Employee Name Job Title Evaluation Date
|
|
|
- Mariah Price
- 6 years ago
- Views:
Transcription
1 SAN JOSE-EVERGREEN COMMUNITY COLLEGE MSC SUPERVISOR - PERFORMANCE EVALUATION FORM Employee Name Job Title Evaluation Date Supervisor s Name Supervisor s Title Due Date PERFORMANCE AREAS Key Job Responsibilities In order of priority, list the top 3 to 5 job responsibilities of this position or attach the current job description. PERFOMANCE SUCCESS FACTORS Instructions: Identify the Success Factors which are relevant to the job. If a factor is not applicable to the job, please indicate by recording N/A. List additional Success Factors that are important but are not listed below; list and define additional behaviors in the space designated Other. Assess each relevant factor, specifying both areas of strength and, if applicable, areas for improvement. Supervisory/Professional Performance Success Factors - Planning & Organizing: Establishes courses of action for oneself and/or others that are efficient and effective in meeting short- and long-term goals. 2. Manages Execution: Assigns responsibilities; delegates and empowers others to accomplish assignments; when necessary, coordinates work efforts; monitors progress; gets things done. 3. Judgement & Decisiveness: Makes timely and sound decisions based upon analysis which reflect factual information; understands the short- and long-term consequences when making decisions. 4. Quality-of-Service: Makes effort to listen to and understand internal/external audiences, anticipates their needs and gives top priority to their satisfaction; displays sensitivity to their sense of urgency. 5. Performance Planning & Management: Provides clear direction and priorities; consistently measures results; gives timely feedback and helpful coaching. Carries out discipline when needed. 6. Sensitivity to Others: Demonstrates sensitivity and awareness to the diversity (cultural, racial, social and economic) of students, staff, faculty, management and the community to ensure the area is responsive to the needs of
2 those served. 7. Team Leadership: Accomplishes tasks leading and working with others, builds effective teams committed to organization goals; fosters collaboration among team members and among teams. 8. Initiative: Sets high goals/standards of performance for self and/or others; actively attempts to influence events; takes action beyond explicit job responsibilities. 9. Oral/Written Communications: Effectively gives and receives information; clearly presents ideas/tasks to groups/individuals;actively listens to others demonstrating attention to and understanding of expressed comments and concerns. 10. Job Knowledge: Masters required knowledge to carry out duties 1 Technical Expertise: Demonstrates the technical skills required by the positon and maintains currency in the field. 12. Other (Please Define) YEAR END ANNUAL GOAL EVALUATION Using the following standards, please evaluate the prior annual goal statements this is a year-end evaluation. Note accomplishments, goal modification, areas for improvement. Select the description that most closely identifies the overall performance. Exceeds Expectation: Performance and results frequently exceeded the position s requirements and expectations. All planned goals were achieved above established standards. The performance behavior was consistent with the selected Critical Success Factors. The contributions made improved the effectiveness of the department or unit. Achieves Expectations: Performance and results met all position requirements and expectations. Planned goals were achieved within acceptable standards. There may have been some accomplishments which exceeded expectations and some areas where results did not fully meet expectations. Similarly, the performance behavior is generally consistent with the selected Critical Success Factors. On balance, this is a good performer. Needs Improvement: Performance and results met some, but not all the position s requirements and expectations. The need for further development and/or improvement is recognizable. The performance behavior demonstrated is occasionally consistent with the selected Critical Success Factors. Sustained progress and improvement are required. Unacceptable: Performance and results are not acceptable. The position s requirements and expectations have not been met. Performance must improve to an acceptable level or additional corrective action will be taken, up to and including possible discharge. Goal Statement #1 Goal Statement #2 Goal Statement #3 Goal Statement #4 Goal Statement Standard Meet Exceeded Expectations
