Sample Employee Performance Appraisal
|
|
|
- Helen McBride
- 7 years ago
- Views:
Transcription
1 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 go beyond what's expected when appropriate? 3. What is your attendance record? Do you arrive and start on time? Do you attend meetings and appointments as scheduled? 4. How well do you work as a member of a team (share information, cooperate, treat everyone equally, etc.)? 5. Do you solve your "people problems" directly, quickly and completely? 6. Are you ethical when conducting company business? 7. Do you consistently anticipate problems, solving them before they become serious? Do you gather facts and provide alternatives without being asked?
2 Managers 8. How well have you met your budget objectives? ( ) Excellent ( ) Good ( ) Improvement desired 9. How well do you come across when communicating one-on-one or in a meeting? 10. Do you delegate assignments with clarity? 11. Are you an effective teacher? 12. Do you contribute to the professional growth on your co-workers? Additional comments: Supervisor Supervisor's Signature Date Employee's Employee's Signature* Date
3 *NOTE: Employee's signature does not necessarily indicate concurrence with supervisor comments, only that they have been discussed with you. PERFORMANCE APPRAISAL NAME: POSITION: PERIOD COVERED: REVIEWER: DATE: Please comment briefly regarding the employee's knowledge of the points on the following pages. Consider both the past as well as suggestions for the future. PROFESSIONALISM Knowledge of the Foundation's policies. Demonstrates commitment to the Foundation's mission and program goals. Maintains accurate and current knowledge about trends, movements, programs, and developing policy in their field of expertise. Adjusts well to new situations; and relates well to community leaders; political leaders; the media; and the general public. Works harmoniously with Board Committee members, the director, peers, and support personnel. Develops and maintains a network of contacts with individuals and group & who are generating ideas relevant to the Foundation's work. Maintains confidentiality of individuals and organizations. Demonstrates prudent use and care of the Foundation's financial and physical resources. Shows a concern for the applicants/grantees. Collaborates effectively in joint projects. COMMENTS:
4 ABILITY: Productivity and Quality of Work Consistently completing tasks on schedule with a high degree of excellence; utilizing resources and working efficiently; producing effective results; able to analyze issues, data, literature, and proposals well; uses logic and intelligence mixed with concern and care for clients of the grantee. Communications (written and oral) Getting ideas across in a clear, persuasive manner; speaking in a pleasant, nonabrasive way; demonstrating diplomacy; interviewing effectively; speaking publicly. Teamwork Working cooperatively with others; coordinating activities; communicating progress, problems, opportunities, and accomplishments; assuming joint responsibility. Initiative and Ingenuity Willingness to define and take on new opportunities; approaching problems and assignments creatively; enthusiastic. Planning and Programming (relevant to position) Forecasting; establishing priorities; managing time; analyzing needs; reviewing solutions; establishing strategies; setting objectives; outlining procedures; gathering facts; developing performance standards; providing for assessment and evaluation. Leadership and Management Identifying issues needing attention; organizing and delegating work, providing overall guidance for an assignment and taking appropriate action to correct any problems to move plans forward providing and accepting relevant feed back, encouraging the exchange of ideas; recognizing and encouraging the development of the skill of others. Judgment and Responsibility Evaluating and selecting among alternative courses of action; evaluating consequences of a
5 course of action and accepting responsibility for action taken; keeping the director appropriately informed SPECIFIC SKILLS What do you believe have been the employee's outstanding contributions to his/her job in the past year? What were, if any, the major obstacles? What factors contributed to his/her successes and what factors contributed to those areas where problems arose or expectations were not met? What factors were due to the employee and which were beyond his/her control? What does the employee say are the performance expectations of his/her job, and how should these be measured? What does the employee believe are the critical areas or challenges for the coming year? What are the employee's job objectives for the coming year? What will be needed in terms of training, development, or additional help to accomplish his/her job objectives during the coming year? SUMMARY:
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
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
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
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
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
Utica College Performance Review Form for LEADERSHIP
Utica College Performance Review Form for LEADERSHIP EMPLOYEE NAME: DEPARTMENT: HIRE DATE: / / SUPERVISOR*: JOB TITLE: REVIEW PERIOD: *Supervisor is the person delivering the review From To INSTRUCTIONS
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
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 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
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
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
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
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
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:
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.
