Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation
|
|
|
- Felicia Amy Carroll
- 10 years ago
- Views:
Transcription
1 Libraries and Educational Technologies Professional & Performance Development Form Library Faculty Self Evaluation Name Job Title Personal Information Division: Libraries & Educational Technologies Performance Period Department Date of Review Self-Evaluation Supervisor Evaluation Job Description is current Significant changes in job description occurred during performance period These changes include: Page 1 of 9
2 Annual Performance Evaluation The minimal performance expectations for all faculty in Libraries and Educational Technologies are consistent with the mission and goals of James Madison University. The following are minimal performance expectations which cross all faculty positions. These should be taken into consideration as the faculty member is evaluated. These factors will also be evaluated by the faculty member s peers through the Peer Evaluation Form. Client Service Orientation Gives priority to users. Effectiveness in meeting needs of user. Stays informed of university resources for extended assistance. Maintains approachable demeanor. Professionalism Demonstrates responsibility and ethics in carrying out job duties. Demonstrates respect for University policies and goals, coworkers, administration. Keeps up with developments in the profession and in higher education; contributes to academic or administrative field. Self-Management Sets clear priorities that are well aligned with the position s responsibilities and with organizational goals. Takes a proactive and planned approach to accomplishing these priorities. Takes personal responsibility for decisions and, if appropriate, delegates work in a balanced manner. Assumes responsibility without being told. Task/Project Management Completes the tasks specifically associated with his/her position in an effective, efficient and timely manner. This includes assigned tasks as well as tasks the employee is expected to identify independently to enhance operations within his/her unit. Facilitation/Interaction with Others Considerate and cooperative attitude toward faculty, staff and students. Able to resolve conflict and maintain fairness. Facilitates the flow of information with others; communicates clearly with others in oral and written form; shares resources with others; promotes collaboration and teamwork. Manages projects to ensure completion on time and with effective use of resources. Commitment to Institutional Mission Supports University and unit mission in preparing students, faculty and other clients for enlightenment and productivity. Demonstrates interest in institutional and unit activities of the campus community. Page 2 of 9
3 Section I: Goal Achievement Report on goals that were established for this performance period in each evaluation area: Core Responsibilities, Scholarship and Service. Describe in what way these goals were met and what additional work, if any, needs to be completed to meet the goal. Core Responsibilities List primary job responsibilities. Examples include: teaches classes or gives demos to students, faculty or staff; provides reference or consultation services; enhances collections and access through acquisitions and guides, software, or cataloging; keeps abreast of developments in one's area of expertise, etc. Page 3 of 9
4 Scholarship Report on goals established in the area of scholarship or intellectual contributions. Examples include bibliographies, handouts and course materials, published research, in-house research and development that contribute to L & ET services and activities, contributions to professional forums or staff seminars. Page 4 of 9
5 Service List leadership commitments and significant participation in official activities to improve or advance your department, division, the University or your field of expertise. Examples include: participated in a department, division, University or professional organization committee; chaired a committee; donated professional services to a local organization or institution. Page 5 of 9
6 Section II: Performance Review of Supervisors The minimal performance expectations for all supervisors in Libraries and Educational Technologies are consistent with the mission and goals of James Madison University. The following are minimal performance expectations which cross all supervising faculty positions. These should be taken into consideration when evaluating a supervisor s performance. Coaching/mentoring Providing employees with frequent performance feedback ; providing recognition for areas of high or improved performance; working with people to correct performance problems. Supporting employees in developing their capabilities to contribute more on their present jobs and to prepare them for future jobs; identifying training needs, suggesting training programs and providing opportunities to expand skills in new project / task situations; acting as mentor for employees where appropriate; evaluating performance and conducting performance review discussions on a timely basis; conducting interim review discussions when appropriate. Communication linkage Acting as a communications link between employees and higher management; keeping people in unit informed about issues important to them. Defining expectations Reaching agreement with employees on their objectives, priorities and measures; ensuring objectives and work plans are updated when required. Work allocation Organizing the work flow and relationships among people and functions in the unit; delegating work to make efficient use of resources and to develop people s capabilities. Staffing Planning and staffing the unit with the appropriate number and skills mix of employees; selecting highly qualified persons for the unit; using staff creatively to solve staffing shortages. Page 6 of 9