3 Goal Statement #5
4 PROSPECTIVE ANNUAL GOAL STATEMENTS/ MID-YEAR REVIEW & FEEDBACK List 3 to 5 key goals to be accomplished -- short statements of expectation. Conduct mid-year review of progress; Goal Statement #1 On-Track Feedback Goal Statement #2 On-Track Feedback Goal Statement #3 On-Track Goal Statement #4. On-Track Goal Statement #5 On-Track
5 OVERALL PERFORMANCE EVALUATION Consider what has been accomplished and how job responsibilities were accomplished. Summarize performance results below. INDIVIDUAL IMPROVEMENT PLAN Establish plans, with time frames for accomplishment, designed to develop and improve skills. Development activities may include formalized training, seminars, on-the-job assignments, self-development, etc. Be certain to take into consideration areas of demonstrated strengths and areas for improvement (Overall Performance) when developing this plan. Development Plan: Employee Comments:
6 Certifications: San Jose-Evergreen Community College District expects all employees to perform their job responsibilities in a safe and ethical manner, in compliance with federal and state regulations and District Board policies, and demonstrate sensitivity, knowledge, and understanding of the diverse academic, socioeconomic, gender, gender identity, cultural, disability, and ethnic backgrounds of the students we serve. Mandatory Trainings: Sexual Harassment (Every 2 years) Mandatory Reporter of Child Abuse (Annual) Responsible Person (Title IX) (Annual) Injury Illness Prevention Plan (IIPP) Please check this box to signify that the supervising administrator and supervisor have discussed compliance with these standards along with compliance with other standards that may be specific to the department/area. EMPLOYEE SIGNATURE: ACKNOWLEGEMENTS DATE: SUPERVISING ADMINISTRATOR SIGNATURE: RECEIVED BY PERSONNEL: DATE: DATE: (EMPLOYEE S SIGNATURE DOES NOT NECESSARILY CONSTITUTE AGREEMENT WITH THIS EVALUATION)
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
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
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
Vice Chancellor, Human Resources District Office Kern Community College District JOB DESCRIPTION
Vice Chancellor, Human Resources District Office Kern Community College District JOB DESCRIPTION Definition Under the direction of the Chancellor, the Vice Chancellor, Human Resources provides leadership
Performance Review & Evaluation Form
Performance Review & Evaluation Form Employee Information First Name: Last Name: Title: Division: Department: Section A Job Duties Review the job description and then consider how well the expectations
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
1. The Director of Human Resources (Recruiting) shall have the general qualifications of a teacher as prescribed by the State Department of Education.
DIRECTOR OF HUMAN RESOURCES (RECRUITING) A. QUALIFICATIONS: 1. The Director of Human Resources (Recruiting) shall have the general qualifications of a teacher as prescribed by the State Department of Education.
BOSA COMPETENCY MATRIX Minnesota Administrative Licensure. K - 12 Principal
BOSA COMPETENCY MATRIX Minnesota Administrative Licensure K - 12 Principal WINONA STATE UNIVERSITY COLLEGE OF EDUCATION DEPARTMENT OF EDUCATIONAL LEADERSHIP Name: Place of Employment Mailing Address: Date
Lauren E. McKee Supervisor, Office of Academic Support ext. 6515
From: McKee, Lauren E. Sent: Wednesday, March 26, 2014 8:52 AM To: Garcia, Kim Cc: Abel, Sean J.; Alonzo, Jamie J.; Archuleta, Irma; Burns, Marie-Elaine; Duran, Alexandra C.; Graham, Duncan W.; Herrera,
EMPLOYEE PERFORMANCE PLAN AND RESULTS REPORT
Authority: 5 U.S.C. Sections 4301 4305 PRIVACY ACT STATEMENT PRINCIPAL PURPOSES: Used for performance planning and results reporting documentation requirements for the Performance Appraisal Program for
SAN JACINTO COLLEGE JOB DESCRIPTION