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
*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
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
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:
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
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:
Department of Administrative Services
Department of Administrative Services Facilities Division PERFORMANCE APPRAISAL GUIDE (Revised 04/08) GUIDE TO PERFORMANCE EVALUATIONS TABLE OF CONTENTS A. OBJECTIVES OF EMPLOYEE EVALUATION...3 B. EVALUATION
Performance Appraisal Review for Exempt Employees
Client Company Performance Appraisal Review for Exempt Employees Employee Name Department Title Date Started Current Position Date of Review Current Supervisor Instructions Review employee s performance
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
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
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,
UC Merced Performance Appraisal Employee Information. Appraisal Ratings. Part One: Core Competencies. Competency Comments: Performance Assessment
UC Merced Performance Appraisal Employee Information Name: Division: Job Title: Department: Supervisor's Name: Title Unit Code: Period Covered By This Appraisal: From: To: Appraisal Ratings Far Exceeds
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
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...
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
EXAMPLE WORKPLACE COMPETENCIES
EXAMPLE WORKPLACE COMPETENCIES ADAPTABILITY Changes behavioural style or method of approach when necessary to achieve a goal; adjusts style as appropriate to the needs of the situation. Responds to change
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
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
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
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
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
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
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
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
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
Cristo Rey High School Sacramento Student Employee Performance Review. Review Guide
Cristo Rey High School Sacramento Student Employee Performance Review Review Guide Overview This Review Guide contains sample behaviors to assist your evaluation of the student s performance across each
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
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
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
SAMPLE INTERVIEW QUESTIONS
SAMPLE INTERVIEW QUESTIONS Before you start an interview, make sure you have a clear picture of the criteria and standards of performance that will make or break the job, and limit your questions to those
Performance Appraisal System Evaluation Form Managers
Performance Appraisal System Evaluation Form Managers Name: Position Title: Department: Plan Date: Annual Review Date: PURPOSE OF PERFORMANCE APPRAISAL Enable joint planning and communication between a
GREATER DAYTON MINORITY BUSINESS ASSISTANCE CENTER PROGRAM DIRECTOR. Reports to: Executive Director, City of Dayton Human Relations Council
GREATER DAYTON MINORITY BUSINESS ASSISTANCE CENTER PROGRAM DIRECTOR Reports to: Executive Director, City of Dayton Human Relations Council To apply send resumes to: Joann Wright Secretary to the Executive
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
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
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
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
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
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.
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
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
GOALS AND OBJECTIVES FOR ADMINISTRATION
3000 GOALS AND OBJECTIVES FOR ADMINISTRATION The Board of Education recognizes that proper administration is vital to a successful educational program. The Board expects the educational administration
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
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
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
EVALUATION - SUPPORT STAFF
EVALUATION - SUPPORT STAFF No. HR-07 CLASSIFICATION: HUMAN RESOURCES DEPARTMENT FIRST ADOPTED: December 1992 LAST AMENDED: February 2006 1. General The performance evaluation process is designed to be
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
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
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 Appraisal System Evaluation Form Hourly Employees
Performance Appraisal System Evaluation Form Hourly Employees Name: Position Title: Department: Plan Date: Annual Review Date: PURPOSE OF PERFORMANCE APPRAISAL Enable joint planning and communication between
Performance Appraisal Process
Table of Contents Essential Process Deadline Dates... 3 Mission, Strategic Priorities, Strategic Theme... 4 Process Description... 5 Components... 5 Major Areas of Performance Appraisal... 8 Performance
Core Leadership Competencies
Core Leadership Competencies The following guidance further clarifies the distinctions between levels of performance for the 8 core competencies outlined in Element 1 of all DHS SES performance plans.
