General Staff Performance Review
|
|
|
- Easter Goodwin
- 6 years ago
- Views:
Transcription
1 General Staff Performance Review Approving authority Executive Group Approval date 16 March 2016 Advisor Next scheduled review 2021 Document URL TRIM document 2016/ Description Related documents For advice and guidance on this policy, please contact HR Advisory Services Staff Performance Review.pdf This document sets out the policy and procedure on performance management for general staff. General Staff Educational Assistance Scheme Probation Policy for General Staff Continuing and Fixed Term Appointments Probation Procedures for General Staff Continuing and Fixed Term Appointments [Introduction] [Essentials of Performance Management] [Scope] [Procedures] [Unsatisfactory Performance] [Time-frames] [Support & Resources] [Delegated Authorities] [Template 1] [Template 2] [Template 3] 1. INTRODUCTION The University is committed to a culture of high performance and excellence. Effective performance management within work units is a key accountability for all staff. Effective performance management is based on a relationship between supervisors and their staff in which expectations, outcomes and development are regularly discussed. This is based on three principles A position description of individual responsibilities and accountabilities which is understood by individual staff and their supervisor and which is regularly reviewed; Clear objectives, expectations of outcomes and development plans; and Regular feedback between supervisors and staff on progress, achievements and areas for improvement. 2. ESSENTIALS OF PERFORMANCE MANAGEMENT It is a key accountability for all supervisors and managers of general staff to ensure cycles of role clarification, goal setting and feedback are part of their management practice. All staff are required to engage with their supervisors in regular discussion of their role, performance expectations and development. In addition to these regular discussions, all general staff and their supervisors will meet formally once a year to discuss the staff member s performance over the previous year and performance objectives and staff development activities for the following year. The formal annual discussion will cover:- review of the Position Description; review of the staff member s performance against the Position Description; 1 General Staff Performance Review
2 review of progress towards any specific goals and objectives set at the previous year s meeting; specific performance goals and objectives for the coming year in the context of the University and work area s strategic objectives; and consideration of possible development activities in the coming year. 3. SCOPE All general staff on continuing and fixed-term contracts of greater than 12 months are subject to this policy. 4. PROCEDURES 4.1 It is recognised that there are very significant differences across general staff in terms of HEW classification and the nature of the work which they undertake. A one size fits all approach to performance management, particularly in respect of the documentation required, is not always appropriate. There needs to be some flexibility in the documentation aspect of the process provided that, for all staff members, the essentials of performance management set out in section 2 are fulfilled each year. To this end, template 1, template 2 and template 3 (Finance only) is provided to assist supervisors and managers. The Relevant Senior Officer is responsible for determining which of the templates are to be used in their area of responsibility. Either template 1 or 2 may be used in an area as appropriate to the categories of staff and nature of work in the area. Template 3 is to be used for Finance staff only. In all cases, however, there must be a documentary record to show that an annual performance review took place. 4.2 The Relevant Senior Officer is responsible for approving the implementation of performance management in their Division or Group within the framework of this policy in accordance with Section As a minimum, the process must include regular dialogue during the year in order to consider performance, realign objectives as required and identify areas for improvement. In addition, there must be a formal meeting that takes place annually between the staff member and supervisor to review performance and development, and discuss future plans and objectives aligned with University and work area goals and objectives. 4.4 The template documents provide for signatures of the supervisor and the staff member. It also provides opportunity for the staff member to provide comments, including disagreement with the supervisor s evaluation. The staff member may decline to sign the performance evaluation document, but this does not invalidate the evaluation. 4.5 The supervisor must give the staff member a copy of the review documentation and forward a copy to Corporate Records & Digitisation Services (CRDS) for placement on the staff member s file. 5. UNSATISFACTORY PERFORMANCE In cases of unsatisfactory performance, University procedures as defined in the relevant industrial agreement will be followed. 6. TIMEFRAMES The general staff performance review operates on an annual cycle, which should align with the business cycle of the work unit. Timing of the Performance Review Cycle is a matter for determination by the Relevant Senior Officer to best suit the operational needs of the area. For example, the formal review meeting could take place: 2 General Staff Performance Review
