Lafayette College. Performance Evaluation
|
|
|
- Sabina King
- 5 years ago
- Views:
Transcription
1 Lafayette College Performance Evaluation (2018) NAME JOB TITLE DEPARTMENT REPORTING TO (Name and Title) DATE OF APPRAISAL REVIEW PERIOD: From: To:
2 INSTRUCTIONS College s Mission Statement: In an environment that fosters the free exchange of ideas, Lafayette College seeks to nurture the inquiring mind and to integrate intellectual, social, and personal growth. The College strives to develop students' skills of critical thinking, verbal communication, and quantitative reasoning, and their capacity for creative endeavor; it encourages students to examine the traditions of their own culture and those of others; to develop systems of values that include an understanding of personal, social, and professional responsibility; and to regard education as an indispensable, life-long process. This form is to be completed by all Lafayette College supervisors. Policy: The goal of the College s performance evaluation process is to promote on a regular basis a twoway discussion and review of performance between the supervisor and employee. In this way, the performance evaluation provides the College with a mechanism to give the employee feedback on his or her performance over the course of the past year, and it provides the employee an opportunity to discuss the contributions the employee has made in fulfilling job responsibilities. The College s performance evaluation process is comprised of two parts: (1) the Form; and (2) the Goal Planning Form (both forms can be found on the Office of Human Resources webpage under Forms ). Process: A written Form should be completed, reviewed, and discussed with the employee at least once every twelve months. The employee s performance for the period between April 1 of the prior year and March 31 of the current year shall normally be the subject of the review. Evaluations will be conducted between April 1 and April 15, Although it is not required, the supervisor may wish to give a blank copy of the Performance Evaluation Form to each employee in advance of completion of the form by the supervisor in order to receive the employee s input on his or her performance. Even if you decide not to have your employee complete a self-evaluation, we suggest you have every employee complete the Employee Reflections on page seven. The supervisor should complete the Form and set the time and date for the performance evaluation meeting with the employee. The supervisor should review the employee s performance in light of major job requirements and the achievement of the goals established for the year, and invite the employee to comment. After the supervisor and the employee have met to discuss the Form, both should sign off on the form. The employee may record specific comments regarding the review if he or she wishes. 2
3 The supervisor submits the Form to the department head for review. The department head signs off on the form and sends it to the Office of Human Resources. Goal Planning: In addition, the Goal Planning Form for the next year should normally be completed, reviewed, and discussed with the employee at the time of the performance evaluation or at some time before the beginning of the new academic year. The Goal Planning Form identifies the employee s goals established for that year, the achievement of which will be evaluated during the next year s performance evaluation cycle. Mid-Year Review: At the mid-year point (September November), the supervisor and employee may wish to meet to discuss the progress toward reaching the goals to date. At that time, details regarding steps completed or still to be accomplished are noted. If appropriate, adjustments may be made to the goal-setting plan, but a completely new list of goals should not normally be made at this time. The Goal Planning Form shall be retained by the supervisor during the year, and shall be forwarded to the Office of Human Resources as an attachment to the Form during the next performance evaluation cycle. Successful Lafayette employees work to achieve the goals of their own division, support the goals of other divisions, and further the overall mission of the College. In performing their work, the most successful employees work collaboratively to provide superior service to internal and external customers and constituencies, identify innovative approaches to address challenges facing the College, and demonstrate responsible stewardship of Lafayette s resources. RATING SCALE Outstanding Performance Very Good Performance Satisfactory/Good Performance Inconsistent Performance Unsatisfactory Performance The employee is expert in all aspects of their position. Employee is selfdirected and seldom needs management involvement. The employee models behaviors for other employees. The employee s performance has resulted in an extraordinarily positive impact by their significant contribution towards the success of the College and/or department. The employee s accomplishments are above expected levels. Employee has sustained and uniformly high performance with thorough, on-time results. The employee can be relied upon to handle difficult, special, and/or complex assignments. The employee is competent in all aspects of their position. The employee needs minimal direction and can be relied upon to accomplish established goals. The employee usually performs to minimum job requirements. Employee needs close supervision on a routine basis to complete tasks and produce timely results. The employee needs to continue to develop their skill set in order to consistently meet all aspects and goals of the position. The employee does not display competence in most aspects of their position and/or some critical aspects of the position. The employee requires frequent close supervision and immediate, significant performance improvement is required. 3
