RFCUNY PERFORMANCE APPRAISAL PROCESS
|
|
|
- Ella Young
- 5 years ago
- Views:
Transcription
1 RESEARCH FOUNDATION of The City University of New York 230 West 41st Street New York, NY RFCUNY PERFORMANCE APPRAISAL PROCESS Goal The goal of the performance appraisal process is to provide timely feedback to management and other exempt staff and assist in career development and training. It is also used to establish the goals for the upcoming year, which then become part of the next year s performance appraisal process. Methodology The methodology involves both a quantitative and qualitative review of the individual s performance as well as support for the rating given. Measurement criteria are broken down into three generic categories: quantity of work, quality of work and support of the organizational principles / values. The first two sections must be adapted by the reviewer to fit the scope and nature of work of individual departments. Measurement criteria may differ department by department or with level of responsibility. The appraisal form is divided into five sections. Summary Individual quantitative ratings, overall rating and reviewer / reviewee comments. Rating scale definitions are 1. Outstanding. Regularly exceeds all of the position requirements. For example, routinely shows strong self-initiative, well organized, possesses strong communication and leadership skills, etc. 2. Commendable. Regularly exceeds most of the position requirements. For example, shows initiative, innovation, organization, and communication skills, etc. 3. Satisfactory. Employee consistently meets all requirements of position. (A satisfactory rating should not be viewed as a negative or critical comment of individual s performance) 4. Below average. Employee meets minimal criteria for position. Action program to improve employee s performance to be prepared by the manager. Next review will be in six months to measure success in improving performance. 5. Unsatisfactory. Employee should be put on probationary status and a remedial program established. Next review will be in three months at which time a rating that shows no improvement may lead to dismissal. Quantity of Work Success against previously established objectives is measured and quantified. Evolving objectives or accomplishments can be added or included. Reviewee has the opportunity to expand or comment on each area. Quality of work Criteria are established. Comment or critique individual s ability to meet or exceed the criteria. Observance of guiding principles/values This is the subjective measurement of the individual s ability to incorporate the guiding principles/values of the rf into his/her work and effectively communicate these values to our constituents through work, personal commitment and clients perceived results. Objectives for the next year The manager and employee should establish mutual, measurable objectives for the upcoming year. This includes both the employee s personal objectives, departmental objectives to which the employee may be called upon to make a contribution and recommended training and professional development by the manager. Process The manager, in conjunction with the employee, should complete the appraisal form without establishing any individual section or overall numerical ratings. The manager will then review with their senior manager his/her recommendations for numerical ratings for the sections and the overall rating. With the concurrence of the senior manager, the appraiser will meet with the employee, review the appraisal and numerical ratings and agree on future plans. After both the employee and manager have signed the performance appraisal form, it is forwarded to the senior manager for final sign off and sent to human resources to become part of the employee s personnel records. Rev. 10/17
2 Research Foundation CUNY Performance Appraisal Name Position Department Review Period Manager Date of Review Date of Follow-Up Individual Ratings 1 (Outst.) 2 (Comm.) 3 (Sat.) 4 (Bel. Avg.) 5 (Unsat.) Quantity Of Work Quality Of Work Observance Of Guiding Principles Manager Summary Employee Comments Signature of Manager Signature of Employee* Signature of Senior Manager Date Date Date *Signature confirms that the discussion has taken place. It does not signify that agreement has been reached. Employees are welcome to discuss their evaluations with their senior manager. Rev. 10/17 2
3 Section One Quantity Of Work Measuring Volume Of Work Against Objectives (And Any Other Achievements). Takes Into Consideration Speed And Consistency Of Output. Objectives Employee Summary Manager Summary Rating Rev
4 Section One Quantity Of Work - Continued Measuring volume of work against objectives (and any other achievements). Takes into consideration speed and consistency of output Objectives Employee Summary Manager Summary Rating Rating for Quantity of Work Rev
5 Section Two Quality of Work The manager, with the input of the employee, should objectively comment on those criteria which are particularly relevant to the individual s job. For managers appraisals, the quality of work will include the quality of the output of the unit they manage taking into account their own personal contribution. If appropriate, give specific examples to justify rating. Rating Work is accurate, technically correct and based on sound analysis and judgment Work is well organized, properly planned, and focused Work is timely and on schedule End results are responsive to client s needs (internal and external) Work demonstrates creativity and/or initiative Work demonstrates clear and effective communication Other Rating for Quality of Work Rev