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
2. To support the Management Team through the assessment of learners work and assist in moderation where required.
Job Description Job Title: Lecturer Location: Sutton College Group: People s Directorate / Sutton College Post Number: S314655 Grade: Lect Mgt Spine 7 15 Department: Curriculum Responsible To: Assistant
Director of Rehabilitation Services. Location/Department: Therapy Clinic Date Developed: 02/26/14 Date of this Revision: 2/11/15 Reports To: CEO
Director of Rehabilitation Services Location/Department: Therapy Clinic Date Developed: 02/26/14 Date of this Revision: 2/11/15 Reports To: CEO Supervisory Responsibilities: Directly supervises therapy
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
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
INTERVIEW QUESTIONS. Behavioral Questions by Job Competency
INTERVIEW QUESTIONS Initial Questions What is your primary reason for leaving your current company, and how could joining the University of New Mexico/this department fill that need? What do you think
~~4 <l,.p. Human Resources Director
Approved: City of Riverside, California Human Resources Policy and Procedure Manual ~~4
PERFORMANCE APPRAISAL (Non-Exempt)
PERFORMANCE APPRAISAL (Non-Exempt) ****************************************************** Name Department: Job Title Appraisal Period JOB KNOWLEDGE Consider overall knowledge, constructive and creative
TOWN OF GREENWICH MANAGEMENT GOAL SETTING AND PERFORMANCE EVALUATION UNREPRESENTED MANAGEMENT EMPLOYEE SELF- EVALUATION FORM
Employee Name: Position: Supervisor Conducting Evaluation: Evaluation Period: through PART I - PERFORMANCE PLANNING Both Section A and Section B are to be completed at the beginning of the annual performance
Staff Development and Performance Management Policy & Procedure
Staff Development and Performance Management Policy & Procedure Overview The purpose of this document is to outline QAHC s approach to staff development and performance management. The policy and procedure
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
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
INTERNSHIP HANDBOOK. Nonprofit Administration REC 496
INTERNSHIP HANDBOOK Nonprofit Administration REC 496 Dept. of Kinesiology, Recreation and Sport Nonprofit Administration Diddle Arena 2042 Western Kentucky University Bowling Green, KY 42101-1090 Phone:
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
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
University of Pennsylvania School of Social Policy & Practice 3701 Locust Walk Philadelphia, PA 19104-6214 FIELD PRACTICUM EVALUATION
University of Pennsylvania School of Social Policy & Practice 3701 Locust Walk Philadelphia, PA 19104-6214 FIELD PRACTICUM EVALUATION FALL AND SPRING SEMESTERS OF FIELD WORK ADVANCED YEAR MACRO PRACTICE
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
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
POLICY STATEMENT AND REGULATIONS
POLICY STATEMENT AND REGULATIONS Number 100.16 EXEMPT STAFF PERFORMANCE APPRAISAL POLICY POLICY: All exempt District staff shall have their performance reviewed 1) twice during any probationary period
COUNSELOR JOB DESCRIPTION AND EVALUATION FORM
COUNSELOR JOB DESCRIPTION AND EVALUATION FORM The counselor evaluation form may be used by the counselor as a self-audit. It may also be used by supervisors to annually evaluate the counselor's performance.
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
POSITION DESCRIPTION
POSITION DESCRIPTION 1. Position Details Position Title: Educator (Diploma Qualified) Part-Time Position Grade: 13-18 Award: Local Government (State) Award 2010 Effective Date: July 2012 2. Organisational
2015 Performance Appraisal Template Samples
2015 Performance Appraisal Template Samples Human Resources Peer Networking Benchmarks 13 Examples of Performance Appraisals submitted by MAPP members Including Core Competencies and Helpful Phrases 2015
5. GUIDELINES FOR PREPARING JOB DESCRIPTIONS
5. GUIDELINES FOR PREPARING JOB DESCRIPTIONS 5-1 5. GUIDELINES FOR PREPARING JOB DESCRIPTIONS Introduction 1. This section provides information related to the preparation of job descriptions. It includes
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
PRESENTATION ON PERFORMANCE APPRAISAL BY: LOUISE AGYEMAN-BARNING
PRESENTATION ON PERFORMANCE APPRAISAL BY: LOUISE AGYEMAN-BARNING OUTLINE Definition of Performance Appraisal Why Performance Appraisal (Objectives) Benefits Types of Performance Appraisal Appraisal System
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
THE BEHAVIORAL-BASED INTERVIEW
THE BEHAVIORAL-BASED INTERVIEW When interviewing candidates for a position at your facility, it is important to remember that it is important to ask questions beyond what can be found on a Curriculum Vitae.
VOLUNTARY SUPPLEMENTAL PERFORMANCE EVALUATION
VOLUNTARY SUPPLEMENTAL PERFORMANCE EVALUATION The primary objectives of employee performance evaluations are: 1. An orderly effort designed to improve supervisor and staff communication; 2. To achieve
Managerial Competencies (if any) (see attached Annex)
RECRUITMENT PROFILE Profile: Human Resources Major Duties and Responsibilities 1. Responsible for the interpretation and application of the Staff Rules, regulations and procedures ensuring uniform application
Manchester Community Schools Bus Driver Performance Appraisal
Manchester Community Schools Bus Driver Performance Appraisal Performance Appraisal Full Performance Appraisal and Development Plan Probationary Appraisal 3 Month 6 Month Employee s name (Last, First,
KING COUNTY LIBRARY SYSTEM Job Description. Grade Number: 17, Non-represented. FLSA Status: Exempt
Title: Human Resources Analyst KING COUNTY LIBRARY SYSTEM Job Description Dept.: Human Resources Job Code Number: 10806 Reports to: Director of HR Effective Date: Grade Number: 17, Non-represented FLSA
Customer Experience Outlines
Customer Experience Outlines Professional Persuasive Language Customer satisfaction is a feeling and a perception. The consummate professional manages perception so that the customer always feels cared
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