4 Fulfillment of Job Requirements and Achievement of Annual Goals 1. IDENTIFY PRINCIPAL JOB REQUIREMENT OR RESPONSIBILITY: In this section, please describe the employee s principal responsibilities or job requirements. Evaluate the employee s performance in light of the individual s principal job requirements, citing any specific accomplishments or examples from the past year. Evaluate the employee s success in meeting goals established in a previous goal-setting meeting at the beginning of the evaluation period. Responsibility or Requirement Describe the employee s performance. Rating Outstanding Very Good Satisfactory/Good Inconsistent Unsatisfactory Outstanding Very Good Satisfactory/Good Inconsistent Unsatisfactory Outstanding Very Good Satisfactory/Good Inconsistent Unsatisfactory 4
5 2. Specific annual goals met during the past year: (attach status update for previous year s goals) 3. Describe areas for development. Identify skills and abilities to develop as well as learning activities needed to reach established goals: 4. Describe how the employee s work during this review period advanced the College s strategic direction and the work of others in the department/division: 5
6 SUMMARY EVALUATION (Put X in box which most closely approximates this person s overall performance during the review period. Outstanding Performance Very Good Performance Satisfactory/Good Performance Inconsistent Performance Unsatisfactory Performance The employee is expert in all aspects of their position. Employee is selfdirected and seldom needs management involvement. The employee models behaviors for other employees. The employee s performance has resulted in an extraordinarily positive impact by their significant contribution towards the success of the College and/or department. The employee s accomplishments are above expected levels. Employee has sustained and uniformly high performance with thorough, on-time results. The employee can be relied upon to handle difficult, special, and/or complex assignments. The employee is competent in all aspects of their position. The employee needs minimal direction and can be relied upon to accomplish established goals. The employee usually performs to minimum job requirements. Employee needs close supervision on a routine basis to complete tasks and produce timely results. The employee needs to continue to develop their skill set in order to consistently meet all aspects and goals of the position. The employee does not display competence in most aspects of their position and/or some critical aspects of the position. The employee requires frequent close supervision and immediate, significant performance improvement is required. Prepared By: Date Discussed: Supervisor Signature: EMPLOYEE COMMENTS (Optional) Employee s Signature: Reviewed By: Date Reviewed: Department Head Signature: 6
7 EMPLOYEE REFLECTIONS: (To be completed by each employee) What went well this past year? What could have gone better and what will you do to address those issues? What are ways that your supervisor can help you perform better? 7
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
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
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
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
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
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.
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:
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
Full-Time & Part-Time Staff Six Month Performance Evaluation
Full-Time & Part-Time Staff Six Month Performance Evaluation Employee Name: Supervisor Name: Class Specification Title: Position Number: Date of Evaluation: Office and Campus: Date Due in HRSTM: Instructions:
Administrative and Professional Staff (Unclassified) Performance Evaluation Model A
Administrative and Professional Staff (Unclassified) Performance Evaluation Model A (Previously Model II) Employee Name: Position: Date of Last Performance Evaluation: Date of Current Performance Evaluation:
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.
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
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
Instructions: Complete page 2 of this form with the assistance of the instructor and sign page 3, prior to obtaining the following signatures.
This is a fill-in form. Please click on the appropriate area to enter information. Tab between fields and PRINT when completed. Internship Agreement This Agreement is between the Board of Regents of the
2018 Performance Evaluation Process LOUISVILLE.EDU
2018 Performance Evaluation Process Salary Increases At this time, no decision has been made regarding: Fiscal vs. calendar cycle Potential pay increases Purpose of the Performance Evaluation Candid performance
ANNUAL GOAL SETTING. backup you will use when you conduct the evaluation, usually in the late Spring.
