APPRAISAL INSTRUCTIONS
|
|
|
- Ashlyn Ray
- 5 years ago
- Views:
Transcription
1 APPRAISAL INSTRUCTIONS In completing this review, the following sequence should be followed:. Review the attached Job Description. Notify Human Resources of any changes/additions to the Job Description.. Complete the following pages by circling the most appropriate numerical value in each section.. To determine the Overall Performance Rating: add the numerical values together and divide by eight. Note: If the employee has supervisory responsibilities, then complete the supervisory section as well. The divisor will then be eleven.. Obtain the signature of your manager (Secondary Reviewer).. Complete the Employee Action Record, if applicable, for salary change recommendations or job title changes. 6. Manager must also submit to the Department Head and Human Resources, prior to the performance discussion with the employee, a detailed plan to address areas rated "needs improvement" and/or marginal 7. Submit the Annual Review, Employee Action Record and detailed plan, if applicable, to Human Resources for approval signatures. 8. Upon receipt of approval signatures, the Annual Review will be returned for discussion with the employee. The current Job Description will also be included. Have the employee sign and date the Job Description and Annual Review Form. 9. Once you discuss the review with the employee and obtain their signatures, provide copies to the employee and return the original forms to Human Resources.
2 Annual Review Form (including Supervisory Skills) REVIEW PERIOD: to NAME: TITLE: DATE: DEPT: HIRE DATE: DATE STARTED IN MOST RECENT POSITION: JOB KNOWLEDGE Knowledge of products, policies and procedures; OR knowledge of techniques, skills, equipment, procedures, and materials. Expert in job, has thorough grasp of all phases of job. Very well informed, seldom requires assistance and instruction. Satisfactory job knowledge; understands and performs most phases of job well, occasionally requires assistance or instruction. Limited knowledge of job, further training required, frequently requires assistance or instruction. Lacks knowledge to perform job properly. QUALITY OF WORK Freedom from errors and mistakes. Accuracy, quality of work in general. Highest quality possible, final job virtually perfect. Quality above average with very few errors and mistakes. Quality very satisfactory; usually produces error free work. Room for improvement, frequent errors, work requires checking & re doing. Excessive errors and mistakes, very poor quality.
3 QUANTITY OF WORK Work output of the employee. High volume producer, always does more than is expected or required. Produces more than most, above average. Handles a satisfactory volume of work, occasionally does more than is required. Barely acceptable, low output, below average. Extremely low output, not acceptable. RELIABILITY The extent to which the employee can be depended upon to be available for work, do it properly, and complete it on time. The degree to which the employee is reliable, trustworthy, and persistent. Highly persistent, always gets the job done on time. Very reliable, above average, usually persists in spite of difficulties. Usually gets the job done on time, works well under pressure. Sometimes unreliable, will avoid responsibility, satisfied to do the bare minimum. Usually unreliable, does not accept responsibility, gives up easily.
4 INITIATIVE AND CREATIVITY The ability to plan work and to go ahead with a task without being told every detail and the ability to make constructive suggestions. Displays unusual drive and perseverance, anticipates needed actions, frequently suggests better ways of doing things. Self starter; proceeds on own with little or no direction, progressive, makes some suggestions for improvement. Very good performance, shows initiative in completing tasks. Does not proceed on own, waits for direction, routine worker. Lacks initiative, less than satisfactory performance. JUDGEMENT The extent to which the employee makes decisions which are sound. Ability to base decisions on fact rather than emotion. Uses exceptionally good judgment when analyzing facts and solving problems. Above average judgment, thinking is very mature and sound. Handles most situations very well and makes sound decisions under normal circumstances. Uses questionable judgment at times, room for improvement. Uses poor judgment when dealing with people and situations.
5 COOPERATION Willingness to work harmoniously with others in getting a job done. Readiness to respond positively to instructions and procedures. Extremely cooperative, stimulates teamwork and good attitude with others. Goes out of the way to cooperate and get along. Cooperative, gets along well with others. Indifferent, makes little effort to cooperate or is disruptive to the overall group or department. Negative and difficult to get along with. ATTENDANCE Faithfulness in coming to work daily and conforming to scheduled work hours. Always regular and prompt, perfect attendance, absent only in rare emergency. Very prompt and regular in attendance, above average, pre planned absences. Usually present and on time, normally pre planned absences. Lax in attendance and/or reporting on time, improvement needed to meet required standards. Often absent without sufficient reason and/or frequently reports to work late or leaves early.
