MANAGEMENT PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN
|
|
|
- Felix Bradford
- 8 years ago
- Views:
Transcription
1 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 OF THIS APPRAISAL: To provide a process to evaluate the performance of managers. To establish a development plan and objectives for the following year whereby the manager can maintain or increase effectiveness. To create and encourage continuous two-way communication. 1. RESPONSIBILITIES: Summarize major duties and responsibilities. 1
2 2. OBJECTIVES: List specific objectives for this performance appraisal period. The objectives are results which the manager intends to achieve. 3. RESULTS: Describe specific results derived from the objectives which are stated above. 2
3 4. EFFECTIVENESS AREAS: Explain specific strengths and weaknesses. For each factor listed below, indicate whether the manager's performance "meets or exceeds expectations", "needs improvement", or is "unacceptable". Write a comment for each rating. A. LEADERSHIP The ability to motivate, inspire, challenge, and model behaviors for staff. MANAGEMENT FOCUS Actively supports goals amd values of the organization. Exceeds Expectations Demonstrates long-range, big picture approach to planning. Meets Expectations Leads/guides by example. Needs Improvement Delegates effectively. Unacceptable Obtains positive, demonstrable results in designated areas of responsibility. Exhibits adaptability to organizational change. DECISION MAKING Identifies problem, collects data, weighs alternatives, and arrives at Exceeds Expectations appropriate conclusion. Meets Expectations Designs realistic short-, and long-range goals and objectives for the Needs Improvement work unit. Unacceptable Makes appropriate use of fiscal, material, and human resources. Accepts responsibility for outcome of decisions. MANAGEMENT RELATIONS Projects positive image to staff, clients, and the public. Exceeds Expectations Maintains supportive working relationships with staff and clients. Meets Expectations Provides recognition to staff. Needs Improvement Unacceptable 3
4 B. IMPLEMENTATION / SUPERVISION The ability to set clear and realistic objectives, anticipate potential problems, organize work flow effectively and evaluate results. PRODUCTION Promotes quality service to clients. Exceeds Expectations Clearly communicates job expectations Meets Expectations Provides direction in setting performance objectives. Needs Improvement Organizes/participates on work teams to maintain and improve Unacceptable productivity. Uses appropriate work methods to achieve results. PERSONNEL EVALUATION / SUPPORT STAFF SUPERVISION Functions effectively as a member of a team. Exceeds Expectations Establishes performance methods and measures to track and obtain Meets Expectations desired results. Needs Improvement Provides positive and negative feedback, provides information, Unacceptable and takes appropriate action when needed. Evaluates staff collaboratively and objectively. Confronts personnel problems directly and resolves them. STAFF DEVELOPMENT OR DELIVERY Develops and maintains effective work teams. Exceeds Expectations Assists staff in setting professional goals and objectives. Meets Expectations Provides resources: coaching, training, guidance, Needs Improvement and career development for employees. Unacceptable Anticipates and provides training to meet changing requirements of the organization. 4
5 C. COMMUNICATION Ability to keep people informed appropriately, and to express clear and concise thoughts, ideas, and directions both orally and in writing. ORAL COMMUNICATION Gives clear, concise instructions/directions. Exceeds Expectations Makes effective presentations. Meets Expectations Maintains open, two-way communication. Needs Improvement Unacceptable WRITTEN COMMUNICATION Produces clear, concise written communication. Exceeds Expectations Establishes and maintains high standards of written communication Meets Expectations for staff. Needs Improvement Unacceptable FEEDBACK Develops strategies to maintain or improve flow of communication. Exceeds Expectations Provides information in a timely manner to the right people. Meets Expectations Actively listens and effectively responds. Needs Improvement Understands and applies directions from others. Unacceptable Gives effective praise and criticism. 5
6 D. JOB KNOWLEDGE AND APPLICATION Ability to apply knowledge and skills required by the job, and keep current on trends and technical information in the job area. ORAL COMMUNICATION Demonstrates effective application of knowledge and skill. Exceeds Expectations Actively seeks to keep current in trends and technical information Meets Expectations in job areas. Needs Improvement Demonstrates a willingness to learn and master changes in area Unacceptable of responsibility. 6
7 PERFORMANCE SUMMARY 5. PERFORMANCE SUMMARY Rate and summarize the manager's overall performance. This rating should be a composite of sections 2, 3, and 4. Exceeds Expectations Needs Improvement Meets Expectations Unacceptable SUMMARY 7
8 6. MANAGER'S : You are encouraged to add comments to this review. If you need additional space, attach a separate sheet to this form. **My signature indicates that the evaluating manager and I have discussed this evaluation. MANAGER (Print or type) EVALUATING MANAGER (Print or type) MANAGER'S SIGNATURE DATE EVALUATING MANAGER'S SIGNATURE DATE **This evaluation will not become a part of the manager's file until the Division Head has signed it. DIVISION HEAD'S SIGNATURE DATE 8