CUNY OFFICE ASSISTANTS (IN ACADEMIC OFFICES) PERFORMANCE EVALUATION FORM AND INSTRUCTIONS The City University of New York Instructions for Department Chair BACKGROUND: As Chair, you have an ongoing responsibility
Meet & Confer Performance Evaluation Name Title Supervisor Title Department Review period: Fiscal Year
Meet & Confer Performance Evaluation 2017-2018 Name Title Supervisor Title Department Review period: Fiscal Year 2017-2018 The purpose of the Performance Evaluation process is to record your planned work
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
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:
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
Performance Appraisal
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?
Differentiated Supervision. Mission Statement
Differentiated Supervision Mission Statement To investigate, develop, and implement a comprehensive professional development plan designed to support and enhance the supervision and evaluation process,
BOARD OF TRUSTEES UNIVERSITY OF THE DISTRICT OF COLUMBIA UDC RESOLUTION NO
BOARD OF TRUSTEES UNIVERSITY OF THE DISTRICT OF COLUMBIA UDC RESOLUTION NO. 2017 28 SUBJECT: NOTICE OF FINAL RULEMAKING MODIFICATIONS TO THE UNIVERSITY RULES REGARDING PERFORMANCE MANAGEMENT WHEREAS, The
PERFORMANCE PLAN AND APPRAISAL
PERFORMANCE PLAN AND APPRAISAL NAME SUPERVISOR Review Date JOB TITLE DATE OF HIRE Date PERFORMANCE APPRAISAL POLICY This process is intended to promote open communication between employee and supervisor,
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
Performance Appraisal Review for Non-Exempt Employees. Instructions
Performance Appraisal Review for Non-Exempt Employees Employee Name Title Date of Review Department Date Started Current Position Current Supervisor Instructions Review employee s performance for the entire
STAFF PERFORMANCE APPRAISAL RATING SCALE AND KEY DESCRIPTORS
STAFF PERFORMANCE APPRAISAL RATING SCALE AND KEY DESCRIPTORS OUTSTANDING Demonstrated outstanding achievement in performance standard expectations and goals throughout the entire appraisal cycle Consistently
Field Experience Handbook
Field Experience Handbook Clear Administrative Services (Tier II) Credential Induction and Assessment EDAD 697A: Supervised Field Experience / Induction (3 credits) EDAD 697B: Supervised Field Experience
Employee Performance Review. Manager Evaluation - Staff
Employee Performance Review Manager Evaluation - Staff Self Evaluation Managers decide whether they will require their employees to complete the self evaluation or not. Self-evaluation is a good practice
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.
Marathon County Employee Performance Appraisal Form
Employee Name: Last First Job Title: Employee #: Department: Supervisor: Division: Evaluation Period: 6/01/20 5/31/20 Evaluation Type Mid Year Comment & Signatures Only No Ratings Annual New Employee Initial
2016 Annual Performance Review Form. Type:
2016 Annual Performance Review Form Employee Name: Job Title: Employee ID: Supervisor Name: Last Appraisal Date: Department: Evaluation Type: Annual Other RATING SCALE: Outstanding Consistently delivered
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.
