Performance Appraisal

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1 Performance Appraisal Including Plans for the Next Review Period Period Rated: Summer 0 to Spring 0 Today s : If shorter rating period, show dates below: From: To: Employee Name: Title: Is employee a supervisor? Yes No If yes, complete the both the Performance Appraisal and the Supervisory Appraisal sections of this document. INSTRUCTIONS IMPORTANT: Please complete this packet electronically.. Once the Performance Appraisal and Plans for the Next Review Period are, in turn, completed and ready for review with the employee per the Timeline and Information Sheet, print them out.. After review, make sure you obtain hardcopy signatures on both documents. When evaluating an employee, consider the objectives, assignments, and requirements you have previously communicated (this is particularly important for Item, Accomplishment of Key Objectives/Responsibilities), as well as the improvements made by the employee in response to your coaching or training. Consider the rating period as a whole and the degree of responsibility exercised by the employee over his or her work. Standards or expectations which have not been communicated are not a fair basis for judgment. All employees are appraised in performance areas (Accomplishment of Key Objectives/Responsibilities, Job Knowledge, Quality of Work, etc.). Supervisory staff are appraised in 7 additional performance areas, S through S7. In each area, indicate your rating of the employee's performance. The rating options are: Exceptional performance*: Unique and exceptional accomplishments Exceeds standards: Clearly and consistently above what is required Meets standards: Consistently meets the requirements of the job in all aspects Needs improvement*: Sometimes acceptable, but not consistent Unsatisfactory performance*: Does not meet the minimum requirements of the job. Important Note about the two Comment sections: Ratings of Exceptional performance, Needs improvement, or Unsatisfactory performance, all denoted with an asterisk (*), require explanation in the Overall Performance Appraisal Rating Comments section at the end of the Performance Appraisal form and (for supervisors) in the Overall Supervisory Appraisal Rating Comments section. For Meets standards or Exceeds standards, you may choose to write about the employee s performance in the overall comments section, but it is not required. A rating of Meets standards indicates that the employee fully meets the performance requirements that there are no significant deficiencies in his or her performance. Ratings of Exceptional performance and Exceeds standards should be used infrequently, since they indicate a level of performance beyond that of meets all standards. A rating of Needs improvement may indicate a need for more time and training in the job, or a continued need to develop and use a skill, gain academic training in an area, or improve a specific work result. A rating of Unsatisfactory performance must be improved upon within a specified time period not to exceed the time until the next performance appraisal.

2 SELECTING A RATINGS CHECKBOX AND MAKING COMMENTS: To check a rating box, double-left-click on the gray box to the left of your rating selection. Under Default value, single-left-click Checked. Then click OK. If you select a rating with an asterisk (*), you must explain the choice in the Overall Performance Appraisal Rating Comments box section later in this document.. Accomplishment of Key Objectives/Responsibilities Using the employee s job description, self-appraisal, and Plans for the Next Review Period from last year, list at least two () and no more than four (4) major objectives/responsibilities and rate the level of significant progress/completion/quality of each. A major objective/responsibility may be a significant project, a set of tasks, a measurable goal, or some combination of the three. KEY OBJECTIVE/RESPONSIBILITY A: KEY OBJECTIVE/RESPONSIBILITY B: KEY OBJECTIVE/RESPONSIBILITY C: KEY OBJECTIVE/RESPONSIBILITY D:. Job Knowledge Demonstration of technical, administrative, and other specialized knowledge required to perform the job. Consider degree of job knowledge relative to length of time in the current position. If applicable, consider the individual's efforts to learn new skills and maintain up-to-date job related information.. Quality of Work Accuracy, thoroughness, creativity, and reliability. Consider organization, presentation, completeness, and appearance of work. 4. Quantity of Work Volume of work produced by the employee, along with his or her speed and consistency of output.