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
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
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
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:
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:
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 INFORMATION
Catholic Diocese of Raleigh Annual Performance Review EMPLOYEE INFORMATION EMPLOYEE NAME JOB TITLE SUPERVISOR/MANAGER PERIOD COVERED BY THIS APPRAISAL TYPE OF REVIEW Annual SIGNATURE OF REVIEWING MANAGER
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
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
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:
PERSONNEL POLICY 13 PERFORMANCE REWEW
PERSONNEL POLICY 13 PERFORMANCE REWEW It is the policy of the Chamber to constantly strive toward equity in salary administration. The attached performance appraisal procedures and forms are designed for
Template: Performance Evaluation Form - Executive Director/ Chief Executive Officer
Template: Performance Evaluation Form - Executive Director/ Chief Executive Officer Note: This document is provided for information purposes only. Health professional associations making use of this resource
EMPLOYEE INFORMATION
EMPLOYEE INFORMATION Date Last Name MI First Name Position/Title Current Pay Grade Department/Division or Section Original Hire Date Performance Review Period Date Appointed to Current Position From: Supervisor
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
Workers Compensation Claims Supervisor
Career Service Authority Workers Compensation Claims Supervisor Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Supervises and directs the work of a unit of claims adjusters. DISTINGUISHING CHARACTERISTICS
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
EXECUTIVE BEHAVIORAL INTERVIEW GUIDE
EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the
MODULE 16 Interpret the purpose and use of a performance evaluation and complete a self-evaluation.
Student name: Date: MODULE 16 Interpret the purpose and use of a performance evaluation and complete a self-evaluation. Objectives: A. Understand purpose of performance evaluation. B. Understand performance
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
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
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
BUSINESS SYSTEMS MANAGER
BUSINESS SYSTEMS MANAGER Description of Work: An employee in this banded class will manage, plan, direct, coordinate, monitor and/or supervise business and program processes, operation systems and ensure
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
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
EMPLOYEE APPRAISAL REPORT
An evaluation of performance and accomplishments for Year Ending December 2007 Employee Name: Employee ID #: Position Title Grade: Annual Appraisal Schedule TASK COMPLETION DATE SUPERVISOR S INITIALS EMPLOYEE
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
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
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
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
Performance Appraisal Handbook For Supervisors. For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff
Performance Appraisal Handbook For Supervisors For the evaluation of Non-Instructional Academic Staff (NIAS) and University Staff Department of Human Resources May 2013 Introduction Performance management
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
Training trainee solicitors Guidelines on performance review and appraisals
Training trainee solicitors Guidelines on performance review and appraisals Education and Training Unit Version 1 29/07/05 Page 1 of 7 www.sra.org.uk For alternative formats email, info.services@sra.org.uk
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
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
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
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
LOCAL HEALTH DIRECTOR INTERVIEW QUESTIONS TEMPLATE (Suggested Questions for Personal or Telephone Interviews - Rating Criteria Follows)
Template Developed December, 2006 LOCAL HEALTH DIRECTOR INTERVIEW QUESTIONS TEMPLATE (Suggested Questions for Personal or Telephone Interviews - Rating Criteria Follows) 1. Describe your experience in
BUSINESS OFFICER COMPETENCY PROFILE
Description of Work: Positions in this banded class administer and manage the business and financial affairs of a department, unit, or organization. Responsibilities include facilitation and management
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
Moore College of Art and Design Performance Appraisal Form 2005-2006
Employee Name: Position Title: Department: Evaluator s Name: Evaluator s Title: Review Period: Next Review Date: From: To: Type of Review: End of Introductory (Probationary) Period Annual Review Other
HUMAN RESOURCES. Revised: 04/30/03 Reviewed and Updated 11/11/10. To ensure a means by which employees and their supervisors can:
HUMAN RESOURCES Revised: 04/30/03 Reviewed and Updated 11/11/10 Policy Statement 3: Performance Management Performance Management Program 1. Purpose To establish a Policy for implementing and managing
Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators
Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...