7 Performance Review of Supervisors (cont) Summarize below the faculty member s performance in these supervisory areas throughout the performance evaluation period. To complete this summary, refer to the Supervisor Evaluation Form completed by the supervisor s direct reports and any other relevant information. Page 7 of 9
8 Section III: Performance Summary Summarize the faculty member s performance for this performance period. To complete this section, refer to peer, customer and self evaluations, the goal achievement section of this document, your own evaluation of the faculty member s performance and any additional relevant information. Page 8 of 9
9 Signatures The signatures below acknowledge that the performance review has been completed. Faculty Member Title Date Supervisor Title Date Dean Title Date Page 9 of 9
Black Hawk County Employee Performance Evaluation
Black Hawk County Employee Performance Evaluation Employee : Supervisor: Title: Program Manager School Nursing Dept: Health Dept Title: Evaluation Period: From: To Due Date: Black Hawk County Governing
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
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
*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
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
ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL FORM FY 2014-2015
ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL FORM FY 2014-2015 Employee Last Name Employee First Name Employee ID Department Position Title Supervisor Name Review Date Self-Evaluation Supervisor Evaluation
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
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 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...
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
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
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
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
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:
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION
UCC CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION Evaluation Period:* to Evaluation Meeting Date: SECTION 1 Employee: Job Title: Employee ID: Department: Immediate Supervisor/Administrator: Title: TYPE OF
PERFORMANCE APPRAISAL
Aligns employee performance plans with organizational goals Focuses employees on achieving results Requires employee performance plans to include clear performance elements (expectations) with measurable
Fayetteville Technical Community College PERFORMANCE APPRAISAL MANUAL
Fayetteville Technical Community College PERFORMANCE APPRAISAL MANUAL Current Version Originally Published Fall 2009 Last Revised: November 24, 2009 Proponent: Vice President for Human Resources Available
Appendix D: Faculty Evaluation Form Second/Third Year Appointments
Appendix D: Faculty Evaluation Form Second/Third Year Appointments Introduction This form lists criteria dean/supervisors will use to evaluate whether or not expectations have been met in the second-year
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
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
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
Annual Employee Performance Review
Performance Excellence Program Annual Employee Performance Review Must be completed in ink. Please PRINT. Employee s Name & J- Number Title Classified Department Prof/Tech Administrator Supervisor s Name
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
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.
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
SCHOOL OF NURSING FACULTY EVALUATION PROCEDURES AND CRITERIA FOR RETENTION, PROMOTION, TENURE, AND PERIODIC REVIEW
SCHOOL OF NURSING FACULTY EVALUATION PROCEDURES AND CRITERIA FOR RETENTION, PROMOTION, TENURE, AND PERIODIC REVIEW This document is to be used in conjunction with the UA Board of Regents policies, University
Alabama Standards for Instructional Leaders
Alabama Standards for Instructional Leaders To realize the mission of enhancing school leadership among principals and administrators in Alabama resulting in improved academic achievement for all students,
Director of Human Resources and Employee Performance
JOB DESCRIPTION Niles Township High School District 219 Director of Human Resources and Employee Performance REPORTS TO : POSITION OBJECTIVE : Assistant Superintendent of Human Resources To support the
BYLAWS FOR THE ENGINEERING AND TECHNOLOGY DEPARTMENT COLLEGE OF TECHNOLOGY, ENGINEERING, AND MANAGEMENT APPENDIX B
BYLAWS FOR THE ENGINEERING AND TECHNOLOGY DEPARTMENT COLLEGE OF TECHNOLOGY, ENGINEERING, AND MANAGEMENT APPENDIX B INSTRUMENTS FOR FACULTY PERFORMANCE EVALUATION ~~~~~~~~~~~~~~~~~~~~~~ Procedures are detailed
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
Part One: Review of Performance Elements Rating Scale