Educational Support Personnel Evaluation Handbook
1060 Harrison Road Colorado Springs, CO 80905-3543 Educational Support Personnel Evaluation Handbook July 1, 2014 1 TABLE OF CONTENTS INTRODUCTION 3 Purposes 3 District Mission 3 District Goals 3 EDUCATIONAL
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
RFCUNY PERFORMANCE APPRAISAL PROCESS
RESEARCH FOUNDATION of The City University of New York 230 West 41st Street New York, NY 10036-7207 RFCUNY PERFORMANCE APPRAISAL PROCESS Goal The goal of the performance appraisal process is to provide
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
General Staff Performance Review
General Staff Performance Review Approving authority Executive Group Approval date 16 March 2016 Advisor Next scheduled review 2021 Document URL TRIM document 2016/0000253 Description Related documents
PERFORMANCE DEVELOPMENT PLAN A SUPERVISOR S GUIDE
PERFORMANCE DEVELOPMENT PLAN A SUPERVISOR S GUIDE June 2014 Performance Development Plan A Supervisor s Guide Page 1 of 7 Table of Contents Background...3 Why Conduct the Performance Development Plan?...3
Office of Academic Affairs Staff Evaluation
Office of Academic Affairs Staff Evaluation Process & Instructions: Academic Affairs Staff Evaluation forms will be distributed to supervisors in mid-august. Supervisors should prepare a form for each
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
This recruitment is open until filled with a first review of applications scheduled the week of February 23, 2015.
MARICOPA COUNTY invites applications for the position of: An Equal Opportunity Employer OPENING DATE: 02/05/15 CLOSING DATE: Continuous DEPARTMENT: County Manager JOB TYPE: Unclassified/Full-Time LOCATION:
Rhode Island State Police Traffic / Planning & Research Unit 311 Danielson Pike, North Scituate, RI 02857
Rhode Island State Police Traffic / Planning & Research Unit 311 Danielson Pike, North Scituate, RI 02857 Application for Internship The internship program provides an excellent opportunity for students
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
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
Staff Performance Evaluation Process
Staff Performance Evaluation Process 2019 Introductions & Housekeeping Name? Position? How long at NKU? How long as manager at NKU? Have you been a manager at a previous employer and done performance evaluations
University Recognition & Awards Program FOR SHRA AND EHRA NON-FACULTY EMPLOYEES
University Recognition & Awards Program FOR SHRA AND EHRA NON-FACULTY EMPLOYEES University Recognition & Awards Program FOR SHRA AND EHRA NON-FACULTY EMPLOYEES North Carolina Agricultural and Technical
Timeline for Employee Performance Appraisal Process...3
... 2 Timeline for Employee Performance Appraisal Process...3... 4... 4... 6... 6 TIME TABLE FOR THE COMPLETION OF 2019 PERFORMANCE EVALUATION PROCESS January 7, 2019 January 22, 2019 February 4, 2019
Board of Regents Staff Awards
Board of Regents Staff Awards A CUSS (Council of University System Staff) initiative, the University System of Maryland Board of Regents Staff Awards represents the highest honor bestowed by the Board
Performance Appraisals of United Nations Police Officers
United Nations Department of Peacekeeping Operations Ref. DPKO/PD/2006/00132 DPKO STANDARD OPERATING PROCEDURES 19 December 2006 Performance Appraisals of United Nations Police Officers STANDARD OPERATING
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
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
NDSU RESPONSIBILITY REVIEW GUIDELINES
NDSU RESPONSIBILITY REVIEW GUIDELINES The Responsibility Review form is for the purpose of examining the primary duties and responsibilities of each position and identifying progress in accomplishing those
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
NON-BARGAINING ADMINISTRATIVE ASSISTANT/SPECIALIST EVALUATION
NON-BARGAINING ADMINISTRATIVE ASSISTANT/SPECIALIST EVALUATION This annual assessment includes a self-assessment and evaluation. The self-assessment is due September 30, 2018 to your supervisor. The evaluation
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
PERFORMANCE APPRAISAL FORM PURPOSE OF THIS APPRAISAL FORM IS TO:
PERFORMANCE APPRAISAL FORM PURPOSE OF THIS APPRAISAL FORM IS TO: Review job performance. All selections require comments to support your performance recommendation. Recognize possibilities for job growth
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
Three Rivers Community Schools Support Staff Performance Assessment