6 COMPLETE THIS SECTION FOR SUPERVISORY PERSONNEL ONLY PLANNING AND ORGANIZING The ability to analyze work, set goals, develop plans of action and utilize time. Consider amount of supervision required and extent to which you can trust employee to carry out assignments conscientiously. Exceptionally good planning and organizing skills. Conscientious. Above average planning and organizing. Usually carries out assignments conscientiously. Average planning and organizing. Occasionally requires assistance. Room for improvement. Frequently requires assistance. Unacceptable planning and organizing skills. Room for improvement. Frequently requires assistance. Unacceptable planning and organizing skills. DIRECTING AND CONTROLLING The ability to create a motivating climate, achieve teamwork, train and develop, measure work in progress, take corrective action. Exceptional leader, others look up to this employee. Above average. Usually, but not always motivational. Average. Sometimes needs to be reminded of leadership role. Needs to improve motivational and teamwork skills. Unacceptable directing and controlling skills.
7 DECISION MAKING The ability to make decisions and the quality and timeliness of those decisions. Exceptional decision making abilities. Decisions are made in a timely manner. Above average decision making abilities. Usually makes sound and timely decisions. Average. Sometimes requires assistance in making decisions. Needs to improve decision making and/or timeliness of decisions. Unacceptable decisions and/or timeliness. Needs to improve decision making and/or timeliness of decisions. Unacceptable decisions and/or timeliness.
8 MANAGERIAL COMMENTS Noteworthy strong areas of present performance: Areas requiring improvement in job performance: What has the employee done to improve performance from the previous review?: Developmental Plans:
9 To what extent have previous plans been carried out? Add all numerical values from each category) then divide by 8 (or, if supervisor section was completed Overall Performance Rating: PERFORMANCE RATING DEFINTIONS DISTINGUISHED () Outstanding performance that results in extraordinary and exceptional accomplishments with significant contributions to objectives of the department and company. COMMENDABLE () Consistently generates results above those expected of the position. Contributes in an above average manner to innovations in both technical and functional aspects of the position. FULLY SATISFACTORY () Good performance with incumbent fulfilling all position requirements and may on occasion generate results above those expected of the position. NEEDS IMPROVEMENT () Performance leaves room for improvement. This performance level may be the result of new or inexperienced incumbent on the job or an incumbent not responding favorably to instruction. MARGINAL () Lowest performance level. Clearly performs at less than acceptable levels and well below minimum position requirements. Situation requires immediate review and action. Possible reassignment or additional training is in order; separation may result without significant and immediate performance improvement.
10 EMPLOYEE COMMENTS: SIGNATURES: Signatures acknowledge that this form was discussed and reviewed. Received by: Employee Date: Prepared by: Supervisor/Manager Date: Approved by: Department Head/President/CEO Date:
ACP EMPLOYEE PERFORMANCE APPRAISAL 2017
ACP EMPLOYEE PERFORMANCE APPRAISAL 2017 NAME POSITION DEPARTMENT Date in Most Recent Position DATE OF HIRE FROM APPRAISAL PERIOD TO APPRAISED BY DATE REVIEWED BY I,, have read this appraisal and have discussed
LSUHSC-SCHOOL OF MEDICINE PERFORMANCE PLANNING AND REVIEW FORM
LSUHSC-SCHOOL OF MEDICINE PERFORMANCE PLANNING AND REVIEW FORM Employee Name: Employee ID #: Job Title: Does this employee supervise others? Yes No Anniversary Date: _ Rating Period: _ to PERFORMANCE PLANNING
Employee Performance Evaluation HR-500
Performance Factors While referring to pages 5-7, place an X in the box best describing performance for the entire period being evaluated. If a Performance Factor does not apply to the position, rate it
ADMINISTRATIVE PERFORMANCE EVALUATION
ADMINISTRATIVE PERFORMANCE EVALUATION Employee s Name: Position Title: Hire Date: Date Assigned to this Position: Rate Period: to Name of Evaluator: How Long Have you been the Supervisor: OUTSTANDING Contribution
OFFICE OF HUMAN RESOURCES ADMINISTRATIVE & SUPPORT STAFF PERFORMANCE APPRAISAL
OFFICE OF HUMAN RESOURCES ADMINISTRATIVE & SUPPORT STAFF PERFORMANCE APPRAISAL Purpose Statement: The purpose of the appraisal process is to allow each support and administrative employee, and his or her