3 towards the end of a calendar year; in the first quarter of the calendar year; on the anniversary of the staff member s appointment; at the same time as academic staff reviews. The Relevant Senior Officer may approve different timings for different areas to best suit operational needs. Ongoing dialogue and feedback takes place during the course of the year in order to discuss progress, realign objectives as required, and identify areas for improvement. 7. SUPPORT & RESOURCES The Office of Human Resource Management provides a range of support for the planning and review process. The General Staff Performance Review webpage has a variety of information and resources and guidance and advice is also available through contacting your relevant HR Business Partner. 8. DELEGATED AUTHORITIES The General Staff Performance Review process is undertaken in accordance with the Staffing Delegations: Academic Groups and Staffing Delegations: Administrative Divisions. For the purpose of this policy, Relevant Senior Officer means: Group Pro Vice Chancellors (for Schools/Departments and Research Centres in the Group) Deputy Vice Chancellors (for academic areas which report to them) Deputy Vice Chancellors and Pro Vice Chancellors (for their immediate offices) Office Directors 3 General Staff Performance Review
4 Template 1 General Staff Performance Review STAFF MEMBER DETAILS Staff Number/Employee ID Last Name Position Title Contact Number First Name Current Level School/Department/Centre Group A review of the current position description has been completed Yes No The Position Description is appropriate for the current role and accountabilities of the position (if no, please consult with your HR Advisor) Has the staff member demonstrated satisfactory performance in the following? If you answer no to any of the following, please provide information in the supervisor comments section below. Yes Job Knowledge an understanding of the key accountabilities of the position Quality of Work the work is of expected standard for this level of appointment Communication used in daily interaction with internal/external colleagues Problem Solving a degree of reasoning and interpretation exercised Service Orientation ability to provide high levels of service to meet customer needs Teamwork reliability, cooperative, respect for others, contributes to team efforts Initiative degree of energy/aptitude displayed in carrying out duties. Follows through. Attendance and punctuality reports for work on schedule and is prepared Overall team effectiveness and staff member s contributions to team efforts. Strengths as a team member, as well as areas for improvement (complete where relevant): No Particular goals (individual or team) for the next 12-month period (complete where relevant): Development and training - specify any particular activities for the next 12 months.
5 Staff member - Do you have any comments on your own performance? What is your supervisor doing well that supports you in your work, or what could your supervisor do differently to better support your work? Supervisor comments & signature: Note: An assessment of unsatisfactory performance in the annual review must be made in accordance with the provisions of the Enterprise Agreement relating to unsatisfactory performance. Staff member acknowledgement and signature: I have reviewed this document and discussed the contents with my supervisor. I acknowledge that I have been advised of my performance evaluation, which does not necessarily imply that I agree with the evaluation. Comments:
6 Template 2 General Staff Performance Review STAFF MEMBER DETAILS Staff Number/Employee ID Last Name Position Title Contact Number First Name Current Level School/Department/Centre Group A review of the current position description has been completed Yes No The Position Description is appropriate for the current role and accountabilities of the position (if no, please consult with your HR Advisor) STAFF MEMBER COMMENTS AND NOTES SUPERVISOR COMMENTS AND NOTES Identify the key accountabilities of the position and reflect on your performance over the past 12 months. What worked well and what did not. Refer to the position description. Review progress towards or achievement of specific goals and objectives set for the past 12-month period. Consider any particular difficulties encountered in carrying out your role. Are there any key accountabilities of the position that you can improve on or set objectives against? Review specific accomplishments and discuss impact on Element/University outcomes (complete only if applicable to your role). Consider your accomplishments and the direction you wish to take your career. What are your strengths? Is there something particular you would like to achieve during the next 12 months? Are there particular work areas,
7 projects or roles that you would like to become involved in? Discuss specific personal and role related development goals to be undertaken. Are there any specific training and/or developmental activities you think would assist? Complete the following, if relevant As a manager/supervisor, reflect on how you have supported a positive and productive team and fostered optimal performance. Are there areas of your management/supervisory role that you can set objectives against? What are these? Planning Identify specific strategic and operational goals for the coming year and how you propose to achieve these goals. Other Comments & Signatures Supervisor comments & signature: Note: An assessment of unsatisfactory performance in the annual review must be made in accordance with the provisions of the Enterprise Agreement relating to unsatisfactory performance. Staff member comments & signature: Comments:
8 Template 3 - Finance only General Staff Performance Review STAFF MEMBER DETAILS Staff Number/Employee ID Last Name Position Title Contact Number First Name Current Level School/Department/Centre Group A review of the current position description has been completed Yes No The Position Description is appropriate for the current role and accountabilities of the position (if no, please consult with your HR Adviser) STAFF MEMBER COMMENTS AND NOTES SUPERVISOR COMMENTS AND NOTES Identify the key accountabilities of the position and reflect on your performance over the past 12 months. What worked well and what did not. Refer to the position description. Review progress towards or achievement of specific goals and objectives set for the past 12-month period. Consider any particular difficulties encountered in carrying out your role. Are there any key accountabilities of the position that you can improve on or set objectives against? Review specific accomplishments and discuss impact on Element/University outcomes (complete only if applicable to your role).
