCATION PROGRAM
Radford University TEACHER EDUCATION PROGRAM POLICIES AND PROCEDURES GOVERNING ADMISSION/READMISSION, FIELD PLACEMENT, RETENTION, and PROGRAM COMPLETION Students have a professional obligation to abide
PERFORMANCE APPRAISAL 360 Review Form
PERFORMANCE APPRAISAL 360 Review Form Employee Name Unit / Department Position Date of Hire Date Entered Current Position Appraisal Completed By (Manager or Supervisor s Name) Date Completed PURPOSE FOR
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.
DEPAUW UNIVERSITY PERFORMANCE APPRAISAL PROGRAM Hourly Employees
DEPAUW UNIVERSITY PERFORMANCE APPRAISAL PROGRAM Hourly Employees PART I PURPOSE DePauw University s performance appraisal process is based upon the belief that employees are our most critical resource,
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
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
The following presentation will review the new performance appraisal process for staff and administrators and explain how merit pay can be achieved
The following presentation will review the new performance appraisal process for staff and administrators and explain how merit pay can be achieved through performance. 1 Let s first discuss merit pay.
University of California Regents Policy 7702 Senior Management Group Performance Management Review Process
Senior Management Group Performance Management Review Process Approved July 17, 2008 Amended September 16, 2010 and March 29, 2012 Responsible Officer: Vice President Human Resources Responsible Office:
FY2016. UNIVERSITY of PITTSBURGH ANNUAL SALARY INCREASE POLICIES AND PROCEDURES MANUAL. Annual Salary Increase Overview
UNIVERSITY of PITTSBURGH FY2016 Annual Salary Increase Overview Policies and Procedures Staff Salary Administration & Eligibility Faculty Salary Administration & Eligibility ANNUAL SALARY INCREASE POLICIES
DALLAS COUNTY NON-EXEMPT PERSONNEL PERFORMANCE EVALUATION
DALLAS COUNTY Purpose: The following evaluation form is designed to measure the performance of non-exempt employees during the period of review, and provide an opportunity for the employee and supervisor
Employee 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
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
IS LOOKING FOR A FINANCIAL ACCOUNTANT. IS IT YOU?
IS LOOKING FOR A FINANCIAL ACCOUNTANT. IS IT YOU? ONE GIRL : INVESTING IN WOMEN AND GIRLS One Girl is a non-profit organisation that invests in women and girls to create and lead change in their communities.
Speech Communication Internship Fact Sheet For Interns and Supervisors COMM4624 & COMM 4337
Speech Communication Internship Fact Sheet For Interns and Supervisors COMM4624 & COMM 4337 1 The following are the Internship Policies and Procedures for the Communication department at UT-PA. If you
University of Mississippi Medical Center Employee Performance Review Form. Employee Position Title: Employee Job Code: Employee Grade:
University of Mississippi Medical Center Employee Performance Review Form Employee Name: Employee Number: Employee Position Title: Employee Job Code: Employee Grade: Department Name: Today s : Supervisor