CITY OF CORAL GABLES EMPLOYEE PERFORMANCE EVALUATION PROFESSIONAL/OFFICE/TECHNICAL - CG101
CITY OF CORAL GABLES EMPLOYEE PERFORMANCE EVALUATION PROFESSIONAL/OFFICE/TECHNICAL - CG101 Employee Name: Job Title: Department: Division: Date of Review: Evaluation Period: From: To: Purpose of Report:
Essex County College Performance Evaluation Guide Non Instructional Personnel
Essex County College Performance Evaluation Guide Non Instructional Personnel Fraternal Order of Police Security Association and Support Staff Association Part I: PERFORMANCE RATING DEFINITIONS OUTSTANDING
New Employee Evaluation Form
: Employee: Employee UTD-ID: Admin Area: Position: Interviewing Supervisor: Evaluation Period: to In accordance with the University Probationary Period policy (D2-120.4) this form is designed to assist
PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN
2 PERFORMANCE APPRAISAL AND DEVELOPMENT PLAN Employee's Name: Position Title: Supervisor: Position Title: Appraisal Period: July 1, (through) June 30, The purpose of the Performance Appraisal and development
CAMBRIDGE. Dental Practice Consultants DENTAL EMPLOYEE EVALUATION FORM. Employee Name
CAMBRIDGE Dental Practice Consultants www.mydentalconsultant.com 800-595-2380 Employee Name Title DENTAL EMPLOYEE EVALUATION FORM Div / Dept Time in present position Years Months of Review Instructions:
Performance Appraisal System
Performance Appraisal System 2017 University of New England Performance Appraisal System Purpose and Philosophy The purpose of the Performance Appraisal System at UNE is to ensure that managers and employees
Knowledge frequently exceeds what is required to perform well.
Job Knowledge: Demonstrates sufficient knowledge, competency, and understanding to perform all aspects of the job efficiently, effectively, and safely. Subject matter expert in all job facets. Has skills
STAFF PERFORMANCE RATING GUIDE
Job Knowledge: Demonstrates sufficient knowledge, competency, and understanding to perform all aspects of the job efficiently, effectively, and safely. Subject matter expert in all job facets. Has skills
Performance Appraisal Review for Non-Exempt Employees. Instructions
Performance Appraisal Review for Non-Exempt Employees Employee Name Title Date of Review Department Date Started Current Position Current Supervisor Instructions Review employee s performance for the entire
University of Houston-Victoria Job Performance Appraisal
University of Houston-Victoria Job Performance Appraisal Employee s Name Employee Position s Department Supervisor Date of Job Appraisal Discussion Supervisor s Position Appraisal for one-year period beginning
CATHOLIC DIOCESE OF ROCKFORD EMPLOYEE PERFORMANCE APPRAISAL
CATHOLIC DIOCESE OF ROCKFORD EMPLOYEE PERFORMANCE APPRAISAL MANAGEMENT EMPLOYEES Employee Name: Supervisor: Position: Appraisal Period: EVALUATION OF PERFORMANCE FACTORS (Evaluate employee on each factor
UNCLASSIFIED EMPLOYEE PERFORMANCE APPRAISAL POLICY AND PROCEDURE
Revised: 10/1/13 UNCLASSIFIED EMPLOYEE PERFORMANCE APPRAISAL POLICY AND PROCEDURE Purpose: The Unclassified Performance Appraisal is a tool used to measure individual performance and to develop employees
PERFORMANCE APPRAISAL FOR MIDDLE MANAGEMENT
BOARD PROCEDURE Approval Date 2015 Review Date 2020 Contact Person/Department Human Resources Administrator Replacing All previous procedures Page 1 of 12 Identification HR-4540 PERFORMANCE APPRAISAL FOR
Performance Review Reference Guide #2: Example Feedback Comments
Performance Review Reference Guide #2: Example Feedback Comments This guide was created to assist supervisors with understanding how to identify the best rating and example feedback statements for each
FINAL INTERNSHIP EVALUATION
FINAL INTERNSHIP EVALUATION I. Intern Department Supervisor Company Evaluation due date II. Performance Evaluation: List the major goals which were established at the beginning of the term and compare
Aquinas College Internship Certification Program
Internship Certification Program Internship for certification will provide you with a certificate that is suitable for your employability portfolio. We will also keep your paperwork on file so we can confirm
Administrative and Professional Staff (Unclassified) Performance Evaluation Model D
Administrative and Professional Staff (Unclassified) Performance Evaluation Model D (Previously Model X) Employee Name: Position: Date of Last Performance Evaluation: Date of Current Performance Evaluation:
Guide to Defining Performance Levels