Employee Name: Date: Building: Position: Assessment Date: Click here to enter a date. Please check all that apply: Three Rivers Community Schools Support Staff Performance Assessment Probationary Non-Probationary
ADMINISTRATIVE AND PROFESSIONAL/TECHNICAL STAFF PERFORMANCE PLANNING AND EVALUATION FORM FY18
ADMINISTRATIVE AND PROFESSIONAL/TECHNICAL STAFF PERFORMANCE PLANNING AND EVALUATION FORM FY18 EMPLOYEE NAME EMPLOYEE JOB TITLE S NUMBER SUPERVISOR NAME EVALUATION PERIOD: REASON FOR EVALUATION: FROM: 5/1/2017
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
Field Practicum I: Foundation
UNIVERSITY OF HOUSTON GRADUATE COLLEGE OF SOCIAL WORK Field Practicum I: Foundation EVALUATION OF STUDENT PERFORMANCE STUDENT: AGENCY: FIELD INSTRUCTOR: (Address) (City) (State) (Zip Code) INSTRUCTOR TELEPHONE:
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
ADMINISTRATIVE AND PROFESSIONAL/TECHNICAL STAFF PERFORMANCE PLANNING AND EVALUATION FORM FY19
ADMINISTRATIVE AND PROFESSIONAL/TECHNICAL STAFF PERFORMANCE PLANNING AND EVALUATION FORM FY19 EMPLOYEE NAME EMPLOYEE JOB TITLE S NUMBER SUPERVISOR NAME EVALUATION PERIOD: REASON FOR EVALUATION: FROM: 5/1/2018
Student Employee Performance Evaluation
Student Employee Performance Evaluation Student Name Student ID Number Supervisor s Name Department Student Job Title Date Supervisor s Guidelines for Completion The student employee should be offered
Student Employee Performance Evaluation
Student Employee Performance Evaluation Student Name Student ID Number Supervisor s Name Department Student Job Title Date Supervisor s Guidelines for Completion The student employee should be offered
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
The School District of Lee County Division of Operations
The School District of Lee County Division of Operations District Based Administrator Evaluation System 2013-2014 Academic Year Table of Contents District Based Administrator Evaluation System Overview...
University of the District of Columbia Performance Appraisal System For Non-Faculty Employees. Supervisor Guide
University of the District of Columbia Performance Appraisal System For Non-Faculty Employees 1. Purpose 2. Overview 3. Performance Planning Supervisor Guide 4. Monitoring Employee Performance: Ongoing
Annual Faculty Evaluation May 15, 2014 May 14, 2015
May 15, 2014 May 14, 2015 2015 Agenda UF & Libraries Process Criteria Evaluation period Documents and timeline Preparation of materials Supervisor Writing letter Providing feedback Hello Name Where you
Supervision 101: Effective Performance Evaluations. E. Ryan Hall, Director Labor and Employee Relations
Supervision 101: Effective Performance Evaluations E. Ryan Hall, Director Labor and Employee Relations AGENDA Civil Service Performance Evaluations Types of Evaluations Benefits of Performance Evaluation
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
Guidelines to the Staff Performance Appraisal System (SPAS) in the Public Service
Guidelines to the Staff Performance Appraisal System (SPAS) in the Public Service May, 2016 2016 PUBLIC SERVICE COMMISSION 1.0 INTRODUCTION The Staff Performance Appraisal System (SPAS) is a critical component
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
PERFORMANCE APPRAISAL CANADIAN UNION OF PUBLIC EMPLOYEES (CUPE) SUPPORT STAFF
BOARD PROCEDURE Approval Date 2010 Review Date 2015 Contact Person/Department Human Resources Administrator Replacing All previous procedures. Page 1 of 27 Identification HR 4530 PERFORMANCE APPRAISAL
University System of Maryland Board of Regents
It s nomination time for the 2017-2018 University System of Maryland Board of Regents STAFF AWARDS AWARD CATEGORIES: Exceptional contribution to the institution and/or unit to which the person belongs
SW 701 Foundation Field Practicum. Learning Contract Supplement: A Guide to Completing the Learning Contract
SW 701 Foundation Field Practicum Learning Contract Supplement: A Guide to Completing the Learning Contract Welcome to Practicum! Practicum is a time for blending classroom lecture and assignments to actual
GBAS Workshop: Making Performance Appraisals Work for my Unit
GBAS Workshop: Making Performance Appraisals Work for my Unit Presenter: Aigi Adesogan Associate University Registrar Process o The department begins having conversations mid- to end of January. Staff
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,
PERFORMANCE MANAGEMENT REVIEW Steps to follow in the process: * Review the job description for accuracy.