9 Consider your accomplishments and the direction you wish to take your career. Is there something particular you would like to achieve during the next 12 months? What are your strengths and are there particular work areas, projects or roles that you would like to become involved in? Discuss specific personal and role related development goals to be undertaken. Are there any specific training and/or developmental activities you think would assist? Complete the following if you supervise staff: As a manager/supervisor, reflect on how you have supported a positive and productive team and fostered optimal performance. Are there areas of your management/supervisory role that you can set objectives against? What are these? Planning Identify specific strategic and operational goals for the coming year and how you propose to achieve these goals.
10 This section is to be completed by the Supervisor only: Has the staff member demonstrated satisfactory performance in the following? If you answer NO to any of the following, please provide information in the supervisor comments section below. Job Knowledge an understanding of the key accountabilities of the position Quality of Work the work is of expected standard for this level of appointment Communication used in daily interaction with internal/external colleagues Problem Solving a degree of reasoning and interpretation exercised Service Orientation ability to provide high levels of service to meet customer needs Teamwork reliability, cooperative, respect for others, contributes to team efforts Initiative degree of energy/aptitude displayed in carrying out duties. Follows through. Attendance and punctuality - reports for work on schedule and is prepared Overall team effectiveness and staff member s contributions to team efforts. Strengths as a team member, as well as areas for improvement (complete where relevant): Yes No Overall Performance Rating: 1 Exceptional Significantly and consistently exceeds expected performance level. 2 Highly Effective Consistently achieves and often exceeds expected performance level. 3 Effective Consistently achieves expected performance level. 4 Inconsistent Inconsistently achieves expected performance level, needs improvement. 5 Unsatisfactory * Rarely achieves expected performance level, requires significant and immediate corrective action. *Note: An assessment of unsatisfactory performance in the annual review must be made in accordance with the provisions of the Enterprise Agreement relating to unsatisfactory performance.
11 Other Comments & Signatures Supervisor comments & signature: This section is to be completed by the staff member only: Staff member comments, acknowledgement and signature: I have reviewed this document and discussed the contents with my supervisor. I acknowledge that I have been advised of my performance evaluation, which does not necessarily imply that I agree with the evaluation. Comments:
Probation Policy and Procedure
Probation Policy and Procedure Effective from 3 rd January 2017 Author: Employee Relations Advisor Human Resources 1.0 Purpose 1.1 The University recognises that a supportive and developmental probation
(3) All ongoing and fixed term staff members will have an individual VU Develop Plan annually agreed no later than March each year.