Guide to Defining Performance Levels This guide lists the performance factors and performance levels in the College s Goals and Performance Evaluation for Staff. It is a reference tool to help you write
Ministry/Department/Unit... Name: Last Name First Name Middle Initial. Date of Birth: / / Sex: Male Female D / M / Y Social Security Number:
PUBLIC SERVICE OF BELIZE END-OF-YEAR Performance Appraisal Report Form Administrative & Finance Officers, Senior Managers, Heads of Departments, Senior Technical and Professional Staff Part 1: GENERAL
FIELD PLACEMENT SUPERVISOR REVIEW FORM
Extern Program FIELD PLACEMENT SUPERVISOR REVIEW FORM Supervisor Name: Organization: Student name: Review Date:, 2011 1. BACKGROUND INFORMATION. In completing this form, you should carefully evaluate the
ORGANIZATIONAL ACCOUNTABILITIES. Sample Phrases for Appraiser Coach-ability Receptive to feedback Willingness to learn
PERFORMANCE APPRAISAL TOOLKIT FOR MANAGERS PERFORMANCE APPRAISAL DO S AND DON TS Do: Prepare in advance Be specific about reasons for ratings Consider your role in this Decide on specific steps to be taken
TURTLE MOUNTAIN COMMUNITY COLLEGE EMPLOYEE EVALUATION FORM JOB TITLE: DATE: Other:
TURTLE MOUNTAIN COMMUNITY COLLEGE EMPLOYEE EVALUATION FORM EMPLOYEE: JOB TITLE: DEPARTMENT: DATE: Type of Evaluation: Probationary: Annual: Other: Evaluation The Employee Evaluation Form is provided as
OUTSTANDING Rating 5
OUTSTANDING Rating 5 An employee at this level consistently meets expectations for a specific responsibility as defined under the Exceeding Expectations performance and significantly exceeds expectations
STAFF PERFORMANCE APPRAISAL RATING SCALE AND KEY DESCRIPTORS
STAFF PERFORMANCE APPRAISAL RATING SCALE AND KEY DESCRIPTORS OUTSTANDING Demonstrated outstanding achievement in performance standard expectations and goals throughout the entire appraisal cycle Consistently
Performance Planning and Development Annual Review Form
Use the tab key to move the cursor to gray areas and tables will automatically expand as information is entered. To access this form electronically, go to: http://www.hr.wayne.edu/appraisals/. Employee
1. PERFORMANCE FACTORS
A. Quantity: 1. PERFORMANCE FACTORS Frequently produces less than the desired quantity. Often produces less than the desired quantity. Produces an acceptable quantity of work as defined by the organization.
UNIT 11 Performance Evaluation Graduate Assistants, Instructional Student Assistants, Teaching Associates
UNIT 11 Performance Evaluation Graduate Assistants, Instructional Student Assistants, Teaching Associates Employee s Name Evaluator s Name & Title Review Period Department Classification From: To: Section
Town of Sunapee Supervisory Performance Evaluation. Employee Last First Middle. Probationary progress Conclusion of probation
Town of Sunapee Supervisory Performance Evaluation Date of Evaluation Evaluation Period: From to Employee Department Last First Middle Job Title Anniversary (hire) date Date of appt. to current position
Schedule 7: Employee Performance Appraisal
Schedule 7: Employee Performance Appraisal Employee Name: Department: Supervisor: Position: Period of Evaluation: From: To: Part I Job Criteria Abilities, Knowledge, and Skills The degree to which the
UNIT 11 Performance Evaluation Graduate Assistants, Instructional Student Assistants, Teaching Associates
UNIT 11 Performance Evaluation Graduate Assistants, Instructional Student Assistants, Teaching Associates Employee s Name Evaluator s Name & Title Review Period Department Classification From: To: Section
Institute for Advanced Study Annual Staff Performance Evaluation
Institute for Advanced Study Annual Staff Performance Evaluation - 2017 Employee: Title: Evaluation Date: Manager: School/Department: Instructions: Considering your assessment and discussion of the employee
Job Search Readiness Checklist**
Participant Name: Date: Job Search Readiness Checklist** Use this tool to determine the participant s level of job search readiness. Use it to track participant development throughout their progress in
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,
Millard School District Classified Employee Evaluation and Improvement Report
Millard School District Classified Employee Evaluation and Improvement Report Millard School District has developed this performance evaluation process as a way to encourage workers and their supervisors
LEADERSHIP PERFORMANCE CRITERIA
LEADERSHIP PERFORMANCE CRITERIA EMPLOYEE RESPONSIBILITIES (leadership) Job Knowledge Demonstrates an understanding and working knowledge of current role, profession, and industry. Has sought out personal