6 Section Three Observance of Guiding Principles/Values The manager, with the input of the employee, should objectively comment on those criteria that are particularly relevant to the specific job/management position. The commentary should be an objective assessment of the extent to which the employee observes the guiding principles/values as they relate towards work, colleagues and clients. If appropriate, give specific examples to justify rating. Rating Mission Conscious Results Driven/Problem Solving Team Spirit Service Orientation (Internal/External) Innovative Highly Professional Dependable Punctuality/Attendance Other Rating for Observance of Guiding Principles Rev
7 Section Four Objectives for Next Year Please summarize or attach the employee s objectives, bearing in mind the following Contribution To Department Objectives In The Business Plan Other Contributions To The Research Foundation Including Teamwork Within Department, Collaboration With Other Teams, Leadership (Including Recruitment And Coaching), Overall Contributions To The Research Foundation s Mission Personal And Professional Development Plan To be completed by manager with input from employee Objectives Specific follow-up, if appropriate (e.g. assistance required from manager) Training Please summarize below recommended training needs (including any needs listed above) Rev
CUNY Evaluation Memorandum - HEO Series
Supervisors Instructions Preferably once each semester, but at least once each year, employees in the HEO series are required to have an evaluation conference with the chairperson or supervisor to be designated
University of California, Los Angeles Employee Performance Evaluation Form
University of California, Los Angeles Employee Performance Evaluation Form Employee Name: Job Title: Reviewing Supervisor: Period Supervised by Performance Reviewer: Employee ID Number: Department: Review
Performance Evaluation Form: Goal Setting - Performance Management - Performance Feedback
Performance Evaluation Form: Goal Setting - Performance Management - Performance Feedback Performance Improvement Purpose: The performance improvement process at Loyola University Chicago features specific,
Exempt Performance Reviews. Date: Approved June 23, 2008 Page: 1
Date: Approved June 23, 2008 Page: 1 Policy The performance review process is a formal communication which is an integral part of performance management and is tied to compensation. All exempt and management
NEW IN 2019: Streamlined form and updated definitions of job elements/core competencies
PURPOSE The annual performance appraisal process is intended to promote communication between employees and their supervisors about work expectations and goals. It is an opportunity for the supervisor
Performance Appraisal Process
Human Resources Division - Compensation Performance Appraisal Process Oregon University System PERFORMANCE APPRAISAL PROCESS FOR EMPLOYEES IN CLASSIFIED INFORMATION TECHNOLOGY POSITIONS represented by
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
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
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
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:
WINTHROP UNIVERSITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE
WINTHROP UNIVERSITY EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM POLICY AND PROCEDURE THIS DOCUMENT IS NOT A CONTRACT BETWEEN EMPLOYEES AND WINTHROP UNIVERSITY, EITHER EXPRESSED OR IMPLIED. THIS DOCUMENT DOES
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
LE MOYNE COLLEGE PERFORMANCE ASSESSMENT PROCESS
LE MOYNE COLLEGE PERFORMANCE ASSESSMENT PROCESS The Le Moyne College Performance Assessment Process is intended to support a culture of work and achievement based on the core values of Cura Personalis
University of Minnesota - Academic Health Center Employee Performance Appraisal Tool
University of Minnesota - Academic Health Center Employee Performance Appraisal Tool Employee Name Job Title College/School Employee ID Job Code Division/Unit ID Appraisal Period: Appraisal Type: Probationary
Page 1 of 10 University of California 2017/2018 Management for Senior Administrators Name: Job Title: Hire Date: : Division: Department: Rating Definitions - is significant overachievement of expectations.
EMPLOYEE PERFORMANCE REVIEW GUIDELINES
EMPLOYEE PERFORMANCE REVIEW GUIDELINES DEPARTMENT OF HUMAN RESOURCES SPRING 2009 Employee Performance Review Guidelines The performance review process helps individual employees and organizations throughout
STAFF ANNUAL PERFORMANCE EVALUATION
STAFF ANNUAL PERFORMANCE EVALUATION Employee Name: Position Title: Department: Supervisor: Performance Year: Manager: Performance Competencies JOB COMPETENCY Supervisor Instructions: Please rate the employee
Completing the Dialogue for Direction Form Review for Non-Exempt Employees
Completing the Dialogue for Direction Form Review for Non-Exempt Employees The Dialogue for Direction form is a standard Microsoft Word document that can be completed on-line. Please review these helpful
PERFORMANCE APPRAISAL REVIEW
PERFORMANCE APPRAISAL REVIEW Objectives, Factors and Standards Format EMPLOYEE INFORMATION EMPLOYEE NAME JOB TITLE DEPARTMENT Employee ID # TYPE OF REVIEW Mid-probation End of Probation PERIOD COVERED
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
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
11/11/ CUPA HR Eastern Region Conference 1. Shifting Performance Gears. Welcome and Agenda. Guiding Principles.