VU Develop Policy and Procedure Section 1 - Purpose/ Objectives (1) The VU Develop process provides a structured opportunity for staff to plan for and reflect on individual goals and professional development
PERFORMANCE DEVELOPMENT AND REVIEW ACADEMIC STAFF
PERFORMANCE DEVELOPMENT AND ACADEMIC STAFF YEAR: This form is used to record the annual Performance Review and Development discussions between an academic staff member and their supervisor. This form is
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
Employment of Fixed-Term Staff Policy. University-wide. Staff Only Students Only Staff and Students. Vice Chancellor
Name of Policy Description of Policy Employment of Fixed-Term Staff Policy This policy covers the arrangements for the employment for fixedterm contract staff members at the University. University-wide
Academic Probationary Period
Academic Probationary Period Guidelines Contents 1 General Principles 2 1.1 Introduction 2 1.2 Fixed Term Appointments 2 1.3 Duration of the Probationary Period 2 1.4 Roles and Responsibilities 3 1.5 Work
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
Probation at ECU Academic and General Staff Guidelines for Managers/Supervisors
Probation at ECU Academic and General Staff Guidelines for Managers/Supervisors Your role and responsibility is to lead the process and to ensure on behalf of the University that the new employee meets
Probationary Period Guidelines & Paperwork
Probationary Period Guidelines & Paperwork 1. Introduction We recognise the importance of providing new colleagues with a framework that provides them with support when they start their employment journey
Appendix C Classified Employee Evaluation Form
Appendix C Classified Employee Evaluation Form Employee Name Classification Title Department *Evaluation Period 2 Month Probationary 5 Month Probationary Annual From: To: Banner ID: A *The time period
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
School Support Staff Pay Policy Approved: 26/03/2019
School Support Staff Pay Policy 2019-2020 Approved: 26/03/2019 Contents 1. Introduction... 2 2. Aims of the policy... 2 3. Scope... 2 4. References... 3 5. Salary Queries... 3 6. Job Descriptions and Person
PDR 2016 A Guide for Academic Staff
PDR 2016 A Guide for Academic Staff 1. Plan 3. Review 2. Progress Login using your OneID and password. Click on Open Click the Performance plan and Development plan tabs to navigate back and forth. Click
Induction for Newly Qualified Teachers Policy
Induction for Newly Qualified Teachers Policy Policy Type Non-regulatory Issued September 2015 Induction for Newly Qualified Teachers Policy Rationale The School is committed to the professional development
1.4 Our Disciplinary Procedures will not apply during the probation period.
HR Services Employee Handbook Probationary Policy for Management Grade and Support Staff 1. Scope of the Policy 1.1 The following procedures apply to all newly appointed permanent staff and to temporary
NEWCASTLE UNIVERSITY PROBATION POLICY
Appendix 1 NEWCASTLE UNIVERSITY PROBATION POLICY Introduction It is important to the achievement of the University s mission that newly appointed/promoted employees are integrated into their new roles
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
Managing at Adelaide - Manage Performance. Planning, Development & Review: Guide
Managing at Adelaide - Manage Performance Planning, Development & Review: Guide Produced by the Human Resources Branch The University of Adelaide Version -XQH 2015 Introduction PDR at the University of
Probationary Period. Staff Guidelines
Probationary Period Staff Guidelines Contents 1 General Principles 1 2 Scope 1 3 Duration of the Probationary Period 2 4 Roles and Responsibilities 2 4.1 New members of staff 2 4.2 Managers 2 4.3 Human
INDIVIDUAL PLAN - PROFESSIONAL STAFF PLANNING, DEVELOPMENT & REVIEW MEETING RECORD
This form is used to record the outcomes of planning, development and review meetings. The purpose of planning, development and review is to: Align work activities to the strategic objectives of the University
Guidance for Chairs of Recruitment Panels
Guidance for Chairs of Recruitment Panels 1. Introduction 1.1 This document is designed to provide guidance to chairs of recruitment panels on the most common aspects of the recruitment/interview process.
PERSONAL DEVELOPMENT AND REVIEW (PDR) Guidance notes for departments introducing PDR for support staff and academic-related staff
PERSONAL DEVELOPMENT AND REVIEW (PDR) Guidance notes for departments introducing PDR for support staff and academic-related staff Introduction 1. This note provides guidance for academic departments on
PROBATION PERIOD ASSESSMENT FORM
PROBATION PERIOD ASSESSMENT FORM Before completing this form you are advised to read the Herefordshire CCG Probation Period Assessment Policy. PLEASE NOTE: You do not need to discuss this form with a member
Performance Management and Development Scheme. For Chief Education Officers, Public Service and TAFE Administrative and Support Staff