SAN JACINTO COLLEGE JOB DESCRIPTION TITLE: DEPARTMENT: Police Lieutenant College Police SECURITY SENSITIVE: Yes FLSA STATUS 1 : Exempt SALARY GRADE: 31 FUNCTION: Management position responsible for performance
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
DEAN, HUMANITIES AND SOCIAL SCIENCES
DEAN, HUMANITIES AND SOCIAL SCIENCES Board Approved March 8, 2017 FLSA: EXEMPT DEFINITION Under the administrative direction and oversight of the Vice President, Instruction, the Dean, Humanities and Social
PERFORMANCE EVALUATION FORM INSTRUCTIONS
PERFORMANCE EVALUATION FORM INSTRUCTIONS 1) When you open the Evaluation in Adobe Reader, go to the menu and click File then Save As. Choose where you want to save the form. Save in following format: Type
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
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:
STUDENT EMPLOYEE PERFORMANCE EVALUATION LA SIERRA UNIVERSITY
STUDENT EMPLOYEE PERFORMANCE EVALUATION LA SIERRA UNIVERSITY Student Employee Performance Evaluation Why should student employees receive performance evaluations? Performance evaluations for student employees
Southeast Technical Institute JOB DESCRIPTION. Vice President of Academic Affairs
Southeast Technical Institute Sioux Falls School District 49-5 JOB DESCRIPTION Vice President of Academic Affairs Department: Administration/Academic Job Status: Full-time Affairs FLSA Status: Exempt Reports
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
Staff PERFORMANCE ASSESSMENT FORM
Staff PERFORMANCE ASSESSMENT FORM Employee Name Position Title Supervisor Evaluation Period The purpose of this annual assessment is to increase employee effectiveness and engagement throughout the University.
Staff PERFORMANCE ASSESSMENT FORM
Staff PERFORMANCE ASSESSMENT FORM Employee Name Position Title Supervisor Evaluation Period The purpose of this annual assessment is to increase employee effectiveness and engagement throughout the University.
Staff PERFORMANCE ASSESSMENT FORM
Staff PERFORMANCE ASSESSMENT FORM Employee Name Position Title Supervisor Evaluation Period The purpose of this annual assessment is to increase employee effectiveness and engagement throughout the University.
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
JOB DESCRIPTION. DATE ISSUED: 02/19 FLSA: Exempt PTO: VCS TITLE. Manager, Learning Manager Systems JOB SUMMARY
DATE ISSUED: 02/19 JOB DESCRIPTION TITLE Manager Systems JOB SUMMARY Performs administrative and supervisory work in the technical leadership of the campus learning management system and integrated third-party
Dean/Associate Dean Evaluation Faculty Form Directions: Please click in the grey areas to type. Do not use your tab key.
Dean/Associate Dean Evaluation Faculty Form Directions: Please click in the grey areas to type. Do not use your tab key. Name of Division Dean: Division: Period Rated from: To: Name of Evaluator (optional):
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
JOB DESCRIPTION. Evaluation Type Assistant Principal. FLSA Exempt. Date Revised May 2018
IMPORTANT NOTE: Interested applicants should first apply to the AP P2P Pipeline posting, after which successful applicants will be admitted into the AP P2P Pipeline. Upon admission into the AP P2P Pipeline,
Staff PERFORMANCE ASSESSMENT FORM
Staff PERFORMANCE ASSESSMENT FORM Employee Name Position Title Supervisor Evaluation Period The purpose of this annual assessment is to increase employee effectiveness and engagement throughout the University.
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:
JOB DESCRIPTION. DATE ISSUED: 08/15 FLSA: Exempt PTO: VCS TITLE. Manager, Applications Development Ellucian Colleague JOB SUMMARY
DATE ISSUED: 08/15 JOB DESCRIPTION TITLE Development Ellucian Colleague JOB SUMMARY This position is an Ellucian Colleague applications development manager position and is responsible for a combination
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
Classified Performance Planning, Progress Review, and Evaluation Form FY20
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
University Human Resources Performance Development Toolkit October 2016
University Human Resources Performance Development Toolkit October 2016 What is Performance Development? Performance development is the process of planning for, discussing and evaluating employee performance.