Employee Name Employee ID Number Job Title Department Reviewing Supervisor Review Period Period Supervised by Reviewing Supervisor Period Employee in this Job Part One: Review of Performance Elements Rating
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
Graduate Program Review Process Summary
Graduate Program Review Process Summary Prepared By: Nathan Risling B.Comm, M.P.A. Coordinator, Graduate Program Review College of Graduate Studies & Research Ph: (306) 966-1606 [email protected]
San Jose/Evergreen Community College District Administrator Performance Appraisal Forms
San Jose/Evergreen Community College District Administrator Performance Appraisal Forms Philosophy and Policy In accordance with Education Code Section 87663, the policy on evaluation of administrators
STATE UNIVERSITY OF NEW YORK COLLEGE OF TECHNOLOGY CANTON, NEW YORK COURSE OUTLINE LEST 480 LEGAL STUDIES INTERNSHIP
STATE UNIVERSITY OF NEW YORK COLLEGE OF TECHNOLOGY CANTON, NEW YORK COURSE OUTLINE LEST 480 LEGAL STUDIES INTERNSHIP LAST REVISED BY: Jondavid S. DeLong LAST REVIEWED BY: Alexander Lesyk SCHOOL OF BUSINESS
NC TEACHER EVALUATION PROCESS SAMPLE EVIDENCES AND ARTIFACTS
STANDARD I: ELEMENT A: Teachers demonstrate leadership Teachers lead in their classroom Developing Has assessment data available and refers to it to understand the skills and abilities of students Accesses
Rutgers, The State University of New Jersey School of Nursing Legacy CON Faculty
1 Rutgers, The State University of New Jersey School of Nursing Legacy CON Faculty Appointment, Reappointment, and Promotion of Clinical Track Faculty (Policy 60.5.10) Individuals whose status is qualified
Ph.D. Counselor Education and Supervision 2014 2015 Program Guidebook
Ph.D. Counselor Education and Supervision 2014 2015 Program Guidebook NOTE: 1) This guidebook is subject to change. If it does, students will be notified via email and will be provided with the revised
National Commission for Academic Accreditation & Assessment. Standards for Quality Assurance and Accreditation of Higher Education Institutions
National Commission for Academic Accreditation & Assessment Standards for Quality Assurance and Accreditation of Higher Education Institutions November 2009 Standards for Institutional Accreditation in
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
EVALUATION OF MSW STUDENT FIELD WORK FOUNDATION FIELD PLACEMENT
EVALUATION OF MSW STUDENT FIELD WORK School of Social Work University of Pittsburgh FOUNDATION FIELD PLACEMENT Date of Evaluation: 4/24/10 Term: Spring Year: 2010 Student's Name: FOUNDATION STUDENT Term
u Field Experience Handbook for Supervising Library Media Teacher or Teacher Librarian
u Field Experience Handbook for Supervising Library Media Teacher or Teacher Librarian Revised 2010 Dear Supervising Teacher Librarian: Thank you for your willingness to have a student perform fieldwork
ACC Performance Excellence Program (PEP)
ACC Performance Excellence Program (PEP) Performance Review for Classified, Professional-Technical, Administrative Employees Employee Evaluation of Supervisor s Work Performance (An Upward Evaluation)
National Commission for Academic Accreditation & Assessment. Handbook for Quality Assurance and Accreditation in Saudi Arabia PART 1
National Commission for Academic Accreditation & Assessment Handbook for Quality Assurance and Accreditation in Saudi Arabia PART 1 THE SYSTEM FOR QUALITY ASSURANCE AND ACCREDITATION Ver. 2.0 THE SYSTEM
University Students Council of the University of Western Ontario Position Description SEXUAL HEALTH & CONSENT EDUCATION COORDINATOR
EFFECTIVE: February 20, 2015 AUTHORITY: Executive RATIFIED BY: Executive PAGE 1 of 5 1.00 POSITION TITLE: SEXUAL HEALTH & CONSENT EDUCATION COORDINATOR 2.00 POSITION OVERVIEW: (1) The Sexual Health & Consent
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 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
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
RIO HONDO COMMUNITY COLLEGE DISTRICT DEAN, COUNSELING AND STUDENT SUCCESS
RIO HONDO COMMUNITY COLLEGE DISTRICT DEAN, COUNSELING AND STUDENT SUCCESS DEFINITION Under general administrative direction, to provide leadership and direction; to plan, manage, and oversee the activities,
User s Guide to Performance Management
User s Guide to Performance Management University Human Resources Brown University Table of Contents 1 I. Overview 3 II. The Performance Management Cycle 4 III. Performance Management Forms..6 1. Goal
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
The Learning Contract
The What is a? The is a guide to monitor and direct the student s learning and the field instructor s teaching. It is a joint process and negotiated agreement between the student, the field instructor,
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
Employee Performance Review and Development (Non-Exempt)
Employee Performance Review and Development (Non-Exempt) Employee Name Employment Status: Regular Contingent II Period Covered Date of Review Job Title Division/Department Section/Unit Supervisor Rating
Sample Behavioral-Based Interview Questions
Sample Behavioral-Based Interview Questions Background, skills overview, job/culture fit Communication Skills Confirmation of a work requirement Conflict Management/ Resolution Coping Skills/ Resilience
Commendable (C): Rating for faculty whose performance clearly and consistently exceeds requirements in principal professional responsibilities.