Performance Management and Development Scheme For Chief Education Officers, Public Service and TAFE Administrative and Support Staff Contents 1.0 OVERVIEW OF PROCEDURES 5 Relationship to the Performance
PROBATION POLICY AND PROCEDURE
PROBATION POLICY AND PROCEDURE Approved by: Date approved: May 2014 Review period: Date reviewed: May 2014 Equality & Diversity Impact Assessment: Date screened: Date assessed if applicable: Review period:
University-wide. Staff Only Students Only Staff and Students. Vice-Chancellor. Chief Operating Officer. Director, Human Resources
Name of Policy Description of Policy Professional Staff Performance Review and Planning process Policy This policy covers the nature, purpose, requirements and procedures of the Performance Review and
CLASSIFIED STAFF PERFORMANCE APPRAISAL FORM FY
CLASSIFIED STAFF PERFORMANCE APPRAISAL FORM FY 2017-2018 Employee Last Name Employee First Name Employee ID Department Position Title Date Employed at STC Date Assigned Present Position Supervisor Name
ORGANISATIONAL AND PROFESSIONAL DEVELOPMENT POLICY
ORGANISATIONAL AND PROFESSIONAL DEVELOPMENT POLICY Date first approved: 13 July 2010 Date of effect: 13 July 2010 Date last amended: (refer to Version Control Table) 08 September 2017 Date of Next Review:
University-wide. Staff Only Students Only Staff and Students. Vice-Chancellor. Director, Human Resources
Name of Policy Description of Policy Appointment of Staff Policy This policy covers the terms of employment and types of employment at ACU. University-wide Policy applies to Specific (outline location,
Performance Management Evaluations
BUSINESS POLICIES AND PROCEDURES MANUAL PERSONNEL 60.55.1 OVERVIEW Performance evaluations provide the following benefits: Documentation of employee competence and productivity. Support for achievement
Procedure: Classification of professional staff positions
Procedure: Classification of professional staff positions Purpose To outline the process for establishing or reviewing the classification levels of all professional staff positions, in accordance with
PPSM-50: Professional Development
Responsible Officer: Vice President Human Resources Responsible Office: HR - Human Resources Issuance Date: 1/1/2006 Effective Date: 1/1/2006 Scope: All staff members Contact: Email: Phone #: Abigail Norris
Training, Development and Supervision Policy. Revised September 2016
Training, Development and Supervision Policy Revised September 2016 Page 1 of 7 Contents Page Content Page No. Staff Qualification Policy statement 3 Aim of the Policy 3 Staff Qualification Policy 3 Training
Probation Policy. Revised April 2017
Probation Policy Revised April 2017 1 INDEX Section Pages 1. Policy Statement 3 2. Scope 3 3. Principles 3 4. Process and Procedure 4 5. Probation review meetings 4 6. Probation Review Meeting Month One
Internal Audit Charter
Internal Audit Charter 1. Purpose The purpose of this Charter is to state clearly the objectives and scope of esure Group Plc s (esure) Internal Audit function. It also serves to outline the function s
Student Support Services / Centre for Wellbeing (CWB) Professional Services Level 4. Senior Counsellor
Post Details Last Updated: 5/0/04 Faculty/Administrative/Service Department: Student Support Services / Centre for Wellbeing (CWB) Job Title: Job Family & Job Responsible to: Responsible for: Counsellor
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
HUMAN RESOURCES POLICY
HUMAN RESOURCES POLICY SUBJECT: CATEGORY: Check One Employment & Related Matters TITLE: PERFORMANCE EVALUATIONS Board of Trustees Presidential Functional School/Unit Responsible Executive: Vice President
A Guide to Employee Development and Review Scheme Professional/General Managers
A Guide to Employee Development and Review Scheme Professional/General Managers Edition 1.0 Human Resources ManagerToolkit Table of Contents Table of Contents... 2 Introduction... 3 Manager Responsibilities...
Leaving the University Procedure
Leaving the University Procedure Human Resources Workforce Management Handbook IMPLEMENTATION Aim This procedure prescribes the responsibilities, general conditions, processes and actions required for
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
TRAINING AND DEVELOPMENT POLICY
TRAINING AND DEVELOPMENT POLICY Policy Volume HR: General Institutional Policies & Protocols Policy Chapter Responsible Skills Development Committee and Employment Equity Committee Committee/Unit/Division/Faculty
Ealing Schools. Medical Capability Procedure
Ealing Schools Medical Capability Procedure April 2009 Summary Medical Capability Procedure The aim of this procedure is to provide fair and effective arrangements to support schools in managing sickness
REC Guide for Recruitment Preparation
REC 16-03-18 Guide for Recruitment Preparation Contents Introduction... 3 Types of Recruitment Actioned in Talent Acquisition... 3 Pre Talent Acquisition Recruitment Planning... 3 Workforce review... 3
Probationary Appointments
Probationary Appointments 1. Principles This policy applies to new members of staff to Aberystwyth University and to staff who change role profile or job family during their existing probationary period.