SECTION 1- JOB EXPECTATIONS
SECTION 1- JOB EXPECTATIONS Major Goals of the Unit/Work Group Please Make Copies and Distribute to Ratee, Reviewer and PAR Coordinator 1 SECTION 1- JOB EXPECTATIONS Major Goals of the Ratee I have reviewed
State of Michigan Civil Service Commission Capitol Commons Center, P.O. Box Lansing, MI POSITION DESCRIPTION
CS-214 Rev 11/2013 State of Michigan Civil Service Commission Capitol Commons Center, P.O. Box 30002 Lansing, MI 48909 POSITION DESCRIPTION Position Code 1. PBHCST 2A This position description serves as
DIRECTOR, MARKETING AND COMMUNICATION
DIRECTOR, MARKETING AND COMMUNICATION Board Approved March 25, 2015 FLSA: EXEMPT DEFINITION Under general direction of the President, plans, organizes, manages, and provides administrative direction and
PERALTA COMMUNITY COLLEGE DISTRICT ACADEMIC MANAGEMENT JOB DESCRIPTION. Dean of College Research and Planning Management Salary Range 3 Job Code: 1055
PERALTA COMMUNITY COLLEGE DISTRICT ACADEMIC MANAGEMENT JOB DESCRIPTION Dean of College Research and Planning Management Salary Range 3 Job Code: 1055 Under direction of the College President, the Dean
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
UNIVERSITY RELATIONS EMPLOYEE PERFORMANCE EVALUATION
UNIVERSITY RELATIONS EMPLOYEE PERFORMANCE EVALUATION Name Title Division/Department Supervisor Conference date Time period being reviewed Type of review probationary: 3 or 6 month (circle one) permanent
Kenyon College Triennial Employee Performance Review For Review Period: to
Kenyon College Triennial Employee Performance Review For Review Period: to Employee: Title: Division/Department: Instructions: Employee and Supervisor should review the position description in preparation
Performance Management Competencies. for Schedule II Levels 1-6
Performance Competencies for Schedule II Levels 1-6 Performance : What is it? Performance management is a systematic approach to setting performance standards, coaching employees to achieve standards,
Veterans Service Officer
WRIGHT COUNTY invites applications for the position of: Veterans Service Officer SALARY: $28.03 - $39.25 Hourly $58,302.40 - $81,640.00 Annually OPENING DATE: 10/11/16 CLOSING DATE: 10/26/16 04:30 PM PRIMARY
BOSA COMPETENCY MATRIX Minnesota Administrative Licensure. Superintendent
BOSA COMPETENCY MATRIX Minnesota Administrative Licensure Superintendent WINONA STATE UNIVERSITY COLLEGE OF EDUCATION DEPARTMENT OF EDUCATIONAL LEADERSHIP Name: Place of Employment Mailing Address: Date
Field-Based Experiences: Do candidates have the necessary experiences in the field 2018 Worksheet Informal to be ready for the licensure role?
Sponsoring Organization Required Documents in this Domain: Practicum Handbook Field-Based Experiences Chart (see below) Prompt 1: Describe how PK-12 partners are and will be involved in the design, implementation,
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
K-State Research and Extension Annual Agent Performance Review
K-State Research and Extension Annual Agent Performance Review Objectives of the Performance Review Process 1. Provide opportunity for self-assessment. 2. Increase job understanding and satisfaction. 3.
Supervises: May supervise student assistants, and/or temporary staff as needed.
DATE ISSUED: 09/16 JOB DESCRIPTION TITLE JOB SUMMARY The position will help drive the adoption of university collaboration tools. The technician will evaluate and support the use of new tools as they are
PERFORMANCE MANAGEMENT PROCESS. For Full-Time Faculty, Staff, and Administrators
PERFORMANCE MANAGEMENT PROCESS For Full-Time Faculty, Staff, and Administrators 1 GOALS & GUIDING PRINCIPLES Philosophy and Purpose of Performance Management 2 Goal of Performance Management at San Jacinto
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
CAREER PERFORMANCE EVALUATION - Supervisor. Type of Evaluation: Probationary* (6 month evaluation)
CAREER PERFORMANCE EVALUATION - Supervisor Read Getting The Most out of Performance Appraisals before beginning work on this form. Employee Full Name: Empl ID: Job Title: Department: Campus: Reviewing
Job Classification Details. Diversity Resources Coordinator. Salary Level
Job Classification Details Department Chief Diversity Office Job Family Program Administration Job Title Program Coordinator Title Diversity Resources Coordinator Job Code PAD1 Salary Level 4A Summary
Division of Student Affairs Employee Appraisal for Non-Bargained for Staff. To Be Completed Between April and August.