THE UNIVERSITY OF ALABAMA ANNUAL EMPLOYEE PERFORMANCE EVALUATION Comprehensive Form
Revised 4/1/2017 THE UNIVERSITY OF ALABAMA ANNUAL EMPLOYEE PERFORMANCE EVALUATION Comprehensive Form EMPLOYEE NAME (FIRST, MI, LAST): CWID : JOB TITLE: DEPARTMENT: DIVISION: PERIOD OF EVALUATION: From:
SECTION ONE PERFORMANCE FACTORS
SECTION ONE PERFORMANCE FACTORS KNOWLEDGE OF JOB Understanding of job requirements, job skills, technical know-how, authority and related responsibilities. Weight= % Below Expectations- Shows moderate
Three Rivers Community Schools Support Staff Performance Assessment
Employee Name: Date: Building: Position: Assessment Date: Click here to enter a date. Please check all that apply: Three Rivers Community Schools Support Staff Performance Assessment Probationary Non-Probationary
PERFORMANCE EVALUATION FORM
SUPERVISOR: EMPLOYEE S JOB TITLE: EVALUATION: (Check one): Annual / Probationary / Special Period of Evaluation: JOB DESCRIPTION: I have reviewed the Job Description for this position, and: it is current
Informal observations may occur anytime, formal observations will be scheduled in advance.
CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION HANDBOOK ===================================================================== I II III IV V Evaluation Overview Definitions and Key Terms Responsibilities Performance
PERFORMANCE EVALUATION ANNUAL INTERIM INSTRUCTIONS
Performance Evaluation Page 1 PERFORMANCE EVALUATION ANNUAL INTERIM Employee's Name: Department: Job Title: Division: Evaluation Period: From: To: Date of Last Evaluation: Date of Hire: Supervisor: # of
page 1 1. JOB KNOWLEDGE RATING
1. JOB KNOWLEDGE a) Understands requirements of job b) Is familiar with appropriate legislation c) Is familiar with appropriate duties d) Is familiar with policies and procedures e) Is familiar with current
ADMINISTRATIVE STAFF PERFORMANCE EVALUATION
ADMINISTRATIVE STAFF PERFORMANCE EVALUATION SECTION I - EMPLOYEE INFORMATION EMPLOYEE NAME JOB TITLE EMPLOYEE A# SUPERVISOR NAME VICE PRESIDENT'S NAME DIVISION DEPARTMENT RATING PERIOD FROM TO GENERAL
PERFORMANCE APPRAISAL. Again, a major deficiency in most practices is lack of effective
PERFORMANCE APPRAISAL It is important for the practice to have a procedure for evaluating job performance on a regular basis. Again, a major deficiency in most practices is lack of effective communication
PERFORMANCE EVALUATIONS TOOLKIT REVIEW
PERFORMANCE EVALUATIONS TOOLKIT REVIEW CORE COMPETENCY DESCRIPTIONS Classified Employees Customer Service Evaluate ability to communicate with public in helpful and informative manner. Dependability Evaluate
TALENT REVIEW INSTRUCTIONS
OFFICE OF HUMAN RESOURCES TALENT REVIEW INSTRUCTIONS SUMMARY The Talent Review process is a means to gain a better understanding of what is expected of the employee and how the employee can improve his/her
ARIZONA FAMILY FLORIST PERFORMANCE EVALUATION FORM
EMPLOYEE NAME: REVIEWER S NAME: REVIEW PERIOD: POSITION/DEPT: HIRE DATE: TIME IN POSITION: The performance evaluation form is to provide employees with feedback pertaining to their performance for the
EMPLOYEE PERFORMANCE EVALUATION
EMPLOYEE PERFORMANCE EVALUATION EMPLOYEE NAME: JOB TITLE: PERIOD OF EVALUATION: From: To: PART I - INSTRUCTIONS TO Employee and/or Administrator Listed below are five performance factors, seven behavioral
Mesa Public Schools Classified Employee Evaluation Worksheet. Competency: Task and Technical Skills. Position: A. Job Knowledge
Mesa Public Schools Classified Employee Evaluation Worksheet Employee: School/Dept: EIN: Date: Position: PART I: PERFORMANCE Competency: Task and Technical Skills A. Job Knowledge Demonstrates little or
PERFORMANCE APPRAISAL FORM PURPOSE OF THIS APPRAISAL FORM IS TO:
PERFORMANCE APPRAISAL FORM PURPOSE OF THIS APPRAISAL FORM IS TO: Review job performance. All selections require comments to support your performance recommendation. Recognize possibilities for job growth
Southern University System Annual Employee Evaluation Form for Executive Level Staff/Directors/Department Heads
Southern University System Annual Employee Evaluation Form for Executive Level Staff/Directors/Department Heads Employee Name: Title: Department: Period of Evaluation: I. INSTRUCTIONS TO EVALUATOR Supervisors
Employee Probationary Performance Review
Employee Probationary Performance Review Department: Supervisor: Period of Evaluation From: To: Part I Instructions The Employee Probationary Performance Review is designed for the employee to rate the
(5) EXCEPTIONAL: Consistently exceeds all relevant performance standards. Highly productive, innovative, responsive and generates top quality work.