Code of Practice for the Management of Research Staff
Code of Practice for the Management of Research Staff UEA is currently ranked in the top 100 universities in the world for research excellence 1. The contributions of research staff are central to our
PROBATION. POLICY and PROCEDURES
PROBATION POLICY and PROCEDURES 1 1. Introduction to Probation Policy and Procedure It will be normal practice for all new employees to be required to serve a probationary period in respect of employment
POSITION DETAILS. Enterprise Infrastructure Services
HR191 JOB DESCRIPTION NOTES Forms must be downloaded from the UCT website: http://www.uct.ac.za/depts/sapweb/forms/forms.htm This form serves as a template for the writing of job descriptions. A copy of
Ratee Name: SSN: Title: Unit/Location: Rater Name: Title: Unit/Location:
Major Goals of the Unit/Work Group Major Goals of the Ratee Rater Instructions: The Individual Job Responsibilities should be statements of broad, general duties that must be accomplished to achieve the
TRANSFER ASSIGNMENTS
PURPOSE EMPLOYEE RETENTION Human Resource Manual TRANSFER ASSIGNMENTS 1. A transfer assignment provides an opportunity for an employee to gain a broader range of work experience, and therefore have knowledge
Completing the record of support and progessive assessment Supporting guidance
The assessed and supported year in employment in adult services Completing the record of support and progessive assessment Supporting guidance www.skillsforcare.org.uk/asye Completing the record of support
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
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:
Conducting Performance Reviews Kurtis Neal, SPHR Director of Human Resources
The Office of Human Resources Conducting Performance Reviews Kurtis Neal, SPHR Director of Human Resources Outline Presentation/Discussion Why performance reviews are important ASU performance review process
PAY PROGRESSION POLICY
Classification: Policy Lead Author: David Hargreaves, Deputy Director of Human Resources Additional author(s): N/A HR Ref: p_pp_3_27-2016 Authors Division: Human Resources Unique ID: HR2(10) Issue number:
North Orange County Community College District CLASSIFIED EMPLOYEE PERFORMANCE EVALUATION (PERMANENT) PART I. PERFORMANCE STANDARDS
APPENDIX H North Orange County Community College District (PERMANENT) Location and Department: Job Title: of Evaluation: PART I. PERFORMANCE STANDARDS Evaluator appraisals of performance are indicated
Probation Policy SUPPORT STAFF ACADEMIC STAFF SENIOR STAFF AND MANAGERS. Probation Policy vt1.1 Re-Issued: October
Probation Policy SUPPORT STAFF ACADEMIC STAFF SENIOR STAFF AND MANAGERS Probation Policy vt1.1 Re-Issued: October 2017 1 1 CONTENTS PAGE PROBATION POLICY 1. INTRODUCTION 2. SCOPE 3. INDUCTION 4. MENTOR
Senior Contracts and Intellectual Property Advisor
Enterprise Office Senior Contracts and Intellectual Property Advisor Job Ref: REQ180265 As part of the University s ongoing commitment to redeployment, please note that this vacancy may be withdrawn at
REDEPLOYMENT POLICY. 1. Introduction
REDEPLOYMENT POLICY 1. Introduction It is the aim of the University by careful forward planning, to ensure as far as possible, security of employment for all its employees. However, it is recognised that
Internal Audit Charter
Internal Audit Charter 1. Purpose The purpose of this Charter is to state clearly the objectives and scope of esure Group s (esure) Internal Audit function. It also serves to outline the function s position
Appendix C Classified Employee Evaluation Form Unit A CSEA Chapter 262
Appendix C Classified Employee Evaluation Form Unit A CSEA Chapter 262 Employee Name Banner ID: Classification Title Department *Evaluation Period Probationary: 2 Month 5 Month Annual From: To: *The time
UNIVERSITY OF TECHNOLOGY, SYDNEY. Council s Standing Delegations of Authority
UNIVERSITY OF TECHNOLOGY, SYDNEY Council s Standing Delegations of Authority Guidelines for authorisations to perform HR functions under Principle 9 of the Standing Register of Delegations Introduction
University-wide. Staff Only Students Only Staff and Students. Vice-Chancellor. Director, Human Resources
Name of Policy Description of Policy Staff Referral Policy This policy is designed to encourage existing staff members to refer outstanding and suitably qualified people as candidates for designated vacant
Risk & Compliance Manager. General Counsel & Company Secretary
POSITION DESCRIPTION POSITION TITLE: REPORTS TO (Title): Risk & Compliance Manager General Counsel & Company Secretary PRINCIPAL OBJECTIVES: Lead Risk & Compliance within QAL through the continuous development
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
MANAGING PERFORMANCE POLICY AND PROCEDURE
LEEDS BECKETT UNIVERSITY MANAGING PERFORMANCE POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staffsite PM1-4 Policy Statement Purpose and Scope The University aims to ensure that performance expectations
To outline the process for managing probation at ANU, in accordance with the ANU Enterprise Agreement.