Division of Student Affairs Employee Appraisal for Non-Bargained for Staff. To Be Completed Between April and August. Division of Student Affairs Employee s Unit Mission: (Evaluator completes) Evaluator:
JOB LEVEL GUIDE Career Track: TECHNICAL AND ADMINISTRATIVE SUPPORT
JOB LEVEL GUIDE Career Track: TECHNICAL AND ADMINISTRATIVE SUPPORT This career path typically includes staff whose primary duties are administrative. Support staff are responsible for providing support
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
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
KARLSTAD UNIVERSITY ETHICS POLICY
KARLSTAD UNIVERSITY ETHICS POLICY The open and modern university KARLSTAD UNIVERSITY ETHICS POLICY The university s aspirations, functions and objectives can only be realised through involved and qualified
SAN JACINTO COLLEGE JOB DESCRIPTION
SAN JACINTO COLLEGE JOB DESCRIPTION TITLE: DEPARTMENT: Police Lieutenant College Police SECURITY SENSITIVE: Yes FLSA STATUS 1 : Exempt SALARY GRADE: 31 FUNCTION: Management position responsible for performance
Ferris State University Social Work Program Child Welfare Certification Bachelors of Social Work Learning Plan/Evaluation
Ferris State University Social Work Program Child Welfare Certification Bachelors of Social Work Learning Plan/Evaluation Date: : Intern Name: Field Agency Field Instructor_ Instructions for Completing
State College of Florida, Manatee-Sarasota Job Description. (Lead Specialist, Instructional Design)
Job Description Job Title: Lead Specialist, Instructional Design Reports to: Director, Online Learning FLSA Status: Exempt Level: 213 Position Class: Job Summary: This position provides responsibility
JOB CLASS DESCRIPTION
Page 1 of 7 Job Summary: Job Class: Public Works Supervisor Water & Wastewater Assignments Department: Enterprise Utilities Supervisor: Water/Wastewater Plant Superintendent FLSA Status: Nonexempt Grade:
State College of Florida, Manatee-Sarasota Job Description
State College of Florida, Manatee-Sarasota Job Description Job Title: Director, Career Resource Center and Assessment/Testing Centers Reports to: AVP, Student Services FLSA Status: Exempt Level: 214 Position
COMMUNITY ACTION PLANNING COUNCIL
COMMUNITY ACTION PLANNING COUNCIL INSTRUCTIONS FOR PREPARING AND CONDUCTING EMPLOYEE PERFORMANCE EVALUATIONS It is the policy of Community Action to conduct a formal performance evaluation with all parttime
University Human Resources Performance Development Toolkit for Staff March 2018
University Human Resources Performance Development Toolkit for Staff March 2018 What is Performance Development? Performance development is the name generally given to the process a manager undertakes
Southeast Technical Institute JOB DESCRIPTION. Marketing and Communications Coordinator for Enrollment Management
Southeast Technical Institute Sioux Falls School District 49-5 JOB DESCRIPTION Marketing and Communications Coordinator for Enrollment Division/Department/Program: Enrollment Job Status: Full-time / Marketing
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
STATE OF SOUTH CAROLINA Employee Performance Management System
STATE OF SOUTH CAROLINA Employee Performance Management System Name Agency South Carolina Forestry Commission Employee ID Number Department Position Classification Assigned to Current Position Performance
POSITION DESCRIPTION. Position Title: President Date: May 1, 2018
POSITION DESCRIPTION Position Title: President Date: May 1, 2018 Department: Administration Status: Exempt GENERAL PURPOSE Plans, organizes, directs, and manages the Chamber s services, products, business/economic
HAMPTON BOARD OF EDUCATION
2000 SERIES POLICY Approved/Reviewed/Reapproved 2000 BASIC CONCEPT 11/02/2005 2100 ADMINISTRATIVE STAFF ORGANIZATION 11/02/2005 2111 EQUAL EMPLOYMENT OPPORTUNITY 11/19/2014 2112 PROFESSIONAL DEVELOPMENT
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
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
