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 review. The purpose of this document is to promote employee growth and development. Any areas requiring improvement that were identified during this performance period should be highlighted below. Also include any areas that will promote employee potential and professional development. 1. Development areas that will enhance career, professional, and personal growth are listed below and will be addressed in the next performance period: DEVELOPMENT AREAS 1. 2. 3. 2. List below those activities that will support employee development in the areas outlined above and the responsibilities of the employee and the supervisor to accomplish the development plan. DEVELOPMENT PLAN 1 2 3 Form A Employee Development Plan Page 1
Employee Name: Current Position: Department: Form B Employee Self Assessment Fiscal Year This form is to be completed by the employee prior to the final Performance Recognition System meeting with the Supervisor. Please list examples of behaviors and/or accomplishments which are reflective of the core competencies. Self-Assessment of Core Competencies: 1. Knowledge, skills and abilities: 2. Effectiveness of communication: 3. Judgment: 4. Initiative, responsiveness and customer service: 5. Adaptability: 6. Dependability: 7. Commitment to the College and its goals: 8. Commitment to diversity and inclusiveness: 9. Health and safety: 10. Punctuality and attendance: Self-Assessment of Individual Objective Accomplishments (evaluate your progress and provide feedback): Employee Signature / Date: Form B Employee Self Assessment Page 2
Form C Performance Evaluation Employee Name Job Title/Department Reports To Performance Period / / to / / Date of Review / / Time in Current Position As part of a performance recognition system, a performance evaluation helps employees see how their jobs and expected contributions support the mission and vision of HFCC. Evaluations enable administrators the opportunity to assess and discuss an individual s job performance to enhance and ensure future performance expectations are met. The process of evaluation includes identifying and acknowledging strengths, areas for improvement, related professional development opportunities, and goals that support the overall strategic mission of the College. Upon completion by the supervisor of the following rating form, it is expected that the supervisor and the employee meet to discuss and set goals for the next year. 1. KNOWLEDGE, SKILLS & ABILITIES: Current competencies and the willingness to expand and develop new competencies. The employee demonstrates the knowledge, skills and abilities necessary in performance of the essential functions of the position. Seeks new and/or additional educational opportunities to obtain mastery over tasks, expand personal knowledge of technology, policies, and procedures and offers suggestions to improve processes. EXCELLENT: Exceptional demonstration of competencies beyond what is necessary to perform essential functions. VERY GOOD: Possesses and demonstrates competencies beyond what is necessary to perform essential functions. SATISFACTORY: Generally possesses and demonstrates competencies necessary to perform essential functions. NEEDS IMPROVEMENT: Occasionally demonstrates competencies necessary to perform essential functions. UNSATISFACTORY: Does not demonstrate competencies necessary to perform essential functions. COMMENTS/EXAMPLES Form C Performance Evaluation Page 3
2. EFFECTIVENESS of COMMUNICATION: The ability to listen, speak, and write effectively. Demonstrated ability to effectively handle routine and non-routine internal and external communication, both oral and written. Listens and gets clarification; sends clear, accurate, and convincing messages. EXCELLENT: Exceptional demonstration of communication skills; always communicates positively with students, staff and/or public. VERY GOOD: Consistently communicates/interacts with students, staff and/or public in a positive manner. SATISFACTORY: Generally communicates/interacts with students, staff and/or public in a positive manner. NEEDS IMPROVEMENT: Demonstrates difficulty interacting with students, staff and/or public in a positive manner. UNSATISFACTORY: Interacts with students, staff and/or public in a negative manner. COMMENTS/EXAMPLES 3. JUDGMENT: Proper attention is given to details and an appropriate course of action is taken. EXCELLENT: Uses excellent judgment. Has an ability to both apply procedures to situations and recognize situations requiring analysis. VERY GOOD: Uses good judgment. Usually understands elements of situations requiring advanced decision making, SATISFACTORY: Usually applies procedures correctly. Understands elements of situation requiring advanced decision making, but occasionally may need assistance. NEEDS IMPROVEMENT: Does not apply procedures correctly or consistently. Fails to recognize unique elements in situations. Decision making is poor. UNSATISFACTORY: Rarely understands the use of good judgment. Does not make acceptable decisions. COMMENTS/EXAMPLES Form C Performance Evaluation Page 4