Procedure: Probation Purpose To outline the process for managing probation at ANU, in accordance with the ANU Enterprise Agreement. Definitions Performance and Development Process (PDP) is the process
Completing the record of support and progressive assessment
The Assessed and Supported Year in Employment Completing the record of support and progressive assessment Supporting guidance The Assessed and Supported Year in Employment in Adult services. NQSW name
POSITION DESCRIPTION
POSITION DESCRIPTION General Manager Surgical, Anaesthesia & Perioperative Services Position Holder's Name:... Position Holder's Signature:... Manager/Supervisor's Name: Phillip Balmer, Director Hospital
TEAM LEADER STUDENT AND PROGRAM SUPPORT SERVICES POSITION DESCRIPTION
Position Title: Team Leader Student and Program Support Services Position Number: NEW Classification: HEO8 No. Direct Reports 7 FTE: Position Summary: Position Characteristics: Reports to: Student & Learning
CAREER PERFORMANCE EVALUATION - Employee. Type of Evaluation: Probationary* (6 month evaluation)
CAREER PERFORMANCE EVALUATION - Employee Read Getting The Most out of Performance Appraisals before beginning work on this form. Employee Full Name: Employee PID: Job Title: Department: Campus: Reviewing
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
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
EMPLOYEE RETENTION Human Resource Manual Trainer s Allowance Section 315 LEARNING AGREEMENT
LEARNING AGREEMENT Position Title: Position Number: Department: Community: Region: Training Period: Purpose of Agreement: APPENDIX A To ensure that all parties involved in the learning experience understand
Support, Review and Guidance Procedure for Employees Serving a Probationary Period
Human Resources Team Human Resources Directorate Support, Review and Guidance Procedure for Employees Serving a Probationary Period Created: Author: Originating Directorate: Approved by: Date of approval:
Probation Policy. Number :
Probation Policy Number : THCCGHR Version : 1 Executive Summary The overall purpose of the policy is to inform managers and new members of staff of the procedure to be followed in order to support the
Staff Development and Performance
People and Capability OCU 11-03-18 Staff Development and Performance Performance Development Review System (PDRS) People and Capability 2018 Staff Development and Performance 1 Contents Introduction...
Risk Management Policy
Risk Management Policy Introduction 1. This risk management policy forms part of the University s internal control and corporate governance arrangements. The policy covers all the University s activities
Career Break and Sabbatical Procedure
Career Break and Sabbatical Procedure Version: 3.0 Bodies consulted: Recognised Trade Unions Approved by: Executive Management Team Date Approved: October 2018 Lead Manager: HR & Staff Development Manager
Making the Performance Evaluation Process Meaningful. Human Resources
Making the Performance Evaluation Process Meaningful Human Resources Objectives Designing a Meaningful Performance Management Process 90 Day Probationary Evaluation Annual Performance Evaluation & Policy
Leadership and Management Capability Framework
Leadership and Management Capability Framework This policy is important to: At VU it is recognised that leadership can be exercised regardless of position, but this Framework particularly applies to those
CLASSIFICATION LINKING GUIDELINES PROFESSIONAL, GROUNDS AND DOCUMENT SERVICES STAFF POSITIONS
Human Resource Unit July 2011 CLASSIFICATION LINKING GUIDELINES PROFESSIONAL, GROUNDS AND DOCUMENT SERVICES STAFF POSITIONS Human Resource Unit Amended August 2017 Page 1 of 10 CONTENTS Page 1. Overview
Internship Policy. Internship Policy- HRP078. HR Policy Document Record HRP078. Reference Number HRC. Approval Body. Creation Date July 2012
Internship Policy HR Policy Document Record Reference Number Policy Owner Approval Body HRP078 Human Resources HRC Creation Date July 2012 Revision Date(s) Notes September 2014, August 2016, January 2018
Internship Policy. Internship Policy- HRP078. HR Policy Document Record HRP078. Reference Number HRC. Approval Body. Creation Date July 2012