State College of Florida, Manatee-Sarasota Job Description
Job Description Job Title: Reports to: Dean of Students FLSA Status: Exempt Level: 212 Job Summary: The Coordinator of Student Support Services provides guidance and facilitation to assist students in
ASSOCIATE VICE PRESIDENT, ADMINISTRATIVE SERVICES
DEFINITION ASSOCIATE VICE PRESIDENT, ADMINISTRATIVE SERVICES Under administrative direction, plans, organizes, manages, and provides administrative direction and oversight for all functions and activities
Annual Employee Performance Review
Performance Excellence Program Annual Employee Performance Review Must be completed in ink. Please PRINT. Employee s Name & J- Number Title Classified Department Prof/Tech Administrator Supervisor s Name
November CFPB Diversity and Inclusion Strategic Plan
November 2016 CFPB Diversity and Inclusion Strategic Plan 2016-2020 Message from Richard Cordray Director of the CFPB At the Consumer Financial Protection Bureau (CFPB), we are dedicated to making sure
SYNFAST OIL CHANGE SERVICE CENTER MANAGEMENT PERFORMANCE REVIEW FORM
SYNFAST OIL CHANGE SERVICE CENTER MANAGEMENT PERFORMANCE REVIEW FORM SC MANAGERS AND ASSISTANT MANAGERS YEAR-END MID-YEAR Stretch 90 Day Name Supervisor Dept. # & Name SS# Hire Date Date PERFORMANCE STANDARDS
UNIVERSITY PROGRAM MANAGER
UNIVERSITY PROGRAM MANAGER I. DESCRIPTION OF WORK Positions in this class manage and direct a university program of considerable scope and complexity, requiring specialized knowledge of the program and
A. Code of Conduct Code of Conduct and Disciplinary Actions 3/8/2016
OFFICIAL POLICY 9.1.2 Code of Conduct and Disciplinary Actions 3/8/2016 THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN EMPLOYEES AND THE COLLEGE OF CHARLESTON. THIS DOCUMENT
Mott Community College Job Description
Title: Department: Reports To: Student Success Vice President - Student Success & Enrollment Management : August 2012, January 2018 Purpose, Scope & Dimension of Job: Purpose: Managers at Mott Community
Student Employment. Human Resources & Career Services 10/15/2017. Hands-on education for real-world achievement.
Student Employment Human Resources & Career Services Hands-on education for real-world achievement. Overview Purpose Principles Recruit & Hire Student Employee Work Restrictions Pay Benefits Policies Supervisor
Academic Staff Annual Evaluation Form Revision. (Time period being reviewed) To Be Completed By The Employee. Name Title. Division/Department
Academic Staff Document No. 17 12 November 2002 Academic Staff Annual Evaluation Form Revision UNIVERSITY OF WISCONSINBMILWAUKEE (Time period being reviewed) To Be Completed By The Employee Name Title
Describe expected duties & responsibilities: Describe what you expect to learn from the internship:
ITT Internship Application To Student: Complete this form as soon as you have been formally accepted by an Intern host. Attach as an appendix a copy of any letter of acceptance from the host. Upon approval
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
Executive Director, CASA (Court Appointed Special Advocates) of Mercer and Burlington Counties (New Jersey)
Position Available: Executive Director, CASA (Court Appointed Special Advocates) of Mercer and Burlington Counties (New Jersey) About CASA CASA of Mercer and Burlington Counties is a New Jersey Community
Job Description. Director, Athletics & Recreation. Vice Provost, Student Engagement. Job purpose
Job Description Job title Director, Athletics & Recreation Reports to Vice Provost, Student Engagement Job purpose The Director, Athletics & Recreation is responsible for the effective leadership, vision,
Position Description & Expectations
Position Description & Expectations Position Title: Immediate Supervisor's Position Title: FLSA Status: Education Consultant Supervisor Manager of Education Services Exempt Pay Band: Grade 14 Job Summary:
Role Profile. Role Title: Head of Compliance. Directorate: Housing Services. Department: Property Services. Team: Compliance.