DEPARTMENT CHAIR S ANNUAL EVALUATION OF FACULTY PERFORMANCE J. WHITNEY BUNTING COLLEGE OF BUSINESS Faculty Member Name: Calendar Year: Department Chair Name: This evaluation is to be completed by the department
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,
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
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
BACHELOR OF BUSINESS ADMINISTRATION DEGREE TECHNOLOGY MANAGEMENT. Culinary Management and Tourism & Resort Marketing INTERNSHIP MANUAL
BACHELOR OF BUSINESS ADMINISTRATION DEGREE in TECHNOLOGY MANAGEMENT Culinary Management and Tourism & Resort Marketing INTERNSHIP MANUAL Revised 10/2012 1 INTRODUCTION Your internship will allow you to
Project Management Career Path Plan
Agency Name Project Management Plan Start Introduction This tool was designed to provide individuals with the information they need to develop along the Project Management track within the Agency. This
Office of Human Resources. Financial Manager
Office of Human Resources Financial Manager Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Manages financial functional and/or operational area(s) that include implementing work plans based on annual goals
University Of Alaska Anchorage College Of Health Department Of Human Services. Criteria and Guidelines For Faculty Evaluation
University Of Alaska Anchorage College Of Health Department Of Human Services Criteria and Guidelines For Faculty Evaluation This document is to be used in conjunction with the UNAC and UAFT Collective
Internship Manual Educational Specialist (EdS) Florida Gulf Coast University
Internship Manual Educational Specialist (EdS) Florida Gulf Coast University 2 Table of Contents The College of Education Vision... 3 The College of Education Mission... 3 Purpose of the Internship...
Performance Management. Writing Performance Assessments and Goals 2014
Performance Management Writing Performance Assessments and Goals 2014 Performance Management Writing Performance Assessments and Goals Agenda 1. Performance Management - general 2. UF Assessment Tool Job
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
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
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
Department of Advanced Programs M.Ed. in Higher Education Handbook
Department of Advanced Programs M.Ed. in Higher Education Handbook 1 Table of Contents MISSION... 3 IMPORTANT INFORMATION... 4 Department Information... 4 Department Secretary... 4 Higher Education Faculty...
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
Department of Nursing. Criteria for Nursing Faculty Promotion
Department of Nursing Criteria for Nursing Faculty Promotion The promotion of a faculty member is determined by merit. Teaching, creative scholarship and professional qualifications, and professional service
College of Nursing and Professional Disciplines Instructional Design Strategic Plan 2014-2019
College of Nursing and Professional Disciplines Instructional Design Strategic Plan 2014-2019 Enrich Teaching & Learning Innovation Exceptional Instructional Design Quality Client Service Expand Presence
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
Supervisor s Performance Management Guide
Supervisor s Performance Management Guide 1. Introduction... 2 2. Duties and Job Descriptions... 2 3. Supervisor s Role... 2 4. Goals & Employee Development... 3 5. Annual Performance Evaluation Process...