4. INITIATIVE, RESPONSIVENESS & CUSTOMER SERVICE Meets expectations in a timely manner and delivers on commitments. Is approachable and responsive to students, faculty, staff, co-workers, and supervisors. Routinely uses time efficiently and respects other persons time and priorities including faculty and staff; is proactive and anticipates the needs of the department. Shows willingness to help and serve employees in all departments, visitors, co-workers, supervisors or others in a customer s role. Accepts appropriate direction, assists co-workers and other College staff in response to fluctuations in workload. EXCELLENT: Self motivated. Manages jobs and tasks in anticipation of needs in department. Adopts unassigned tasks as needed for sake of department efficiency. VERY GOOD: Consistently accomplishes tasks without direct supervision. Is able to relate duties to overall objectives. SATISFACTORY: Usually performs assigned jobs in a timely manner occasionally needs assistance in setting task priorities. NEEDS IMPROVEMENT: Does not accomplish tasks without close supervision. Needs detailed work plans to stay on task. UNSATISFACTORY: Rarely sets goals or establishes priorities when appropriate in completing assigned tasks. COMMENTS/EXAMPLES 5. ADAPTABILITY: Adjusts to new situations and responsibilities on the job, participates in professional development opportunities. Works under pressure and with tight deadlines; Adapts well to new situations, unusual demands, emergencies, or critical incidents. Welcomes supervision, new ideas, accepts criticism, handles conflict constructively. Participates in work groups, attends work related meetings, training on new procedures, and departmental meetings. EXCELLENT: Proactively searches and implements change as an opportunity to improve systems, service, or self. VERY GOOD: Welcomes and adapts to changes quickly. SATISFACTORY: Usually adjusts to change in job procedures and work assignments without complaint. Shows willingness to accept changes and new procedures. NEEDS IMPROVEMENT: Resistant to change. Will adapt only out of necessity. UNSATISFACTORY: Rarely adjusts to changes in job procedures and work assignments, complains about changes, very reluctant to learn. Interferes with implementation. COMMENTS/EXAMPLES Form C Performance Evaluation Page 5
6. DEPENDABILITY: The extent to which the employee, without constant supervision, can be counted on to follow instructions and established procedures and to do his/her best in the performance of their duties. EXCELLENT: Consistent maximum performance at all times. Capable of working completely on his/her own. VERY GOOD: Conscientious of job; performance constant without close supervision. SATISFACTORY: Close concentration on job, average amount of supervision required. NEEDS IMPROVEMENT: Rarely can be relied upon to perform work, spends time unproductively, and needs frequent supervision. UNSATISFACTORY: Cannot be relied upon to perform work, constant supervision required. COMMENTS/EXAMPLES 7. COMMITMENT TO THE COLLEGE and ITS GOALS Actions and speech reflect a commitment to the College; speaks and interacts professionally Fulfills community service opportunities Respectful of College resources including internet and phone usage and uses time efficiently. Stays composed and positive even in trying moments. EXCELLENT: Exceptional in his/her professional image and positive attitude toward the College. VERY GOOD: Consistently presents a professional image and positive attitude toward the College. SATISFACTORY: Generally presents a professional image and positive attitude toward the College. NEEDS IMPROVEMENT: Rarely presents a professional image and positive attitude toward the College. UNSATISFACTORY: Does not present a professional image and positive attitude toward the College. COMMENTS/EXAMPLES Form C Performance Evaluation Page 6