Role Profile Role Title: Head of Compliance Directorate: Housing Services Department: Property Services Team: Compliance Role Identifiers: - Career Ladder: Management - Level: Manager Level 3 - Function:
MultiCultural Student Coalition
MCSC Constitution 1 Constitution. MultiCultural Student Coalition at the University of Wisconsin- Madison Name MultiCultural Student Coalition (MCSC) Mission The MultiCultural Student Coalition is an alliance
ANNUAL PERFORMANCE REVIEW
Name: Division: : Title: Department: Fiscal Year: Performance Rating Scale 1 = Need for Development 2 = Competent 3 = Exemplary Performance does not meet many job requirements on a consistent basis. Critical
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
FY18 INTERIM PERFORMANCE FEEDBACK FORM FOR ADMINISTRATIVE STAFF (Grades 25-34) DISCUSSION AND REVIEW. Employee: Job Title:
FY18 INTERIM PERFORMANCE FEEDBACK FORM FOR ADMINISTRATIVE STAFF (Grades 25-34) DISCUSSION AND REVIEW Employee: Job Title: Department: Reviewer/Supervisor: Performance Feedback Period: July 2017 June 2018
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
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
Mott Community College Job Description
Title: Department: Human Resources Office (HRO) Employee Group & Grade: Exempt, 11 Reports To: Associate Vice President (AVP) Date Prepared/Revised: November 17, 2004/December 11, 2017 Purpose, Scope &
Equal Employment Opportunity Fund Multiple Method Allocation Model Certification Form, Fiscal Year
District Name: YUBA COMMUNITY COLLEGE DISTRICT (Board Date June 9, 2016) The district met Multiple Method #1 (District s EEO Advisory Committee and EEO Plan). The district met at least 5 of the remaining
MONROE COUNTY SCHOOLS POSITION DESCRIPTION Title: Supervisor Food Services
GENERAL DESCRIPTION The essential function of the position within the organization is to direct the district s Food Service Program functions in an effective and cost-efficient manner. The district-level
Career Ladder Editable Template
Career Ladder Editable Template This template is meant to be a guideline only, and can be edited to fit your organizational requirements or limitations. Job Classification: Laboratory Managerial Series
Recommendation for University of Idaho Work-Related Training For Employees, Supervisors and Managers October 1, 2015
Recommendation for University of Idaho Work-Related Training For Employees, Supervisors and Managers October 1, 2015 Background University compliance and skill development programs are a reflection of
PERFORMANCE MANAGEMENT PROCESS. For Full-Time Faculty, Staff, and Administrators
PERFORMANCE MANAGEMENT PROCESS For Full-Time Faculty, Staff, and Administrators GOALS & GUIDING PRINCIPLES Philosophy and Purpose of Performance Management Goal of Performance Management at San Jacinto
PROGRAM COORDINATOR JOB DESCRIPTION
PROGRAM COORDINATOR JOB DESCRIPTION JOB TITLE: Program Coordinator JOB CODE: STATUS: Exempt DATE: DIVISION: Programs REVISION NO.: REPORTS TO: Director of Programming REVISION DATE: 7.27.17 POSITION SUMMARY:
Position Description
Position Title: Division: Direct Reports: Practice Manager Multi-Disciplinary Multi-disciplinary Service Manager- Internal PCBS and Training, Multi-disciplinary ABOUT NORTHCOTT: Who is Northcott? Northcott