3 5. Initiative and Resourcefulness Extent to which the employee is self directed, resourceful, and creative in meeting job objectives. Consider how well the employee follows through on assignments and modifies or develops new ideas, methods, or procedures to meet changing circumstances. 6. Communication Effectiveness in conveying and receiving ideas, information and direction. Extent to which employee clarifies and confirms the understanding of unfamiliar or vague terms and instructions. Consider clarity of oral and written communications. 7. Cooperation Extent to which the employee builds and maintains work relationships and contacts needed to effectively address problems and opportunities. Consider the employee s efforts to resolve workplace conflicts, willingness to undertake assigned projects, and support for organizational goals and endeavors. 8. Planning and Organizing Effectiveness Effectively plans, organizes, and implements tasks or programs. Properly uses time and facilities. Regularly meets deadlines, maintains a clear grasp of daily tasks, and prioritizes duties in a manner consistent with organizational objectives and emergencies. Consider how well the employee manages tasks or program assignments including follow-through and delegation. 9. Dependability Extent to which the employee can be depended upon to be available for work and to fulfill position responsibilities. Consider whether the employee reports to work on time, communicates schedule changes promptly, and meets deadlines. 0. Commitment to Menlo s Mission and Core Values Understanding of diverse ideas and individuals. Extent to which the employee treats all people with fairness and equity, develops the full professional potential of each person, supports a range of teaching and learning styles, protects the local and global environment, and continually improves the educational process.. Level of Professional Conduct Conducts his/herself in a professional manner at all times in dress, demeanor, civility, respectfulness, honesty, and other areas as agreed to in the Employee Handbook. Overall Performance Appraisal Rating An overall rating is required - please check only one. Overall Performance Appraisal Rating Comments (* ratings require comments here.) This box is expandable, so use as much space as needed. NOTE: IF THE EMPLOYEE IS A SUPERVISOR, COMPLETE THE NEXT SECTION ( SUPERVISORY APPRAISAL ). IF NOT, SKIP TO THE SIGNATURE SECTION.

4 Supervisory Appraisal Note: This section is to be completed only in appraising employees who occupy a supervisory position. It is a supplement to the performance appraisal. If you select a rating with an asterisk (*), you must explain the choice in the Overall Supervisory Appraisal Rating Comments found later in this section. S. Leadership Ability to give direction without conflict; ability to motivate employees to accomplish goals. Effectiveness in team-building, gaining consensus, and execution of collaborative projects. S. Work organization and delegation Ability to plan work distribution among employees. Efficiently uses available staff. S. Judgment Ability to analyze problems or procedures, evaluate alternatives, and select an effective course of action. Uses logic and common sense in decision making. S4. Staff Relations Fairness and impartiality in interactions. Effectiveness in promoting employee welfare. Elicits staff input where feasible. Responds to staff suggestions and complaints in a serious, sensitive, and timely manner. Facilitates staff adaptability. Knowledgeable of and compliance with the college s Equal Opportunity and Affirmative Action policies. S5. Communications Shares information on a formal and informal basis. Anticipates staff problems and takes proactive measures, by resolving disputes, taking corrective action, and handling employee grievances. S6. Staff Development Exhibits effective mentoring and training skills, encourages and supports staff participation in job-related activities. Promotes career growth. Prepares objective performance appraisals. Provides feedback on a regular basis. S7. Budget Effectiveness Manpower planning. Seeks best use of materials, equipment, and staff to maximize efficiency and effectiveness. Overall Supervisory Appraisal Rating 4

5 Overall Supervisory Appraisal Rating Comments: (* ratings require comments here.) This box is expandable, so use as much space as needed. SIGNATURES FOR PERFORMANCE APPRAISAL AND, IF APPLICABLE, SUPERVISORY APPRAISAL Supervisor Dean/Director (if applicable) Vice President or President Employee ** **Employee s signature does not necessarily indicate agreement with the appraisal. It merely acknowledges that the employee has had an opportunity to discuss the appraisal with the supervisor. 5

6 Plans for the Next Review Period Employee Name: For Summer 0 - Spring 0 Job Title: Indicate changes, if any, in job responsibilities and/or new job expectations 4 Key Measurable Objectives for Next Rating Period Accomplish by: Training and development suggested (including means by which goals will be achieved i.e. specialized training course, continuing education; collaboration with specific colleagues Accomplish by: SIGNED BY: Employee s signature Dean, Director, Department Head Vice President or President 6

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