General Employee Performance Appraisal Appraisal Score Overall Score: / 5.0 Employee Information Name: Manager Name: Job Title: Department: Hire Date: Rating Scale Definition (5) EXCEPTIONAL: Consistently
NON - EXEMPT EMPLOYEE
EMPLOYEE NAME: DEPARTMENT: POSITION TITLE: SUPERVISOR: APPRAISAL PERIOD: March 1, 2012 February 28, 2013 GOAL SETTING: Review Prior Year Goals NON - EXEMPT EMPLOYEE Take time to re-visit the goals that
Performance Evaluation for Non-Exempt Employees Employer Instructions
Performance Evaluation for Non-Exempt Employees Employer Instructions 1. Review employee's performance for the entire period, Refrain from basing judgments on recent or isolated events only. Disregard
Performance Planning and Appraisal Document
Performance Planning and Appraisal Document DEPARTMENT HEADS/SUPERVISORS Name: Job Title: Department: Performance Period: From / / To / / PURPOSE OF PERFORMANCE SYSTEM Enable joint planning and communication
NON - EXEMPT EMPLOYEE SELF APPRAISAL
EMPLOYEE NAME: DEPARTMENT: POSITION TITLE: SUPERVISOR: GOAL SETTING: Review Prior Year Goals APPRAISAL PERIOD: March 1, 2012 February 28, 2013 NON - EXEMPT EMPLOYEE SELF APPRAISAL Take time to re-visit
STAFF PERFORMANCE EVALUATION. 02/28/2018 Type of Evaluation
STAFF PERFORMANCE EVALUATION Position 02/28/2018 Type of Evaluation End of 6 month provisional period RATING CRITERIA Please consider the employee's performance which is most often demonstrated and mark
Stephen F. Austin State University Nacogdoches, Texas. Performance Management Plan and Review
Stephen F. Austin State University Nacogdoches, Texas Performance Management Plan and Review Name: Review Period Page of From: To: Employee: Social Security Number: Job Title: Supervisor: Department: I.
Non-.Certified Staff Performan:ce Ap!ipraisalRe.port
Independent School District No. 621 Mounds View Public Schools Non-.Certified Staff Performan:ce Ap!ipraisalRe.port Form EG-5101-G Name: Building: Date: Position: Appraisal Period From to Purpose: 0 Mid-Probation
Commendable Satisfactory Needs Improvement
PERFORMANCE EVALUATION & DEVELOPMENT GUIDE LEVEL 1 EMPLOYEES Name: Position: of Hire: Department: Evaluator: Evaluation : Evaluation Period: Listed below are nine areas of job performance to be rated for
SECTION ONE PERFORMANCE FACTORS
SECTION ONE PERFORMANCE FACTORS KNOWLEDGE OF JOB Understanding of job requirements, job skills, technical know-how, authority and related responsibilities. Weight= % Below Expectations- Shows moderate
NO , Chapter 1 TALLAHASSEE, February 13, Human Resources
CFOP 60-35, Chapter 1 STATE OF FLORIDA DEPARTMENT OF CF OPERATING PROCEDURE CHILDREN AND FAMILIES NO. 60-35, Chapter 1 TALLAHASSEE, February 13, 2018 Human Resources PERFORMANCE EVALUATION PROGRAM FOR
Executive Self-Assessment HR-515
While considering Ratings definitions and referring to pages 6-9, place an X in the box best describing performance for the entire period being evaluated. substantial improvement necessary; may require
Attendance Attendance refers to the consistency that an employee shows in turning up for work and completing their normal work hours.
Position Title: Evaluation Period: Attendance Attendance refers to the consistency that an employee shows in turning up for work and completing their normal work hours. Employee regularly fails to meet
ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL FORM FY
ADMINISTRATIVE STAFF PERFORMANCE APPRAISAL FORM FY 2016-2017 Employee Last Name Employee First Name Employee ID Department Position Title Supervisor Name Review Date Self-Evaluation Supervisor Evaluation
White Earth Tribal Council Annual Performance Appraisal
White Earth Tribal Council Annual Performance Appraisal Employee Name: Employee Number: Division: Job Title: Department: Reports to: Title: Performance Rating Scale Exceeds Expectation: This employee's
Performance Assessment Review (PAR) Employee Form
Section 1 Job Expectations Major Goals of the Unit/ Work Group Major Goals of the Ratee I have reviewed this package and have had a face-to-face meeting with my supervisor to discuss the Major Goals (Unit
Nonfaculty Performance Evaluation (blank form for draft work)
Texas A&M AgriLife Administrative Services Human Resources Nonfaculty Performance Evaluation (blank form for draft work) Nonfaculty Performance Evaluation (blank form for draft work) Name: All performance
EMPLOYEE ANNUAL PERFORMANCE EVALUATION
Employee Information Name Job Title Department January 1 - December 31, 2016 Evaluation Period Total Years In Current Position Supervisor Instructions This form must be completed on all full-time employees
Combined Performance Appraisal Form with an integrated Training Needs Analysis. Compliments of Training Games, Inc.
Combined Performance Appraisal Form with an integrated Training Needs Analysis Compliments of Training Games, Inc. To create a 360 degree appraisal, a blank form should be completed by both the employee
POLICY STATEMENT. Georgia Southwestern State University SUPPORT STAFF PERFORMANCE EVALUATION PROGRAM
POLICY STATEMENT Georgia Southwestern State University SUPPORT STAFF PERFORMANCE EVALUATION PROGRAM Performance evaluation is an important aspect of personnel management because it facilitates professional
North County Fire Authority PERFORMANCE APPRAISAL REPORT
North County Fire Authority PERFORMANCE APPRAISAL REPORT OCCASION FOR REPORT NAME OF EMPLOYEE Interim Probationary Appraisal Final Probationary Appraisal Semi-Annual Appraisal FULL-TIME REGULAR JOB TITLE
20 Annual Performance Review
20 Annual Performance Review Employee Name (Last,First) Years in Position Job Title Supervisor Name Department/Agency/Parish Overall Rating The purpose of the Employee Performance Review is to foster and
DIXIE STATE UNIVERSITY 2017 Staff Employee Annual Review
DIXIE STATE UNIVERSITY 2017 Staff Employee Annual Review Annual evaluation period is the calendar year (January December). Supervisors must evaluate all full-time staff employees who have been in their
Student Performance Evaluation
University of Waterloo Co operative Education & Career Services Student Performance Evaluation Wang,Jeremy Yijiang 20382498 Spring 2012 2A Mechatronics Engineering IGNIS Innovation Inc. Job Title: Software
BABCOCK UNIVERSITY HUMAN RESOURCES DEPARTMENT JUNIOR STAFF (1-7) ANNUAL PERFORMANCE EVALUATION REPORT 2018
BABCOCK UNIVERSITY HUMAN RESOURCES DEPARTMENT JUNIOR STAFF (1-7) ANNUAL PERFORMANCE EVALUATION REPORT 2018 Name: Division: Dept.: INFORMATION The appraisal form should be completed by the supervisor and
Annual By Request Probationary First Probationary Second Probationary Third
For Information See Website Instructions California State University, Sacramento Staff Performance Evaluation (Supervisor to Complete Sections I, II, III, IV and V) Name: Classification: Department: Bargaining
Student Employee Performance Evaluation
Student Employee Performance Evaluation Student Name Student ID Number Supervisor s Name Department Student Job Title Date Supervisor s Guidelines for Completion The student employee should be offered
Student Employee Performance Evaluation
Student Employee Performance Evaluation Student Name Student ID Number Supervisor s Name Department Student Job Title Date Supervisor s Guidelines for Completion The student employee should be offered
PERFORMANCE APPRAISAL
PERFORMANCE APPRAISAL Employee Job Title Appraisal Given By PREVIOUS KEY OBJECTIVES, GOALS, PERFORMANCE 1. Goal / Objectives Result / Performance 2. Goal / Objective s Result / Performance 3. Goal / Objective
Personal Data Employee Name: Samantha Sample Rating Supervisor: Queso Grande. Rating Definitions Effective/Meets Expectations (ME)
Unclassified Performance Evaluation - SAMPLE Employee ID: N00111111 Department: Human Resources Personal Data Employee Name: Samantha Sample Rating Supervisor: Queso Grande Job Title: HR Guru Review Period:
Employee Performance Log
Employee Performance Log Employee Name Supervisor Name Date Situation (Positive, Negative or Neutral) Outcome/Result/Action Taken Performance Interview Planning Checklist Preparation Interview Planning
Tulare County Office of Education Classified Personnel Evaluation Form
Classified Personnel Evaluation Form Name Classification SS# Work Location Permanent 5th Month Name of Supervisor Probationary 9th Month Performance Dimensions. Check the phrases in each column that most
MUNICIPALITY OF WEST PERTH JOB DESCRIPTION Permanent Public Works & Parks Labourer
POSITION TITLE Department Reports to (Title) MUNICIPALITY OF WEST PERTH JOB DESCRIPTION Permanent Public Works & Parks Labourer Operations Operations Foreman & Parks Supervisor Job Description last updated
TOWN OF BRECKENRIDGE POSITION DESCRIPTION
TOWN OF BRECKENRIDGE POSITION DESCRIPTION Position Title: Transit Supervisor Department: Public Works Division: Transit Position Classification(s): REGULAR (Full Time Regular) Pay Plan Level(s): 70-NE
Staff Performance Evaluation
Staff Performance Evaluation STAFF: POSITION: DATE: EVALUATOR: Purpose of Evaluation To broaden one s effectiveness as an integral member of the churches staff. Instructions The Pastor, Council President
Tennessee State University Annual Employee Performance Evaluation
Employee Name (Last, First, MI): Division: Tennessee State University Annual Employee Performance Evaluation Job Title: Department: Period of Evaluation: From: To: INSTRUCTIONS TO EVALUATOR Listed below
Suggested Attributes to Determine Performance Evaluation Ratings
Below are attributes to consider when looking for behaviors that represent an overall rating and/or a rating for each core expectation category. What behaviors define what a 5, 4, 3, and 2 rating looks
Tennessee State University Employee Performance Evaluation
Employee Name (Last, First, MI): Job Title: Division: Department: Period of Evaluation: From: To: Probationary Annual Other INSTRUCTIONS TO EVALUATOR Tennessee State University Employee Performance Evaluation
Performance Management and Evaluation for Administrators and Technical Professionals
Performance Management and Evaluation for Administrators and Technical Professionals Employee Name Department Banner S#: Employee Job Title Evaluation Period From: To: Supervisor Name/S# Reason for Evaluation
PUBLIC SERVICE OF BELIZE MID-YEAR Performance Appraisal Report Form Support Staff. Ministry/Department/Unit...
Part 1: GENERL INFORMTION PUBLIC SERVICE OF BELIZE MI-YER Performance ppraisal Report Form Support Staff Ministry/epartment/Unit Period of Report... From / / to / / Part 2: PERSONL INFORMTION Name: Last
Performance Appraisal Factor Ratings
Performance Appraisal Factor Ratings (Tick appropriate Box) & being poor, being mediocre & being good and excellent. ORGANISATION OF WORK Plans and controls work very well Tackles job in a direct and orderly
William Caspar Graustein Memorial Fund 2012 Performance Appraisal
William Caspar Graustein Memorial Fund 2012 Performance Appraisal Employee Name Reviewer name Review Period Job Title Job Title Review 1. What were the objectives/special projects of the employee during
APPRAISAL INSTRUMENT FOR PARAPROFESSIONAL STAFF Appraisal Year
APPRAISAL INSTRUMENT FOR PARAPROFESSIONAL STAFF Name Position Appraisal Year Campus Instructions and Directions: The appraisal instrument is divided into Part I (General responsibilities and expectations)