Classified Performance Planning, Progress Review, and Evaluation Form FY20
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1 Classified Performance Planning, Progress Review, and Evaluation Form FY20 Employee Name S Number Position Number Employee Job Title Evaluation Period From: 4/1/2019 To: 3/31/2020 College Name Department Supervisor Name Reason for Evaluation Annual Other (Please Specify) Please check the phase that you are completing: PLANNING PROGRESS YEAR-END The Performance Management Program for MCC classified employees uses the Classified Performance Planning, Progress Review, and Evaluation form as a communication tool for the employee and supervisor. It is designed to promote better understanding between supervisors and employees about job responsibilities and performance expectations. It is also designed to reward excellence in job performance and directly link job performance to pay. EVALUATION PROCESS Evaluation Period: The evaluation period shall be April 1 st to March 31 st of each fiscal year. Planning Phase At the beginning of the evaluation period, the supervisor and employee meet to discuss the Uniform Statewide Core Competencies (USCC) (mandated), discuss and/or establish the major job responsibilities and goals, and discuss the importance of each USCC, job duty, and goal to the overall evaluation. All employees shall be evaluated using the Uniform Statewide Core Competencies factors: Communication, Interpersonal Skills, Customer Service, Accountability, and Job Knowledge. Supervisors shall list up to 5 major job duties and shall also list up to 5 individual goals on which the employee shall be evaluated. Individual goals should be aligned with departmental and college goals and objectives as well as encourage the employee s professional growth. The supervisor must complete the Supervisor Planning Comments section on the last page, obtain proper signatures, and provide a copy for the employee. Plans should be completed and turned in to Human Resources by April 30th and within 30 days of hire for new hires. Progress Review Phase At midyear or as often as deemed necessary, the supervisor and employee will meet to discuss the employee s performance, to determine whether any part of the performance plan needs to be revised, and to discuss the employee's performance in relation to the factors on which the employee will be evaluated. In addition, the supervisor shall provide ongoing coaching and feedback throughout the year. The supervisor shall provide feedback to the employee on the accomplishment of established USCC, job responsibilities and goals. The supervisor must also complete the Progress Review section on the last page, obtain proper signatures, and provide a copy for the employee. Progress reviews should be completed and turned in to Human Resources by October 31 st or more often as deemed necessary by the supervisor. New hires may have a progress review session at a different date due to the timing of their hire which should be approximately at the mid-point between their hire date and the end date of the evaluation period. 1
2 Year-End Evaluation At the end of the evaluation period or as often as deemed necessary, the supervisor and employee meet to discuss the employee s overall performance ratings. The supervisor and next level supervisor may sign the performance evaluation form prior to the final overall rating being given. The supervisor must also complete the Supervisor Overall Justification for the Rating section on the last page, obtain the next level supervisor s signature, obtain the employee s signature, provide a copy for the employee, and forward the completed, signed original to Human Resources. If any of the Uniform Statewide Core Competencies, job duties, or goals are rated Level 1 - Needs Improvement or Level 3 - Meritorious, the supervisor shall explain the reason for the rating in the comments section for that individual factor. Supervisors are encouraged to write comments to justify each rating assigned to each factor. An overall rating of Level 1 - Needs Improvement will require a Performance Improvement Plan or a corrective action. An employee may add any comments in the Employee Comments section on the last page. The yearend evaluation should be completed and the original copy forwarded to Human Resources by March 31 st. If an employee moves to a position under another appointing authority or supervisor during a performance cycle, an interim overall evaluation shall be completed and submitted to Human Resources within 30 days of the effective date of the move. Supervisors shall evaluate each Uniform Statewide Core Competency, job duty, and goal using the following defined rating levels: Level 3 - Meritorious This rating represents consistently exceptional and documented performance or consistently superior achievement beyond the regular assignment. Employees make exceptional contribution(s) that have a significant and positive impact on the performance of the unit or the organization and may materially advance the mission of the organization. The employee provides a model for excellence and helps others to do their jobs better. Peers, immediate supervision, higher-level management and others can readily recognize such a level of performance. Level 2 Meets Expectations This rating level encompasses a range of expected performance. It includes those employees who are successfully developing in the job, employees who exhibit competency in the work behaviors, skills, and assignment, and accomplished performers who consistently exhibit the desired competencies effectively and independently. These employees are meeting all the expectations, standards, requirements, and objectives on their performance plan and, on occasion, exceed them. This is the employee who reliably performs the job assigned and may even have a documented impact beyond the regular assignments and performance objectives that directly supports the mission of the organization. Level 1 Needs Improvement This rating level encompasses those employees whose performance does not consistently and independently meet expectations set forth in the performance plan as well as those employees whose performance is clearly unsatisfactory and consistently fails to meet requirements and expectations Marginal performance requires substantial monitoring to achieve consistent completion of work, and requires more constant, close supervision. Though these employees do not meet expectations, they may be progressing satisfactorily toward a level 2 rating and need to demonstrate improvement in order to satisfy the core expectations of the position.. 2