Welcome and Agenda Shifting Performance Gears Welcome Shifting Gears of Performance Reviews at Bates Guiding Principles Performance Development at Bates Q&A Shifting Gears First - Individual departments
POSITION DESCRIPTION MERCY HEALTH. Executive Director, Mercy Hospital for Women and O Connell Family Centre. Position title: Employee name:
MERCY HEALTH POSITION DESCRIPTION Position title: Entity/Group: Business Unit/Department: Executive Director, Mercy Hospital for Women and O Connell Family Centre Mercy Health Health Services Employee
STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE
NUMBER: 8-4-101.1 PAGE: 1 of 18 TITLE: FACULTY PERFORMANCE MANAGEMENT SYSTEM (FPMS) POLICY REFERENCE NUMBER: 8-4-101 DIVISION OF RESPONSIBILITY: Human Resource Services DATE OF LAST REVISION: May 13, 2010
MANAGER PERFORMANCE MANAGEMENT AND DEVELOPMENT INSTRUMENT
MANAGER PERFORMANCE MANAGEMENT AND DEVELOPMENT INSTRUMENT Name: University Personnel #: Position Title/Department: Division: Period Covered From: To: Supervisor:: Supervisor/Title: Date of Review: PART
OFFICE OF ADMINISTRATION & FINANCE ADMINISTRATIVE MEMORANDUM
OFFICE OF ADMINISTRATION & FINANCE ADMINISTRATIVE MEMORANDUM DATE: August 9, 2005 NUMBER: HR-05 TITLE: Performance Review Process for Staff PURPOSE The purpose of the performance evaluation process is
School of Veterinary Medicine Academic & University Staff Performance Evaluation Form
1 School of Veterinary Medicine Academic & University Staff Performance Evaluation Form Employee Name: Title: Date: Evaluation Period: From: To: Supervisor: Employment type: Academic Staff University Staff
Department of Financial Services Employee and Retiree Service Center Equity Plan June 9, 2015
The Department of Financial Services Employee and Retiree Service Center (ERSC) is committed to the Culture of Respect compact established by Montgomery County Public Schools (MCPS). The compact establishes
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
New York State University Police Police Lieutenant Annual Performance Appraisal Instructions
New York State University Police Police Lieutenant Annual Performance Appraisal Instructions PURPOSE: The purpose of any performance appraisal program is employee development. The value of performance
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.
GARY KAPLAN & ASSOCIATES EXECUTIVE SEARCH POSITION SPECIFICATION
GARY KAPLAN & ASSOCIATES EXECUTIVE SEARCH POSITION SPECIFICATION TITLE: CLIENT: Manager, Security Operations The J. Paul Getty Trust The J. Paul Getty Trust is an international cultural and philanthropic
PEI ECONOMIC DEVELOPMENT AND TOURISM MINISTRY EMPLOYEE PERFORMANCE REVIEW & PROFESSIONAL DEVELOPMENT PLAN
PEI ECONOMIC DEVELOPMENT AND TOURISM MINISTRY EMPLOYEE PERFORMANCE REVIEW & PROFESSIONAL DEVELOPMENT PLAN PURPOSE: The Employee Performance Review & Professional Development Plan is a participatory process
POSITION NUMBER: LOCATION: Vancouver. DATE: January 2013
POSITION TITLE: Human Resources Consultant REGION: CLBC Headquarters CURRENT CLASSIFICATION LEVEL: Management SUPERVISOR POSITION NUMBER: POSITION NUMBER: LOCATION: Vancouver DATE: January 2013 SUPERVISOR
SEIU Local 509 Grant and Contract Funded Performance Review Program PERFORMANCE REVIEW PROGRAM
PERFORMANCE REVIEW PROGRAM In accordance with the agreement between the University of Massachusetts Lowell and the Grant and Contract Funded Staff of SEIU Local 509, unit members at the University of Massachusetts
MARIST COLLEGE ADMINISTRATIVE PERFORMANCE REVIEW FORM FOR MANAGEMENT/SUPERVISORY STAFF
FORWARD TO LINE EXECUTIVE BY June 7, 2010 RETURN TO HUMAN RESOURCES BY June 14, 2010 MARIST COLLEGE ADMINISTRATIVE PERFORMANCE REVIEW FORM FOR MANAGEMENT/SUPERVISORY STAFF NAME: TITLE: OFFICE/DIVISION:
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:
Making the Performance Evaluation Process Meaningful. Jen Rick Ryan Armsworthy James Kohan
Making the Performance Evaluation Process Meaningful Jen Rick Ryan Armsworthy James Kohan Objectives What is Performance Management? Setting Plan for Completion and Common Challenges Review of the Process
EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS) POLICY
Subject: Laws/Regulations: Performance Evaluations Employee Performance Evaluation Systems, S.C. Code Ann. Reg. 19-715 et seq. S.C. Code Ann. Regs.19-700 EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS) POLICY
Employee Performance Review
Employee Performance Review Employee Name: Employee Job Title: Department: Location of Hire: Last Reviewed: Supervisor s Signature Printed Name in Position: Employee Signature Review Period: to Printed
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
Lafayette College. Performance Evaluation
Lafayette College Performance Evaluation (2018) NAME JOB TITLE DEPARTMENT REPORTING TO (Name and Title) DATE OF APPRAISAL REVIEW PERIOD: From: To: INSTRUCTIONS College s Mission Statement: In an environment
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
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
Ed.D. in Executive Leadership
E-mail: grad@sjfc.edu Office of Graduate Admissions 3690 East Avenue, Rochester, New York 14618 (585) 385-8161 (phone) (585) 385-8344 (fax) TO THE APPLICANT: Ed.D. in Executive Leadership Applicant Employment
Performance Development Framework. A Guide for Staff and Supervisors Part A
A Guide for Staff and Supervisors Part A hr.unimelb.edu.au/pd/performance/pdf 2 The University of Melbourne 2011 TABLE OF CONTENTS 1. INTRODUCTION... 4 2. PERFORMANCE DEVELOPMENT FRAMEWORK... 6 2.1 STRATEGIC
Oregon Institute of Technology. COMPLETING A PERFORMANCE APPRAISAL Instructions for Supervisors
Oregon Institute of Technology COMPLETING A PERFORMANCE APPRAISAL Instructions for Supervisors For Employees in Classified Information Technology Positions Represented by the SEIU/OPEU Introduction The
Educational Contract Foundation Year (all methods) Competencies and Practice Behaviors
Educational Contract Foundation Year (all methods) Competencies and Practice Behaviors Student s Name: Faculty Advisor: Focused Area of Study :( if applicable) Method Concentration Field Instructor: Agency:
The Essential Blueprint for Getting HR to HPO. The Construction Crew
The Essential Blueprint for Getting HR to HPO City of Montgomery, Ohio Improvement Conference Charlottesville, Virginia April, 2007 The Construction Crew Cheryl Claw Hammer Hilvert Wayne Pile Driver Davis
Education Liaison: The Performance Evaluation Process (PEP)
Education Liaison: The Performance Evaluation Process (PEP) The Performance Evaluation Process (PEP) for an Education Liaison is intended to provide an employee with valuable insight into their job performance,
EvalS. Performance Evaluation Management System. Classified NON-IT Supervisor Guide to EvalS
EvalS Performance Evaluation Management System Classified NON-IT Supervisor Guide to EvalS Supervisor User Guide to EvalS Logging on to the EvalS System You will receive an email when you need to complete
Reporting to the Board of Directors, the Executive Director is responsible for the overall successful leadership and management of the agency..
Job Posting 2/9/2016 Jewish Family Services of Greater Charlotte, Inc. EXECUTIVE DIRECTOR, CHARLOTTE, NC Jewish Family Services of Greater Charlotte, Inc. (JFS) is seeking a highly qualified Executive
Field Education Planning
Dear Colleagues: Field Education Planning The purpose of this document is to inform you of the process and timeline of matching social work students with practicum agencies, and to identify the learning
WTAMU Graduate Field Evaluation (Foundation)
WTAMU Graduate Field Evaluation (Foundation) Student: Agency: Field Supervisor: Evaluation for: Mid-term or Final (circle one) Instructions for Rating Interns on the Competencies in the First Part of the
Supervisor s Guide: Performance Evaluations
Supervisor s Guide: Performance Evaluations Table of Contents Introduction... - 2 - Benefits of Productive Performance Meetings... - 3 - Performance Goals Help Employees... - 3 - Performance Goals Help
TOC INDEX. Employee Performance Evaluations. Joyce Crandall. Take Home Message. Why is Employee Performance Evaluation Useful?
