Meet & Confer Performance Evaluation Name Title Supervisor Title Department Review period: Fiscal Year
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1 Meet & Confer Performance Evaluation Name Title Supervisor Title Department Review period: Fiscal Year The purpose of the Performance Evaluation process is to record your planned work for established from your individual goals, department action plans and/or College Action Plan and monitor your progress (Section I). Section II allows you to discuss professional development goals for the upcoming year and to monitor your 20 hours of development. In addition, this evaluation assesses the effectiveness of your job performance for the review period of fiscal year (Section III). Section I and Section II (first two columns) completed within the July 1 through August 31, 2017 time frame. o Mid year assessment of Section I and Section II completed by February 1, 2018 Final assessment on Section I and II, and completion of Section III must be done in May, Completed performance evaluations and worksheets are due to Jessica Berens (HR) by Monday, June 4, Human Resources will send instructions to employees and supervisors regarding the process for submitting completed performance evaluations and the merit compensation worksheet recommendations. These instructions will be sent via by May 1, BOT approval of the Meet & Confer merit compensation budget pool may occur at the June 18, 2018 board meeting. Section I. Planning and evaluation of project work (from individual, department action plans or College Action Projects) Identify project/goals for Identify planned outcome(s) for project/goals. Mid year assessment comments (fully, partially or not accomplished) Year end assessment Within the employee s control, which of the planned outcomes were completed? (complete this section within the July 1 through August 31 time frame) (complete by Feb 1) (complete in May 2018) Rating (complete in May 2018) Notes/Comments for Section I:
2 Section II: Professional Development Goals. Grand Rapids Community College values professional development for continuous learning and improvement. Your goals may be: To help you meet your individual educational and professional development goals and needs, (either for job specific or professional skills/competencies) To participate as a department for achieving team effectiveness and communication, (ex: DISC or Strengths Finder Training) To identify, and facilitate the meeting of, institutional training and development needs (ex: sexual harassment training, BCO training, new organizational software training, HLC, AQIP or Baldrige Training) Examples of professional development may be on-site offerings through the Staff Development Office or attendance at off-site conferences or workshops. Special examples of professional development include: college-sponsored book study or a credit class (for work related courses). Personal or wellness development and volunteering or community board/involvement related to GRCC work, for the purposes of this section, will be limited to 5 hours All GRCC employees are encouraged to consider participating in offerings through our Woodrick Center for Equity and Inclusion. You may find their training offerings and all other offerings through Human Resources/staff development at Utilizing the previous year s performance evaluation and looking forward to the work that needs to be accomplished in Section I, the employee and supervisor should identify goals for a minimum 20 hours of professional development for the year. Final approval for professional development resides with the supervisor. Professional Development Activity planned for Expectations for completion/rationale for attending. How many hours will you complete with this activity? Mid year check in Note: Add items that came up throughout the fiscal year. End of year check in Note: Add items that came up throughout the fiscal year. (complete this section within the July 1 through August 31 time frame) (complete by Feb 1) (complete in May 2018) If you completed a 360 degree evaluation, are there any areas of professional development that you wish to pursue? (Note: Supervisors are required to document completed 20 hours for direct reports.) Hours Completed How many hours of professional development were completed for ?
3 Section III. Evaluation of top priority job responsibilities and professional skills (where appropriate to position) Definitions of Rating Categories Evaluating what we do (job description requirements) and how we do it (professional skills that we use to carry out our work) - frequently achieves outstanding results. Accomplishments and professional skills often exceeds requirements of the job. - fulfills requirements of the job description in a fully satisfactory manner. - does not consistently fulfill the requirements of the job and needs to improve. Comments please provide specific feedback for all applicable areas. Section III. a. Job Knowledge (top priority items from job description) Identify these items in July/August Section III. b. (Please note if a professional skill is not appropriate to evaluate based on position responsibilities leave that section blank.) Supervision/Management skills (if applicable) Embraces performance management system for direct reports. Gives constructive feedback. ly communicates mission, vision, values to department work. Recognizes and rewards appropriately. Fiscally responsible leader (BCO s have additional responsibilities) Leadership Provides leadership of projects, department teams or cross college teams. ly links GRCC mission, vision and values. Plans and coordinates work. Develops others
4 and personally models in a team environment. Communication skills ly express and exchange ideas through listening, speaking, reading, writing, and other modes of interpersonal expression Seeks and considers others ideas on issues that affect them. Creates atmosphere for open and honest dialogue. Critical Thinking / Problem Solving / Decision Making Gather/seek input and synthesize relevant information and data, evaluate alternatives, and implement creative and effective solutions in a timely manner. Diversity and Community Strives to create an inclusive learning and working environment that recognizes the value and dignity of each person (students, staff, external partners and community). If you are a supervisor: How have you encouraged your staff to promote and/or be familiar with equity and inclusion at GRCC? If a search was conducted in your department this past year, what have you done to focus on equity and inclusion during that search process? Personal skills used for developing employment relationships. Understands and expresses the lifelong skills necessary for physical, social, economic, mental, and emotional health Manages self in a professional manner. Willing to learn. Encourages balance and supports wellness. Models accountability and integrity. Accessible and responsive to others. Handles confidential information. Appropriate follow up. Positive attitude. Comments please provide specific feedback for all applicable areas. (Please note if a professional skill is not appropriate to evaluate based on position responsibilities leave that section blank.)
5 Technology Understands and manages technology in professional, effective and efficient manner for this position Additional Supervisor Comments: Additional Employee Comments: Employee s Signature Date Supervisor s Signature Date Supervisor s Supervisor Signature Date
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