Internship Policy HR Policy Document Record Reference Number Policy Owner Approval Body HRP078 Human Resources HRC Creation Date July 2012 Revision Date(s) Notes September 2014, August 2016, January 2018
Document Title: Redundancy Policy. Version control: V1/2014/ HR001. Policy Owner: Human Resources. Approval Process:
APPENDIX 1 COUNCIL 11/7/14 Document Title: Redundancy Policy Version control: V1/2014/ HR001 Policy Owner: Human Resources Approval Process: UMAG: 16th June 2014 Equality Impact Assessed: 17th June 2014
LONDON SOUTH BANK UNIVERSITY Vice Chancellor and Chief Executive: Professor David Phoenix
LONDON SOUTH BANK UNIVERSITY Vice Chancellor and Chief Executive: Professor David Phoenix FINANCE AND MANAGEMENT INFORMATION HEAD OF PAYROLL AND PENSIONS REQ0499 The University London South Bank University
TRANSPORTATION & LOGISTICS INTERNSHIP HANDBOOK
TRANSPORTATION & LOGISTICS INTERNSHIP HANDBOOK Internship Coordinator Dr. Robert Frankel rfrankel@unf.edu Logistics Internship TRA 4945 Administered by University of North Florida Department of Marketing
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
Head of Student Experience EHM
It is important to note that this job description is a guide to the work you will initially be required to undertake. It may be changed from time to time to meet changing circumstances. It does not form
Professional Development and Enhancement Program
Mandatory Quality Area 4 Professional Development and Enhancement Program 1. Authorisation This policy was adopted by the Committee of Armadale Early Learning Centre Inc. at its Committee meeting on insert
Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169. This guidance is suitable for Public Disclosure
Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169 This guidance is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:
University of Plymouth. Human Resources (HR) / Teaching and Learning Support (TLS)
1 University of Plymouth Human Resources (HR) / Teaching and Learning Support (TLS) Document Document Owner Teaching Qualifications and Recognition Policy HR and Teaching and Learning Support (TLS) Document
PROFESSIONAL DEVELOPMENT POLICY
PROFESSIONAL DEVELOPMENT POLICY Best Practice Quality Area 7 PURPOSE This policy will provide guidelines to ensure that Bethany Kindergarten Services (BKS) employees are supported to meet their individual
ELECTORAL COMMISSION. Staff Appraisal Form for Officers
ELECTORAL COMMISSION Staff Appraisal Form for Officers ANNUAL/HALF YEARLY PERFORMANCE REPORT FOR THE PERIOD FROM TO 1.0 PURPOSE The Electoral Commission strives to ensure that there are regular, free and
DATE OF APPROVAL: Staffing Committee on 24 June 2010, 3 April DATE OF APPROVAL BY SENATE: 18 March 2005, 27 August 2010, 30 May 2014
POLICY TITLE: Staff Development Policy DATE OF APPROVAL: Staffing Committee on 24 June 2010, 3 April 2014 DATE OF APPROVAL BY SENATE: 18 March 2005, 27 August 2010, 30 May 2014 DATE OF APPROVAL BY COUNCIL:
Post: Governance Secretary Department/Region: Corporate Services Location: London, UK
Marine Stewardship Council Job Description Post: Governance Secretary Department/Region: Corporate Services Location: London, UK Purpose of post: The Governance Secretary is responsible for contributing
Apprentice Handbook. A Guide for Apprenticeships at NHSBT
Apprentice Handbook A Guide for Apprenticeships at NHSBT Many congratulations on starting your apprenticeship. I am delighted that you are part of our Award-Winning Apprenticeship Scheme. This is a fantastic
within the range 26,052-28,453 per annum pro rata Grade: 6 Two year fixed term (in the first instance)
Corporate Affairs Assistant Manager JOB DESCRIPTION Job Title: Corporate Affairs Assistant Manager Location: Ipswich Salary: within the range 26,052-28,453 per annum pro rata Grade: 6 Contract status:
Human Resources. Academic Probation Procedure. 1. Purpose. 2. Allocation and Duration
Academic Probation Procedure 1. Purpose 1.1 All new Lecturers, (including Clinical Lecturers, though the process for this small group of staff is currently under review), are normally required to successfully