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
Report on the Florida State University School of Nursing Seminar on Excellence in Nurse Education
Report on the Florida State University School of Nursing Seminar on Excellence in Nurse Education Prepared by Raoul A. Arreola, Ph.D. The University of Tennessee Health Sciences Center 1. The Seminar Agenda
Rubric to Evaluate North Carolina s School-Based Physical Therapists
Rubric to Evaluate North Carolina s School-Based Physical Therapists Standard 1: School-based physical therapists demonstrate leadership. Element a. School-based physical therapists demonstrate leadership
Centre for Learning and Development
The Leadership and Management Development Strategy was developed to endorse learning and development opportunities to strengthen the leadership and management capacity of the Newfoundland and Labrador
Supervisor s Guide to Performance Management: Performance Evaluation 1
Updated: March 2014 Supervisor s Guide to Performance Management: Performance Evaluation What is Performance Management? Performance management focuses on the supervisor s basic responsibility of encouraging
collaboration/teamwork and clinical knowledge and decision-making (attachment 4.1.b). The Staff Nurse position description links position
4.1 Describe the formal and informal performance appraisal processes used in the organization, including self-appraisal, peer review, and 360 o evaluation (as appropriate) for all levels in the organization.
CERTIFICATE IN ADULT EDUCATION Facilitated by Robert Cordingley and Lorna Smith May 1 & 2, 2014
Page 1 of 6 COMMUNICATE A Listen Interpret non-verbal communication Use questioning Explain concepts clearly Use presentation skills Use humour in context A1 A2 A3 A4 A5 Accept feedback Provide feedback
PERFORMANCE MANAGEMENT COACHING AND PERFORMANCE GEORGIA PERIMETER COLLEGE
PERFORMANCE MANAGEMENT COACHING AND PERFORMANCE GEORGIA PERIMETER COLLEGE Module 2 Coaching and Performance with the GPC Strategic Plan Agenda 1. Performance Management Process The Next Plateau 2. Aspects
STONY BROOK UNIVERSITY
STONY BROOK UNIVERSITY GRADUATE PROGRAM IN PUBLIC HEALTH ACADEMIC YEAR 2012-2013 MPH PRACTICUM MANUAL MPH PRACTICUM MANUAL GRADUATE PROGRAM IN PUBLIC HEALTH Accredited by CEPH in 2008 Introduction This
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
Rubric for Evaluating North Carolina s School-Based Occupational Therapists
Rubric for Evaluating North Carolina s School-Based Occupational Therapists Standard 1: School-based therapists demonstrate leadership, advocacy, and collaborative and ethical Element a. Leadership. School-based
The School of Education & Human Services The University of Michigan Flint Standards and Criteria for Promotion and Tenure
The School of Education & Human Services The University of Michigan Flint Standards and Criteria for Promotion and Tenure Introduction The primary mission of the University of Michigan Flint is to be the
General Staff Performance Review, Planning and Professional Development [HR.10/VHR.10]
![General Staff Performance Review, Planning and Professional Development [HR.10/VHR.10]](/thumbs/31/14778284.jpg "General Staff Performance Review, Planning and Professional Development [HR.10/VHR.10]")
General Staff Performance Review, Planning and Professional Development [HR.10/VHR.10] 2013 Employee Name Position Department or Faculty Supervisor Name Supervisor Position Review Period May 2012 April
COMPUTER SCIENCE PROGRAM ASSESSMENT PLAN
COMPUTER SCIENCE PROGRAM ASSESSMENT PLAN December 5, 2003 1. Overview The computer science program assessment plan provides a basis for obtaining feedback on the program and making improvements. This document
Fall Term Syllabus MASTER SYLLABUS. Course Domain and Boundaries
Fall Term Syllabus MASTER SYLLABUS Social Work 7771 Field Work Seminar I Core Year School of Social Work Fall semester.5 credit First of Four Field Seminars for MSW Students Course Domain and Boundaries
JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN
DEPARTMENT OF HUMAN RESOURCES JULY 1, 2010 JUNE 30, 2013 STRATEGIC PLAN Introduction Human resource strategies are institutional efforts to support people (leaders, faculty and staff) to contribute to