8. COMMITMENT TO DIVERSITY & INCLUSIVENESS Works to establish a climate that welcomes, celebrates and promotes respect for diversity and inclusiveness Actions and speech reflect a commitment to principles of community: Fosters a positive working and learning environment, by maintaining a climate of collaboration, fairness, cooperation, and professionalism. Practices and integrates these basic principles in all interactions. EXCELLENT: Exceptional positive and welcoming attitude toward all members of the community at all times. VERY GOOD: Consistently presents a professional image and positive attitude toward the College. SATISFACTORY: Generally presents a professional image and positive attitude toward the College. NEEDS IMPROVEMENT: Rarely presents a professional image and positive attitude toward the College. UNSATISFACTORY: Does not present a professional image and positive attitude toward the College. COMMENTS/EXAMPLES 9. HEALTH & SAFETY Understands that safety and environmental issues are essential elements of ensuring the continued success of HFCC and its employees. Maintains a safe, healthy and environmentally sound workplace. EXCELLENT: Exceptional commitment to a safe work environment. Goes above and beyond. VERY GOOD: Consistently demonstrates a commitment to a safe work environment. SATISFACTORY: Generally demonstrates a commitment to a safe work environment. NEEDS IMPROVEMENT: Rarely demonstrates a commitment to a safe work environment. UNSATISFACTORY: Does not demonstrate a commitment to a safe work environment COMMENTS/EXAMPLES Form C Performance Evaluation Page 7
10. PUNCTUALITY & ATTENDANCE: Arrives and works according to approved work schedule. SATISFACTORY: Consistently present for all assigned work days. During those occasional absences, the department or co-workers are not adversely impacted in the performance of their duties and responsibilities by the frequency or pattern of such absences. UNSATISFACTORY: Not consistently present for assigned work days. The frequency or pattern of such absences adversely impacts the department s co-workers capacity for successfully carrying-out their duties, responsibilities and services. Form C Performance Evaluation Page 8
Form D Final Summary of Contributions and Performance Items for discussion for Supervisor/Employee Review Meeting FISCAL YEAR: Discuss strengths in job performance. Discuss any performance weaknesses. Discuss possible work process improvements. Discuss areas that may need additional training to be more competent in the current position. Discuss goals the employee and the supervisor want to accomplish in the next year and what action is needed to reach those goals. Form A completed for next fiscal year? Overall Summary: Exceeds Requirements Mentor level performance Consistently Exceeding Requirements Regularly Meets Requirements; Solid Performance Needs Improvement in Some Areas (Performance Improvement Plan Required) Does Not Meet Requirements (Performance Improvement Plan Required) Supervisor's Signature Date Employee: by signing below, you acknowledge that you have had the opportunity to review and discuss this performance review with your supervisor. If you wish, you may comment on your review on a separate sheet and attach it to this evaluation form. Employee's Signature Date Attachment(s)? Yes / No Form D Final Summary Page 9
Form E Linking Bonus to Performance Factors 1. KNOWLEDGE, SKILLS & ABILITIES: Current competencies and the willingness to expand and develop new competencies. 2. EFFECTIVENESS of COMMUNICATION: The ability to listen, speak, and write effectively. 3. JUDGMENT: Proper attention is given to details and an appropriate course of action is taken. 4. INITIATIVE, RESPONSIVENESS & CUSTOMER SERVICE 5. ADAPTABILITY: Adjusts to new situations and responsibilities on the job, participates in professional development opportunities. 6. DEPENDABILITY: The extent to which the employee, without constant supervision, can be counted on to follow instructions and established procedures and to do his/her best in the performance of their duties. 7. COMMITMENT TO THE COLLEGE & COMMUNITY 8. COMMITMENT TO DIVERSITY & INCLUSIVENESS 9. COMMITMENT TO HEALTH & SAFETY 10. PUNCTUALITY & ATTENDANCE: Arrives and works according to approved work schedule. 11. PROFESSIONAL DEVELOPMENT Overall Score Rating High Avg. Low 5 4 3 2 1 Overall Rating Score Performance Bonus Exceeds Requirements Mentor level performance (top 5% of 5 % workforce) Consistently Exceeding Requirements 4 % Regularly Meets Requirements; Solid Performance 3 NA Needs Improvement in Some Areas (Performance Improvement 2 NA Plan Required) Does Not Meet Requirements (Performance Improvement Plan Required) 1 NA Employee received a copy (Initials) Supervisory kept a copy (Initials) Please complete in full and send entire original to HR for filing in Employee s Personnel File Form E Linking Pay to Performance Page 10