3 Directions: During the Planning Phase, supervisors review the following UNIFORM STATEWIDE CORE COMPETENCIES with the employee supervised. At the year-end evaluation, supervisors will rate each of the competencies by placing a check mark ( ) next to the rating levels of Needs Improvement, Meets Expectations, or Meritorious. If one competency is more critical to the job assignment, please indicate so in the Supervisor Planning Comments on the last page. Supervisors may make comments in the spaces provided for each competency. Supervisors may also further define the definitions listed below or add definitions to this form. Comments are required for Needs Improvement or Meritorious ratings. Factor: Communication To what extent does the employee effectively communicate by actively listening and sharing relevant information with co-workers, supervisor(s) and customers so as to anticipate problems and ensure the effectiveness of the department and college. Factor: Interpersonal Skills To what extent does the employee interact effectively with others to establish and maintain smooth working relations. Factor: Customer Service To what extent does the employee work effectively with internal/external customers to satisfy service/product expectations. Factor: Accountability To what extent does the employee s work behaviors demonstrate responsible personal and professional conduct which contribute to the overall goals and objectives of the department and college. To what extent is the employee involved in the college s quality improvement efforts? Factor: Job Knowledge To what extent is the employee skilled in job-specific knowledge which is necessary to provide the appropriate quantity and quality of work in a timely and efficient manner. 3
4 Directions: The next area to be evaluated is PERFORMANCE OF JOB DUTIES. During the Planning Phase, please list up to 5 major job duties for which the employee is responsible. At the year-end evaluation, rate each job duty by placing a check mark ( ) next to the rating levels of Needs Improvement, Meets Expectations, or Meritorious. In rating each job duty, consider the following: To what extent does the employee demonstrate occupational/professional competence, maintain/update job knowledge, work cooperatively with others, meet schedules and deadlines, meet a level of quality and quantity for the assignment, take responsibility for decisions made, resolve day-to-day problems? You may further define the above definition. If you wish to indicate more than 5 job duties, please attach a separate page. Comments are required for Needs Improvement or Meritorious ratings. Major Job Duty #1: Major Job Duty #2: Major Job Duty #3: Major Job Duty #4: Major Job Duty #5: 4
5 Directions: The next area to be evaluated is the achievement of GOALS. During the Planning Phase, list up to 5 major goals for which the employee is responsible. At the year-end evaluation, rate each goal by placing a check mark ( ) next to the rating levels of Needs Improvement, Meets Expectations, or Meritorious. In rating each goal, consider the following: To what extent does the employee meet individual, department, and/or college goals? If you wish to indicate more than 5 goals, please attach a separate page. Comments are required for Needs Improvement or Meritorious ratings. Goal #1: Goal #2: Goal #3: Goal #4: Goal #5: 5
6 Supervisor Planning Comments (Mandatory): Employee Signature Supervisor Signature Supervisor Progress Review Comments (Mandatory): Employee Signature Supervisor Signature Overall Evaluation Please check ( ) one box. Supervisory Overall Evaluation Justification for the Rating (Mandatory). Please include employee strengths and areas for improvement: Employee Signature Supervisor Signature Second Level Supervisory Signature Received by Human Resources Comments from Employee (Optional): Rev 3/26/19 6
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FRIENDSHIP HOUSE JOB DESCRIPTION Position: Supervisor: Working Schedule: Employment Status: Chief Financial Officer Executive Director Full Time: Monday - Friday 9AM-6PM, Weekends and evenings as needed
GENERAL COMPENSATION POLICY
I. PURPOSE The purpose of this policy is to define the philosophy of compensation in the City of Visalia for regular employees, and to specifically define how compensation increases for various job classifications
Academy FTO Program Effective June 30, 2008
DEFINITIONS Correctional Officer Trainee: A newly-hired Correctional Officer enrolled in both the residential and field training components of the Vermont Correctional Academy. Community Service Team Leader
Mott Community College Job Description
Title: Assistant Vice President - Academic Affairs Department: Academic Affairs Reports To: Vice President - Academic Affairs Date Prepared/Revised: July 2018 Purpose, Scope & Dimension of Job: The Assistant
EMPLOYEE PERFORMANCE EVALUATION
Page 1 of 5 EMPLOYEE PERFORMANCE EVALUATION Employee Name ID Number Department Supervisor Name Date of Hire Review Period Job Title Supervisor ID Number It is the policy of CNM to conduct formal performance
PERFORMANCE PLAN & ANNUAL APPRAISAL FORM
UNIVERSITY SHRA EMPLOYEE ANNUAL PERFORMANCE APPRAISAL PROGRAM SAMPLE COMPLETED FORM: BUSINESS SERVICES COORDINATOR (JOURNEY) PERFORMANCE PLAN & ANNUAL APPRAISAL FORM INSTRUCTIONS FOR COMPLETING THIS PERFORMANCE