TOC INDEX AGRICULTURE, FOOD AND RURAL DEVELOPMENT Employee Performance Evaluations Joyce Crandall Take Home Message Why is Employee Performance Evaluation Useful? Evaluating an employee s performance should
Managing and Evaluating Employee Performance. January 2018
Managing and Evaluating Employee Performance January 2018 Timelines Non-Instructional Academic Staff and Limited Fiscal year Processes begin in July for prior year (July 1 June 30) Due by end of August
ANA Adopted Values and Associated Behaviors. May 27, 2015
Background ANA Adopted Values and Associated Behaviors May 27, 2015 - Values work launched at the February Directors Retreat. - A Values work group (Directors) determined and recommended a draft of 5 ANA
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
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
STATE BOARD FOR TECHNICAL AND COMPREHENSIVE EDUCATION PROCEDURE PROCEDURE NUMBER: FACULTY PERFORMANCE MANAGEMENT SYSTEM (FPMS)
NUMBER: 8-4-101.1 PAGE: 1 of 19 TITLE: FACULTY PERFORMANCE MANAGEMENT SYSTEM (FPMS) POLICY REFERENCE NUMBER: 8-4-100 DIVISION OF RESPONSIBILITY: Human Resource Services DATE OF LAST REVISION: June 9, 2017
PERFORMANCE MANAGEMENT SYSTEM (PMS)
GENERAL INSTRUCTIONS: Please read the instructions carefully before proceeding with your evaluation. For further clarifications, kindly get in touch with Human Resource Management Services (HRMS) personnel.
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
MSCC SUPERVISOR PROBATIONARY PERFORMANCE EVALUATION FORM
MSCC SUPERVISOR PROBATIONARY PERFORMANCE EVALUATION FORM FIVE-MONTH EVALUATION - PROBATIONARY 11-MONTH EVALUATION PROBATIONARY Employee Name Job Title Hie Date Supervisor s Name Supervisor s Title Due
Performance Review Form - Leaders (Review Year)
Performance Review Form - Leaders (Review Year) Employee Name: Date: Job Title: Job Code: Division/Department: Manager Name (Reports to): Review Type: Self- assessment Annual Interim / Off- cycle Probationary
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
Performance Management Guide
Performance Management Guide Civil Service Bureau 1999 Contents Introduction Objectives of A Performance Management System Features of A Good Staff Performance Management System Conclusion Sources of Advice
Cheyney University of Pennsylvania Management Performance Appraisal Guidelines
Cheyney University of Pennsylvania Management Performance Appraisal Guidelines The performance appraisal process is expected to be a collaborative effort with input from both employee and supervisor. The
Program Assessment. University of Cincinnati School of Social Work Master of Social Work Program. August 2013
University of Cincinnati School of Social Work Master of Social Work Program Program Assessment August 01 Submitted to the College of Allied Health Sciences University of Cincinnati 1 University of Cincinnati
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
APPRAISAL INSTRUCTIONS
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..