Steps to follow in the process: * Review the job description for accuracy. Planning * Define goals and position-specific expectations mutually with the employee for the coming review period. The goals
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
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
University Executive Directive #11-07 Issue Date: May 16, Subject: Management Personnel Plan Revision Date: Approved: President
University Executive Directive #11-07 Issue Date: May 16, 2012 Subject: Management Personnel Plan Revision Date: Approved: President President Contact: Human Resources 510-885-3634 AUTHORITY: Sections
Sample SCHOOL HEAD EVALUATION JOB DESCRIPTION
Sample SCHOOL HEAD EVALUATION JOB DESCRIPTION JOB DESCRIPTION some I. LEADERSHIP Visionary Leadership: The school head with the partnership of the school board, develops, articulates, implements and guards
Progressive Discipline POLICY NUMBER: CROSS REFERENCE: NEW. November 16, 2015 POLICY STATEMENT
OLDS COLLEGE POLICY Olds College recognizes the need for Policies and Procedures, and the need for staff and students to be familiar with and follow such policies and procedures. It is the intent of Olds
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
EMPLOYEE INTRODUCTORY PERIOD PERFORMANCE EVALUATION
EMPLOYEE INTRODUCTORY PERIOD PERFORMANCE EVALUATION EMPLOYEE INFORMATION NAME: SUPERVISOR: PARISH, SCHOOL OR AGENCY: JOB TITLE: PERIOD OF REVIEW: REVIEW DATE: Meets Expectations: Needs Improvement: Unsatisfactory:
INTERNSHIP REQUEST APPLICATION
Department of Art and Design INTERNSHIP REQUEST APPLICATION Semester/Year Student s Name Student s ID Location of Internship Supervisor of Internship Faculty Supervisor Checklist: I have discussed the
EMPLOYEE JOB PERFORMANCE EVALUATION FORM
EMPLOYEE JOB PERFORMANCE EVALUATION FORM EMPLOYEE NAME: JOB TITLE: DATE OF EVALUATION: INSTRUCTIONS: Carefully evaluate employee's work performance in relation to job description and work performed. Rating
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
Signature: Signed by GNT Date Signed: 11/13/13
Atlanta Police Department Policy Manual Standard Operating Procedure Effective Date November 15, 2013 Applicable To: All employees Approval Authority: Chief George N. Turner Signature: Signed by GNT Date
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
PERFORMANCE EVALUATION FORM Code 100/110 Administrators & Code 103/113 Professional Research Staff
PERFORMANCE EVALUATION FORM 2018 Code 100/110 Administrators & Code 103/113 Professional Research Staff Employee Name Job Title Department Supervisor Appraisal Period 4/1/17 through 3/31/18 Section I is
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
PERFORMANCE APPRAISAL SYSTEM
PERFORMANCE APPRAISAL SYSTEM Updated January 2018 COLORADO STATE UNIVERSITY EXTENSION PERFORMANCE APPRAISAL SYSTEM Page 1 The Mission of Extension is: to provide information and education, and encourage
SFCC EMPLOYEE CORRECTIVE ACTION AND DISCIPLINARY ACTION POLICY 4-2
SFCC EMPLOYEE CORRECTIVE ACTION AND DISCIPLINARY ACTION POLICY 4-2 Policy Overview SFCC strives to provide a safe and harmonious work environment where employees are able to perform their work productively
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: