CENTRAL STATE UNIVERSITY PERFORMANCE APPRAISAL FORM
|
|
- Amelia Morrison
- 5 years ago
- Views:
Transcription
1 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 in the performance of my duties? In what areas do I need improvement in the performance of my duties? What steps can I take to improve my work performance? What assistance could my supervisor provide to help me improve my work performance? II. PERFORMANCE RATING SCALE 5 pts - Consistently exceeds expectations Employee displays, at all times, without exception, a consistently high level of related skills, abilities, initiative, and productivity. All assignments/responsibilities are completed beyond the level of expectation. Initiative and self-direction are characteristic. 4 pts - Often exceeds expectations Employee displays a high level of related skills, abilities, initiative, and productivity, exceeding requirements in some areas, but not consistently or not without exception. 3 pts - Meets expectations Employee displays and maintains an effective and consistent level of performance. Work output regularly achieves desired or required outcomes or expectations. Problems or errors are reported and corrected quickly. 2 pts - Some improvement needed Employee displays inconsistency in performance and output frequently falls below acceptable levels. Tasks may be significantly late at times or incomplete, with serious or potentially serious consequences. 1 pt - Major improvement needed Work output is consistently low, regularly fails to meet required outcomes, and error rate is high, requiring repetition of duty or completion by others. The employee may require constant supervision, and show an indifference to job responsibilities. 1
2 COMPETENCY FACTOR DEFINITIONS QUALITY OF WORK: Work quality refers to effort that consistently achieves desired outcomes with a minimum of avoidable errors and problems. Does the employee s work meet the requirements, expectations, and desired outcomes? How accurate and complete is the work? Is it completed in a timely manner? Is the work done in an efficient and effective manner? PRODUCTIVITY: Consider how the person uses available working time, plans and prioritizes work, sets and accomplishes goals, uses available resources, and completes assignments on schedule. Are the expected results achieved in a timely and safe manner? Is there a need to have work redone due to inaccurate or unacceptable work? Does the employee help others to complete their tasks and projects? : KNOWLEDGE OF THE JOB: Does the employee exhibit job-related knowledge and skill needed to perform the duties and requirements of the position? Does the employee exhibit knowledge of the methods, practices and equipment needed to do the job? Consider knowledge gained through experience, education, and specialized training. Does the employee seek to maintain current knowledge of changes in policies and procedures? Does the employee keep abreast of new developments and major issues in the field? At times, employee may be consulted by others for guidance. ADAPTABILITY: How does this employee adjust to changes? Does this employee initiate or recommend beneficial changes in work procedures? Does this employee readily accept new assignments or temporary assignments outside the regular responsibilities? Consider willingness to learn quickly, to adapt to changes in job assignments, methods, personnel, or surroundings. DEPENDABILITY: How reliable is the employee in performing work assignments and carrying out instructions? Consider the degree of supervision required and the willingness to take on responsibilities and to be accountable for them. INITIATIVE AND RESOURCEFULNESS: Does the employee see things to be done and then take appropriate action without being so directed? Consider ability to contribute, develop and/or carry out new ideas or methods. Consider ability to be a selfstarter, to be creative, to offer suggestions, to anticipate needs and to seek additional tasks and projects to complete as time permits. JUDGEMENT AND POLICY COMPLIANCE: Does employee evaluate situations and make sound decisions, and use reasoning to identify, solve, and prevent problems? Does the employee work in a safe manner, preventing accidents, injuries, and theft? Does the employee exhibit knowledge of the University s policies and procedures applicable to his/her assignment? Does the employee exhibit willingness to comply with all reasonable requirements? INTERPERSONAL RELATIONS AND CUSTOMER SERVICE: Does the employee exhibit a good level of interpersonal skills and have a good working relationship with most of his/her peers, subordinates, supervisors, customers, and the general public? Consider respect and courtesy the employee shows to others, how the employee s behavior affects the work area, and the willingness of the employee to accept supervision. Does the employee exhibit appropriate supportive behavior toward the University and its customers? Is the employee unnecessarily involved in trivial disputes and misunderstandings? Does the employee exhibit willingness to work as a team member? ATTENDANCE AND PUNCTUALITY: Does the employee report to work on a timely basis and stay on the job? Consider arrival times, observance of time limits for breaks and lunches. Consider patterns of sick leave use, seeking prior approval for vacation, and giving prompt notice to supervisor of absence due to illness or other acceptable reasons. TEAM WORK: Does the employee exhibit willingness and ability to work as a team member? Does the employee respond to suggestions and criticism with minimal defensiveness? Consider whether the employee keeps the supervisor and others advised of problems or practical ideas when needed. Consider adherence to the guidelines and regulations that are utilized by the work group, and assisting others on assignments and projects contributing to their success. COMMUNICATION SKILLS: To what extent does the employee demonstrate ability to communicate effectively in both oral and written expression with other employees and his/her supervisor? Are issues confronted and resolved constructively? Consider ability to help others with their work problems, and ability to keep others informed of decisions and plans for their own offices as well as policies and procedures of the University. PLANNING AND ORGANIZATION: How effective is the employee in setting effective goals, planning ahead and establishing priorities? Consider ability to make the most effective use of time, facilities, material, equipment, skills and other resources. Examine ability to prepare and administer budget effectively. LEADERSHIP ABILITY: Is the employee able to get other employees to do willingly and well the duties needed to be accomplished? Consider ability to get the work done while being sensitive to the morale and satisfaction of those doing the work; the ability to function consistently and effectively in an objective and rational manner regardless of pressures. APPRAISAL AND DEVELOPMENT OF PEOPLE: Does the supervisor demonstrate ability to select, train and provide opportunities for development of employees by recognizing and facilitating improvement of their abilities? Consider ability to exhibit fairness and impartiality with employees in assigning job duties and objectively appraising work performance. 2
3 III. COMPETENCY RATINGS Self-Rating PERFORMANCE (Points assigned for each factor) Quality of Work Major Some Meets Often Consistently Points Productivity Knowledge of the Job Adaptability Dependability Initiative & Resourcefulness Judgment & Policy Compliance Interpersonal Relations & Customer Service Attendance & Punctuality Team Work Communication Skills Planning & Organization Leadership Ability Appraisal & Development of People Overall Rating/ Total Points Supervisor s Rating PERFORMANCE (Points assigned for each factor) Quality of Work Major Some Meets Often Consistently Points Productivity Knowledge of the Job Adaptability Dependability Initiative & Resourcefulness Judgment & Policy Compliance Interpersonal Relations & Customer Service Attendance & Punctuality Team Work Communication Skills Planning & Organization Leadership Ability Appraisal & Development of People Overall Rating/Total Points 3
4 IV. PERFORMANCE GOALS: 50 POINTS Employees should develop and suggest goals for the supervisor and employee to discuss. Both the supervisor and employee should agree on the goals. Goals may be work-related or developmental; the goal should be limited to a one-year time frame. Enter the goals in order of importance. The following questions will assist the employee and supervisor: a. What specific tasks, projects, or activities need to be accomplished? b. What changes in work performance are required or desired? c. What training or work experience would be helpful or developmental? Goal 1 PREVIOUS YEAR S GOALS - TO BE REVIEWED FOR CURRENT PERFORMANCE APPRAISAL Goal 2 Goal 3 TOTAL GOAL POINTS Goal 1 NEXT YEAR S GOALS - TO BE REVIEWED AT NEXT YEAR S PERFORMANCE APPRAISAL Goal 2 Goal 3 4
5 V. COMMENTS AND SIGNATURES The employee may add any relevant comments before signing the performance evaluation. By signing the evaluation the employee indicates that he/she has participated in a performance appraisal meeting; the signature does not indicate agreement or disagreement. If there is disagreement, the employee should explain that disagreement in the comments section or attach a memo of rebuttal. Employee: Employee signature Date Direct Supervisor: Direct supervisor s signature Date Reviewer: (Next level of authority above the Direct Supervisor) Reviewer Date Please submit original to Human Resources 5 Form # HR
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
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
Classified Employee Performance Assessment
Classified Employee Performance Assessment Evaluation for: Employee name Job classification title Internal position title Department School, College, Division Employment date for current position Most
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
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:
CAMP LEJEUNE NONAPPROPRIATED FUND PERFORMANCE PLAN GUIDE
1 CAMP LEJEUNE NONAPPROPRIATED FUND PERFORMANCE PLAN GUIDE Introduction Providing performance feedback enhances organizational growth and development. When correctly given, feedback helps improve job performance,
County of Mono. Performance Evaluation System. Job Performance Expectations and Standards
County of Mono Evaluation System Job Expectations and PERFORMANCE EXPECTATION/STANDARDS: Customer Service Demonstrates professionalism toward fellow employees and customers. One s actions, attitude, and
PERFORMANCE APPRAISAL (Non-Exempt)
PERFORMANCE APPRAISAL (Non-Exempt) ****************************************************** Name Department: Job Title Appraisal Period JOB KNOWLEDGE Consider overall knowledge, constructive and creative
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
CITY OF ROGUE RIVER EMPLOYEE PERFORMANCE REVIEW
CITY OF ROGUE RIVER EMPLOYEE PERFORMANCE REVIEW Name: Evaluation Period To/From: Position: Evaluator: Department: Salary Range/Step: Reason for Appraisal: Completion of Probationary Period Special Review
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
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
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
STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE
PAGE: 1 of 17 TITLE: EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS) (REVIEW DATE OPTION) POLICY REFERENCE NUMBER: 8-4-100 DIVISION OF RESPONSIBILITY: Human Resource Services DATE OF LAST REVISION: May 13,
University of Maryland Nonexempt Staff PRD Form
PERFORMANCE REVIEW AND DEVELOPMENT PROCESS University of Maryland Nonexempt Staff PRD Form Employee Name: UID: Job Title: Division/Department: Supervisor: Rating Cycle: Date of Final Review: Section/Unit:
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
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
PERFORMANCE APPRAISAL FOR MIDDLE MANAGEMENT
BOARD PROCEDURE Approval Date 2010 Review Date 2015 Contact Person/Department Human Resources Administrator Replacing All previous policies Page 1 of 12 Identification HR-4540 PERFORMANCE APPRAISAL FOR
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
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
White Earth Tribal Council Annual Performance Appraisal
White Earth Tribal Council Annual Performance Appraisal Employee Name: Employee Number: Job Title: Department: Division: Reports to: Title: Performance Rating Scale Exceeds Expectation: This employee's
Instruction Manual. May, 2015 Performance Appraisal Process Local 2324 Represented Employees
Instruction Manual May, 2015 Performance Appraisal Process Local 2324 Represented Employees Human Resources May, 2015 TABLE OF CONTENTS ITEM PAGE INTRODUCTORY MATERIAL Performance Appraisal Instructions
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
GOAL SETTING and PERFORMANCE REVIEW Form
GOAL SETTING and PERFORMANCE REVIEW Form (For RANK and FILE) (Rating Period) (Name) (Position) PART 1 QUANTITATIVE GOALS (60%) INSTRUCTIONS This part is for setting and evaluating the performance of your
Cleveland State Community College. Classified Employee Performance Review
Name: Review Period: Job Title: Reviewer: Note: Place a mark in the appropriate space which describes the performance of the person named, as determined by this appraisal. Use the following codes and definitions.
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
Writing Performance Objectives for Job Components: A Brief Tutorial
Writing Performance Objectives for Job Components: A Brief Tutorial Under the State of Missouri s PERforM employee appraisal system, each employee must have at least one (1) performance objective for each
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,
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
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
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
Performance Appraisal
PURPOSE Performance Appraisal 90-day Evaluation 180-day Evaluation Annual Evaluation The purpose of any performance appraisal program is employee development. The value of performance appraisal is in the
South Carolina Budget and Control EPMS Performance Characteristics
South Carolina Budget and Control EPMS Performance Characteristics The following menu of performance factors serves as a guideline or sample for developing performance factors for use with the Employee
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
PERFORMANCE ASSESSMENT AND COMMUNICATION SYSTEM (PACS)
PERFORMANCE ASSESSMENT AND COMMUNICATION SYSTEM (PACS) 1. DATE ISSUED CHAPTER S430_1 2. EMPLOYEES COVERED 3. LAW AND REGULATION 4. SSA DELEGATIONS OF AUTHORITY 5. SSA POLICY 5.1. Introduction 5.2. Overview
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
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
GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR NON-SUPERVISORY EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #:
GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR NON-SUPERVISORY EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #: JOB TITLE: REVIEWED BY: UNIT: DATE OF REVIEW: REVIEW PERIOD:
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
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
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
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
Performance Evaluation for Exempt Employees Employer Instructions
Performance Evaluation for Exempt Employees Employer Instructions 1. Review employee's performance for the entire period. Refrain from basing judgments on recent or isolated events only. Disregard your
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:
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
Employee Support and Development. 8.02 Performance Management Planning. Government Departments and Agencies
Employee Support and Development 8.02 Performance Management Planning AUTHORITY Civil Service Act ADMINISTRATION PEI Public Service Commission Government Departments and Agencies Sub-Section 8.02 Performance
FLORIDA ATLANTIC UNIVERSITY WORKERS COMPENSATION RETURN TO WORK PROGRAM
FLORIDA ATLANTIC UNIVERSITY WORKERS COMPENSATION RETURN TO WORK PROGRAM APPLICABILITY/ACCOUNTABILITY: In compliance with statutory requirement, this program provides general guidelines for employees who
GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR SUPERVISORY/MANAGERIAL EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #:
GEORGIA INSTITUTE OF TECHNOLOGY CLASSIFIED PERFORMANCE APPRAISAL RECORD FOR SUPERVISORY/MANAGERIAL EMPLOYEES EMPLOYEE NAME: EMPLOYEE IDENTIFICATION #: JOB TITLE: REVIEWED BY: UNIT: DATE OF REVIEW: REVIEW
COLORADO STATE UNIVERSITY - PUEBLO PERFORMANCE MANAGEMENT PROGRAM
COLORADO STATE UNIVERSITY - PUEBLO PERFORMANCE MANAGEMENT PROGRAM Mission Statement: There is hereby established a University at Pueblo, to be known as Colorado State University Pueblo, which shall be
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.
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
RULES OF THE DEPARTMENT OF MANAGEMENT SERVICES PERSONNEL MANAGEMENT SYSTEM CHAPTER 60L-35 PERFORMANCE EVALUATION SYSTEM
60L-35.001 Scope and Purpose 60L-35.002 Definitions 60L-35.003 Minimum Requirements 60L-35.004 Career Service 60L-35.005 Selected Exempt Service 60L-35.006 Transitional Provision (Repealed) 60L-35.001
Interim Performance Management System for Positions Transitioning to the GS from NSPS. Department of the Navy Handbook. Version 2.
Interim Performance Management System for Positions Transitioning to the GS from NSPS Department of the Navy Handbook Version 2.0 September 2010 Table of Contents INTRODUCTION 3 BACKGROUND 3 WHO IS COVERED?
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
Director of Aviation Maintenance
Career Service Authority Director of Aviation Maintenance Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Manages, plans and directs the maintenance operations and functions, of the Maintenance and Engineering
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
EMPLOYEE PERFORMANCE EVALUATIONS
Truro Police Department EMPLOYEE PERFORMANCE EVALUATIONS General Order Number: Effective : January 25, 2001 REFERENCE: Revised : April 7, 2005 Accreditation Standards: 35.1.1.- 35.1.5., 35.1.7-35.1.14
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 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
CPMS User Guide for Performance Review & Evaluation. About the Collaborative Performance Management System (CPMS)
CPMS User Guide for Performance Review & Evaluation About the Collaborative Performance Management System (CPMS) Performance Review & Evaluation Steps Performance Factors Logging in to the LMS For Employees:
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
Online Performance Management Review Form
Online Performance Management Review Form Rating Scale and Details of Form Employee Results 2 Employee Results Rating Scale 1, 2, 3, 4, 5 3 Key Responsibilities/Goals Key Responsibilities/Goals: The manager
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
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
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...
DOUGLAS COUNTY CIVIL SERVICE COMMISSION HUMAN RESOURCES DEPARTMENT. PERFORMANCE APPRAISAL MANUAL (Non-Supervisory Employees) TABLE OF CONTENTS
DOUGLAS COUNTY CIVIL SERVICE COMMISSION HUMAN RESOURCES DEPARTMENT PERFORMANCE APPRAISAL MANUAL (Non-Supervisory Employees) TABLE OF CONTENTS ITEM DESCRIPTION PAGE(S) Section I Introduction 1-2 Section
ADMINISTRATIVE MEMORANDUM No. 92 Rev. 1. SUBJECT: Guidelines for the Performance Evaluation System
ADMINISTRATIVE MEMORANDUM No. 92 Rev. 1 SUBJECT: Guidelines for the Performance Evaluation System I. BACKGROUND Article 39 of the General Standards, entitled "Work Performance Evaluation," states: Staff
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,
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
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
Classified Performance Planning and Evaluation Form
Classified Performance Planning and Evaluation Form Employee Name: Employee S#: Position Number: Employee Job Title: College Name: Evaluation Period From: Department To: Red Rocks Commmunity College Supervisor
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
Faculty Performance Appraisal System Akamai University
Faculty Performance Appraisal System Akamai University A. University Position Statement Akamai faculty supervisors and the administration conduct periodic performance appraisals of all members of the faculty
Performance Evaluation Guide for Classified Staff Employees. Classified Staff Performance Evaluation Program
Performance Evaluation Guide for Classified Staff Employees Classified Staff Performance Evaluation Program June 2011 Performance Evaluation Guide for Classifed Staff Employees TABLE OF CONTENTS Preamble...
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
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
County of Orange Department of Fire & EMS Employee Performance Evaluation Company Officer. Hire Date: Period Covered:
County of Orange Department of Fire & EMS Employee Performance Evaluation Company Officer Name: Hire Date: Period Covered: Employee #: From: To: Evaluation and Criteria Using the following numerical scale,
TITLE: Employee Performance Evaluations
Courage Responsibility Ethics Dedication - CREDibly serving the public safety of New Mexico ISSUE DATE: 11/08/85 REVIEW/REVISED: 02/23/15 EFFECTIVE DATE: 11/22/85 CD-032100 TITLE: Employee Performance
Performance Competencies 1 = Does Not Meet Job Requirements
Page 1 of 5 Anne Arundel Community College PERFORMANCE APPRAISAL Employee: Position: Hire Doe, Jane A Staff Template Department: Location: Division: Human Resources -- Learning Resources Management Appraiser:
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
POWAY UNIFIED SCHOOL DISTRICT CONTINUUM OF TEACHING STANDARDS
POWAY UNIFIED SCHOOL DISTRICT CONTINUUM OF TEACHING STANDARDS Poway Unified School District Teaching Standards Domain I Domain II Domain III Domain IV Domain V Planning and Designing Instruction Element
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION Evaluation Period:* to Evaluation Meeting Date: SECTION 1 Employee: Job Title: Employee ID: Department: Immediate Supervisor/Administrator: Title: TYPE OF
EMPLOYEE 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
APPENDIX TOWN OF MONTAGUE PERFORMANCE APPRAISAL SYSTEM GUIDELINES
Performance Appraisal Review APPENDIX TOWN OF MONTAGUE PERFORMANCE APPRAISAL SYSTEM GUIDELINES I. INTRODUCTION A. WHAT IS PERFORMANCE APPRAISAL? Performance appraisal is a process of assessing a person
PEI ECONOMIC DEVELOPMENT AND TOURISM MINISTRY EMPLOYEE PERFORMANCE REVIEW & PROFESSIONAL DEVELOPMENT PLAN
PEI ECONOMIC DEVELOPMENT AND TOURISM MINISTRY EMPLOYEE PERFORMANCE REVIEW & PROFESSIONAL DEVELOPMENT PLAN PURPOSE: The Employee Performance Review & Professional Development Plan is a participatory process
CATHOLIC DIOCESE OF ROCKFORD EMPLOYEE PERFORMANCE APPRAISAL
CATHOLIC DIOCESE OF ROCKFORD EMPLOYEE PERFORMANCE APPRAISAL Employee Name: Supervisor: Position: Appraisal Period: EVALUATION OF PERFORMANCE FACTORS (Evaluate employee on each factor and provide specific
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
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,
TULANE MEDICAL CENTER Human Resources Policies & Procedures Manual
Page 1 of 5 POLICY: Tulane University Hospital & Clinic has made a commitment to patients and to the community to provide the best service possible. The Hospital & Clinic can only operate at optimum efficiency
JOB DESCRIPTION HUMAN RESOURCES GENERALIST
JOB DESCRIPTION HUMAN RESOURCES GENERALIST 1 Human Resources Generalist I. POSITION DESCRIPTION: The Human Resources Generalist manages the day-to-day operations of the Human Resource Department. The HR
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
COLLEGE OF ADMINISTRATIVE AND FINANCIAL SCIENCES (CAFS) Bachelor of Science in Business Informatics (MBA) Batch 2010-2011 SY 2013-2014 Employer Survey
COLLEGE OF ADMINISTRATIVE AND FINANCIAL SCIENCES (CAFS) Bachelor of Science in Business Informatics (MBA) Batch 2010-2011 SY 2013-2014 Employer Survey Purpose Determine employers assessment on their experiences
Workers Compensation Informational Materials and Filing Overview
Workers Compensation Informational Materials and Filing Overview Call 911, as applicable, and/or seek medical attention as necessary. Report the incident to the supervisor/department. The supervisor/department
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
SASED CERTIFIED SCHOOL NURSE POST OBSERVATION FEEDBACK FORM DOMAIN 1: PLANNING AND PREPARATION. Conference Date
DOMAIN 1: PLANNING AND PREPARATION Nurse Conference Date COMPONENTS UNSATISFACTORY BASIC PROFICIENT DISTINGUISHED 1a. School Nursing School Nurse displays little understanding of prerequisite knowledge
Attendance Reliability and Analysis Program
Baltimore City Public School System Attendance Reliability and Analysis Program I. Statement of Policy The Chief Executive Officer of the Baltimore City Public School System finds employees continuous
TLE Observation and Evaluation Rubric Nurses
TLE Observation and Evaluation Rubric Nurses Domain/Relative Weight Dimension Page Program Management %. Program Scheduling. Collaboration. Clinic Environment. Discipline Focus Instructional Skills 0%.
Facilities Maintenance Department Employee Evaluation Foreman/Lead
Facilities Maintenance Department Employee Evaluation Foreman/Lead Part I Administrative Data Name Employee ID Date of Hire Last Promotion Location Reason for Submission Period Covered Rated Months Facilities
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