UAB Performance Management 07/03/2018. Title Page 1
UAB Performance Management 07/03/2018 Title Page 1 Performance Management at UAB 3 What is Performance Management? 3 Performance Management and Employee Engagement 4 UAB Success Model 5 Performance Management
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
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
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:
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
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
Page 1 of 20 Regents of the University of California Office of the General Counsel 2017/2018 Performance Appraisal Counsel Job Family Name: Job Title: Hire Date: Name: Division: Department: Last Review
Manager, Supervisor & CEMA Skill Set Model County of Santa Clara
Leads Innovation Leadership Styles Manages Change Models Integrity, Trust & Transparency Strategic Thinking and Planning Manager, Supervisor & CEMA Skill Set Model County of Santa Clara Conflict Management
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
In-Scope Competency Profiles
Policy & Legislation, and Research/ Policy Officers Occupational Family/Code Program Consultation: CPL, CRO Profile created: 1999 11 Profile updated: 2006 12 Occupation Summary Selection of Competencies
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
Performance Skills Leader. Individual Feedback Report
Performance Skills Leader Individual Feedback Report Jon Sample Date Printed: /6/ Introduction REPORT OVERVIEW Recently, you completed the PS Leader assessment. You may recall that you were asked to provide
COLLEGE OF PHYSICIANS AND SURGEONS OF ONTARIO GOVERNANCE PROCESS MANUAL
COLLEGE OF PHYSICIANS AND SURGEONS OF ONTARIO GOVERNANCE PROCESS MANUAL December 2016 Table of Contents Governance Roles and Responsibilities Table of Contents OVERVIEW OF GOVERNANCE... 3 GOVERNANCE ROLES
ASSISTANT MANAGER / PLANNING DIRECTOR
DEPARTMENT: PARK AND RECREATION JOB TITLE: IMMEDIATE SUPERVISOR: PARKS AND RECREATION DIRECTOR ASSISTANT MANAGER / PLANNING DIRECTOR REVISION DATE: October 12, 2016 POSITION SUMMARY This is professional
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
CP#47-15 Chief Executive Officer Evaluation
CP#47-15 Chief Executive Officer Evaluation Approved: 02/25/15 Revised: 12/08/17 1.0 Purpose of Council Policy: This policy establishes the procedures for developing performance criteria and evaluation
Performance Management Faculty Briefing
Performance Management Faculty Briefing Revised February 2017 Mission Vision We provide HR leadership and expertise to create and support a high-performing, inclusive workplace which advances UCR s mission
Governance Guideline SEPTEMBER 2013 BC CREDIT UNIONS.
Governance Guideline SEPTEMBER 2013 BC CREDIT UNIONS www.fic.gov.bc.ca INTRODUCTION The Financial Institutions Commission 1 (FICOM) holds the Board of Directors 2 (board) accountable for the stewardship
C1.~.-J"'-...t~.C...Q?_..~ R ~r- J-3 Al--ea.M k- ~ --:- d,.oiy Assistant Director of National lntelligence for Policy and Strategy
Performance Management System Requirements for the Intelligence Community Civilian Workforce A. PURPOSE: I. Pursuant to Intelligence Community Directive (!CD) 10 I, IC Policy System, Section G.I.b(3),
LOUISIANA COMMUNITY AND TECHNICAL COLLEGE SYSTEM PROFESSIONAL/ADMINISTRATIVE EVALUATION AND PLANNING FORM FOR UNCLASSIFIED EMPLOYEES
LCTCS Prodessional/Administrative Evaluation LOUISIANA COMMUNITY AND TECHNICAL COLLEGE SYSTEM PROFESSIONAL/ADMINISTRATIVE EVALUATION AND PLANNING FORM FOR UNCLASSIFIED EMPLOYEES Name Position Period Covered
INFORMATION CIRCULAR OPCW-S/IC/105 SUBJECT: GUIDE TO OPCW CORE VALUES AND COMPETENCIES
19 October 2011 INFORMATION CIRCULAR OPCW-S/IC/105 SUBJECT: GUIDE TO OPCW CORE VALUES AND COMPETENCIES This guide should be read in conjunction with the Administrative Directive on Performance Management
8.Performance Appraisal 1. Performance Appraisal Objectives of Performance Appraisal 2.Advantages of Performance Appraisal Promotion: Compensation:
SEC 8 Page 1 of 6 8.Performance Appraisal 1. Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.
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
RESEARCH OPERATIONS MANAGER
RESEARCH OPERATIONS MANAGER Description of Work: The primary role of this position is to manage and supervise all activities necessary to operate one or more research work settings such as a laboratory,
SFIA Accredited Consultant
CONTEXT Typically works as an external consultant (independently or for a SFIA partner organisation). May work as an internal consultant within a large / complex user organisation. PURPOSE To advise organisations
EIS Staff Performance Appraisal
Employee Name: Employee #: Job Title: Date of Hire: Department Name: Reports to: Appraisal Period FROM: TO: The Cedars-Sinai Health System Performance Appraisal System is meant to promote individual and
TRANSMITTAL LETTER. The University of North Carolina General Administration THIS LETTER TRANSMITS CHANGES TO THE UNC POLICY MANUAL
TRANSMITTAL LETTER The University of North Carolina General Administration Transmittal Number 111 May 10, 2017 THIS LETTER TRANSMITS CHANGES TO THE UNC POLICY MANUAL 300.2.18[R] Regulations on Annual Performance
Employee Performance Review
Employee Performance Review Employee s Name Title Department Supervisor s Name Type of Review (Initial/Annual/Follow-up) Date Tips for Completing the Employee Performance Review A current Position Description