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
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
EXHIBIT CC. Identifying Management Level Knowledge, Skills and Abilities. Executive Core Competencies (ECCs)
EXHIBIT CC Identifying Management Level Knowledge, Skills and Abilities Executive Core Competencies (ECCs) ECC One: Leading Change ECC Two: Leading People ECC Three: Results Driven ECC Four: Business Acumen
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
ADMINISTRATOR MISSION PARTICIPATION PERFORMANCE REVIEW FORM
ADMINISTRATOR MISSION PARTICIPATION PERFORMANCE REVIEW FORM Administrator Name: Hire Date: Position Title: Current Position Start Date: Department/Unit: Reviewing Supervisor: Appraisal Period: From: Date
Graduate Internship Materials Information Guide and Appendices Sport and Fitness Management Hospitality, Sport & Tourism Management
Graduate Internship Materials Information Guide and Appendices Sport and Fitness Management Hospitality, Sport & Tourism Management School of Hospitality, Sport & Tourism Management Dr. Fred Green Internship
ENGINEERING/ARCHITECT SUPERVISOR Competency Profile
Description of Work: Employees in this banded class perform supervision of a component or multiple components of an engineering or architect program. They are typically responsible for serving as a supervisor
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
PERFORMANCE APPRAISAL (Non-Exempt)
PERFORMANCE APPRAISAL (Non-Exempt) ****************************************************** Name Department: Job Title Appraisal Period JOB KNOWLEDGE Consider overall knowledge, constructive and creative
Employee Performance Review Process Resource Guide
Employee Performance Review Process Resource Guide Table of Contents Table of Contents... 1 Introduction... 3 Steps in the EPR process... 4 UIC Competencies... 5 Core Competencies...5 Manager Competencies...5
Therapist Supervisor
Career Service Authority Therapist Supervisor Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over professional mental health therapists engaged in performing a variety of social
Engineering/Architectural Manager Competency Profile
Description of Work: Employees in this banded class manage an engineering or architect program. They are typically responsible for serving as a manager and/or program authority in an organization or major
Clinical Social Work Team Leader
Career Service Authority Clinical Social Work Team Leader Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over professional social workers engaged in performing a variety of social
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
Performance Management Competencies. for Schedule II Levels 7-12
Performance Competencies for Schedule II Levels 7-12 Performance : What is it? Performance management is a systematic approach to setting performance standards, coaching employees to achieve standards,
Exempt Performance Reviews. Date Approved: June 23, 2008 Last Edited: June 3, 2014
Page: 1 Policy The performance review process is a formal communication which is an integral part of performance management and is tied to compensation. All exempt and management employees will have an
ACCOUNTANT COMPETENCY PROFILE
Description of Work: This is professional accounting work with responsibility for accounting and/or budgeting accounting functions, and which applies knowledge of the theory and practice of recording,
PERFORMANCE EVALUATION FORM
UNIVERSITY OF CALIFORNIA - OFFICE OF THE PRESIDENT PERFORMANCE EVALUATION FORM Employee Name Dept.: Division Unit: Job Title Period covered by this evaluation Type of evaluation Probationary From: / /
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
Annual Performance Review
Annual Performance Review Name: Length of Time in Position: Review Period ( From/To): Title: Length of Time with JCU: Supervisor/Mgr: The purpose of this annual performance review is to engage in open,
The Appraisal Interview
The Appraisal Interview Preface by the Vice Chancellor for Human Resource Management at the University of Innsbruck What is an Appraisal Interview? How does the Appraisal Interview work? Topics of an Appraisal
Boston University. 2015 Performance Evaluation Program. Administrative Employees Exempt and Non-Exempt
Boston University 2015 Performance Evaluation Program Administrative Employees Exempt and Non-Exempt (excludes staff covered by Collective Bargaining Agreements and Certain Contracts) October 2015 TABLE
PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL Name: Department: Hire Date: Position Title: Cost Centre: Review Period: RATING SCALE In order to obtain an effective rating, goals need to be Specific, Measurable, Adds Value, Realistic
NEEDS IMPROVEMENT EXAMPLE
NEEDS IMPROVEMENT EXAMPLE Name William Worksafe Manager Linda Laboratory Title Manager- Health & Safety Grade 12 Review Period 07/01/2007 to 06/30/2008 School/Department Health & Safety Review period is
Creating accountable Results - The 5 Steps to Success
CONSTRUCTIVE Job performance is the basis for an employer s decision to promote, discipline, demote, or fire an employee. Even though not required by law, court rulings continue to encourage employers
If contract or probation indicate start date: end Date:
Preamble Staff Performance Appraisal is part of the Performance Management System of Kyambogo University. It is used as a management tool for establishing the extent to which set targets within overall
WLUSA/OSSTF Annual Performance Review Guide
WLUSA/OSSTF Annual Performance Review Guide November 2015 Table of Contents OVERVIEW...3 s are Integral to Laurier's Success... 3 Key Components... 3 Role of the Manager(s) (direct and dotted line)...
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
Career Service Authority Page 1 of 6 Heating, Ventilating, and Air Conditioning (HVAC) Supervisor
Career Service Authority Page 1 of 6 Heating, Ventilating, and Air Conditioning (HVAC) Supervisor GENERAL STATEMENT OF CLASS DUTIES Performs supervisory duties over HVAC Mechanics engaged in the operation,
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
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
Interviews management and executive level candidates; serves as interviewer for position finalists.
Plan, direct, and coordinate human resource management activities of the NHBP Tribal government organization to maximize the strategic use of human resources and maintain functions such as employee compensation,
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
MANAGER VIEW 360 PERFORMANCE VIEW 360 RESEARCH INFORMATION
MANAGER VIEW 360 PERFORMANCE VIEW 360 RESEARCH INFORMATION Manager View/360 was first designed and developed in early 1985 by Kenneth M. Nowack, Ph.D. and originally titled the Management Practices Questionnaire.
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
Position Title: ID #: Evaluation Type: Annual Bi-Annual Other PERFORMANCE RATINGS:
Mission To conduct education, research and clinical services in the context of community engagement to train health professionals who promote wellness, provide care with excellence and compassion, and
Performance Review and Development Guide
Performance Review and Development Guide Performance Review & Development Program Community Action Partnership of Madera County strongly believes in the ongoing development of our most valuable asset our
V E H I C L E / E Q U I P M E N T R E P AI R T E C H N I C I AN S U P E R V I S O R Schematic Code 17318 (30005065)
V E H I C L E / E Q U I P M E N T R E P AI R T E C H N I C I AN S U P E R V I S O R Schematic Code 17318 (30005065) I. DESCRIPTION OF WORK Positions in this banded class supervise of a group of mechanics,
SKILLPORT TRAINING GUIDE
Administrative Communication Customer Service Leadership Management Performance Personal Development Team Work SKILLPORT elearning https://uh.skillport.com/skillportfe/login.action Log In Information User
PRINCIPAL POSITION DESCRIPTION
400-20 Administrative Procedure 430 Background PRINCIPAL POSITION DESCRIPTION The Principal is responsible for overall supervision and operation of his/her individual school. This responsibility includes
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
A Guide to Writing Self-Performance Appraisals
A Guide to Writing Self-Performance Appraisals Bellcom Worldwide Employee Self-Appraisal Name Date of Review Job Title Department Manager s Name and Title Section 1: Areas of Responsibility Areas of Responsibility/Goals
Preparing for the Performance Review Process
Preparing for the Performance Review Process 1 HOW AM I DOING? 3 A. WHY CONDUCT PERFORMANCE REVIEWS? 3 A.1 BENEFITS FOR UNIVERSITY 3 A.2 BENEFITS FOR SUPERVISOR/UNIT HEAD 3 A.3 BENEFITS FOR EMPLOYEE 4
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
University of Maryland Exempt Staff Employee Form
PERFORMANCE REVIEW AND DEVELOPMENT PROCESS University of Maryland Exempt Staff Employee Form Employee Name: Supervisor: UID: Rating Cycle: yearly Job Title: Date of Final Review: Division/Department: IPST
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
University of Detroit Mercy. Performance Communication System (PCS)
Supervisor Manual 1/5/11 Supervisor Manual Table of Contents The 3 The PCS Process 5 Preparing for the Discussion Meeting 7 Tips for Good Communication 7 Performance Expectations 8 Behavioral Competencies
Performance Management System
Section 10, Page 1 Contents: Policy Policy Definitions The Process of Managing Performance Addressing Poor Performance Supporting Employee Development Transitions Access and Use of Performance Information
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
BUTLER UNIVERSITY PERFORMANCE MANAGEMENT GUIDE
BUTLER UNIVERSITY PERFORMANCE MANAGEMENT GUIDE Performance management is the methodical and organized system for monitoring the results of work activities, collecting information and evaluating performance,
Individual Development Planning (IDP)
Individual Development Planning (IDP) Prepared for Commerce Employees U.S. Department of Commerce Office of Human Resources Management Table of Contents Introduction / Benefits of Career Planning 1 Your
Appendix A Sample Job Descriptions for a Coordinator/Manager
Appendix A Sample Job Descriptions for a Coordinator/Manager #1 POSITION TITLE: Manager Parish Nurse Program GENERAL DESCRIPTION: This position provides for the administration and expansion of the Parish
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
Performance Management Manual AUBMC
Manual 6. Reward Performance 1. Mutually develop performance plan 5. Communicate the evaluation AUBMC 2. Monitor and document performance 4. Evaluate Performance 3. Provide Coaching and Development 1 SECTION
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
of independent decisionmaking.
UNIVERSITY OF NORTH CAROLINA WILMINGTON University Program Manager DESCRIPTION OF WORK: Positions in this class manage and direct a university program of considerable scope and complexity, requiring specialized
ADMINISTRATOR PERFORMANCE REVIEW FORM
ADMINISTRATOR PERFORMANCE REVIEW FORM Administrator Name: Hire Date: Position Title: Current Position Start Date: Department/Unit: Reviewing Supervisor: Appraisal Period: From: Date of Last Appraisal:
Research Manager II. Task Statements
Research Manager II Task Statements 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 Identify new and existing research (e.g., news, legislation, web searching, database) to advance understanding of the relevant areas