New Hire Orientation Guide - Inspiring HR



HR-SURE?NEW HIRE ONBOARDING GUIDE Recruit, Motivate, Coach, INSPIREThe first 90 day of employment (Introductory Employment Period) is the time for supervisors and mentors to execute professional and effective onboarding processes. This includes reviewing administrative procedures, position responsibilities and performance expectations. The key to successful onboarding is COMMUNICATION. Supervisors and mentors must ENGAGE new hires by continuously assisting them with acquiring knowledge about the company and their specific role, so they can become increasingly productive. Remember, there is only ONE chance to make a great first impression.All associates involved with the orientation and training of new hires (onboarding) should utilize this guide and reference the steps, processes, forms and documents contained within when a new employee begins work, through their Introductory Period of Employment. Along with this guide, those involved with the onboarding of new hires should refer to the Job Description, Standard Operating Procedures (including Safety) and Performance Standards that apply. An authorized Human Resource Representative and/or our Compliance Officer will oversee changes or updates to this guide and will notify all associates involved with new hire onboarding hiring accordingly.NONE OF THE INFORMATION PROVIDED IN THIS GUIDE SHOULD BE CONSTRUED AS LEGAL ADVICE.Color Code: Included in this guide; Forms provided under separate cover; Recommended best practice (optional) TOC \h \z \t "Heading 1,2,Heading 2,3,Heading 3,4,Heading 4,5,Title,1" NEW HIRE ONBOARDING GUIDE PAGEREF _Toc388595458 \h 1Onboarding Steps: PAGEREF _Toc388595459 \h 21.One Week Prior to First Day of Work PAGEREF _Toc388595460 \h 22.Day One – authorized HR Representative or Supervisor PAGEREF _Toc388595461 \h 23.Post Day One up to 90 Days PAGEREF _Toc388595462 \h 34.Add Employee Information to Payroll PAGEREF _Toc388595463 \h 45.Create Employee File(s) –secure location, restricted access PAGEREF _Toc388595464 \h 46.Week Prior to Day 90 PAGEREF _Toc388595465 \h 47.Day 90 (on or near) PAGEREF _Toc388595466 \h 4New Hire Packet Cover PAGEREF _Toc388595467 \h 5ORIENTATION & TRAINING SCHEDULE PAGEREF _Toc388595468 \h 6Supplemental Training Schedule PAGEREF _Toc388595469 \h 8New Hire Forms Checklist PAGEREF _Toc388595470 \h 9NON DISCLOSURE & CONFIDENTIALITY AGREEMENT PAGEREF _Toc388595471 \h 10Job Description - Sample PAGEREF _Toc388595472 \h 11EMPLOYEE FILES GUIDE PAGEREF _Toc388595473 \h 13Employee Paperwork Checklist PAGEREF _Toc388595474 \h 13Completing Form I-9 PAGEREF _Toc388595475 \h 13Creating Employee Files PAGEREF _Toc388595476 \h 14Employee Benefits/Medical Files PAGEREF _Toc388595477 \h 14Storing I-9 Forms and EEO Information PAGEREF _Toc388595478 \h 14Maintaining & Reviewing Employee Files PAGEREF _Toc388595479 \h 14Disposal of Records – see below PAGEREF _Toc388595480 \h 15Employee Records & File Retention Guide - Federal PAGEREF _Toc388595481 \h 15Employee Records & File Retention Guide – State(s) PAGEREF _Toc388595482 \h 1690 Day Performance Appraisal PAGEREF _Toc388595483 \h 17Onboarding Steps:One Week Prior to First Day of WorkReview SIGNED offer letter to verify key information (start date, benefits eligibility, etc.)Mail New Hire Packet Cover and applicable forms as listed to new employee’s homeCALL the new employee and advise them new employee packet is being sent. Ask them to bring completed employee specific sections of all forms on their first day.Confirm first day of work arrival information (where to report, to whom and when).Further customize and complete the Orientation & Training Schedule. Collaborate with new employee’s supervisor and/or others involved with onboarding for additional content to be added.Assign a mentor or peer coach – coach should have lunch with new hire on first dayOversee and/or execute completion of pre-employment administrative, technology and security tasks (supplies, business cards, logins, etc.)Further customize and complete the Supplemental Training Schedule. Applies IF the position or person hired needs offsite, classroom or individualized training beyond the subject matter captured on the Orientation & Training Schedule. Day One – authorized HR Representative or SupervisorEntrance greeting & welcome - be on time!Provide the new employee with a copy of the completed Orientation & Training Schedule & Supplemental Training Schedule (if applicable).Administrative Processing - FOLLOW the Orientation & Training Schedule.Introductions and TourRestroom, Break Area & Company Bulletin Board (Employment Law Postings)Parking, Security & Building Access guidelinesWorkstation Set upPhone instructions & set up voice mail set upSuppliesHR & Payroll Processing - FOLLOW the Orientation & Training plete remaining portions of all New Hire Forms requiredReview forms returned by new employee – complete employer portionReference New Hire Forms Checklist for additional required forms.FULLY complete Form I9 Signed Non-Disclosure & Confidentiality Agreement (if applicable)Reference New Hire Forms ChecklistIssue Company Equipment – SIGNED Acknowledgement & Deduction AuthorizationsOrganizational OverviewPolicies and Procedures - Customize & Use New Hire Orientation PowerPointOrganizational ChartEmployee Handbook ReviewCompliance Plan ReviewOpen Door EnvironmentRed Flag ReportingManagers Manual Review & Training (for supervisory level associates)Job Manuals, Standard Operating ProceduresCompensation & Benefits – Customize & Use New Hire Orientation PowerPoint Pay Rate, How Work Hours are Tracked, Overtime & Pay ScheduleMedical, Dental & Other Related Benefits Enrollment Forms & Summary Plan Descriptions (SPDs), if eligibleRetirement Enrollment (eligibility, if applicable) Forms & SPDsOther Supplemental Insurance, Flexible Benefits, Disability Forms & SPDsTime Away from Work - Customize & Use New Hire Orientation PowerPointPaid Leave PoliciesHolidays (see Payroll Calendar)Office Closures (Inclement Weather or Other) Transition (if time allows)Refer to Supervisor and/or MentorFOLLOW the Orientation & Training Schedule. Post Day One up to 90 DaysFOLLOW the Orientation & Training Schedule.Review the Supplemental Training Schedule commitments, if applicable.Job Description Review – Obtain a signatureShould have been completed or updated during Recruitment & Selection.Reference Job Description – Sample.Discuss Performance Standards – tied to the annual review process.Schedule & follow through with daily 10 minute, 1 to 1 meetings – for at least the first week of work.Schedule & follow through with weekly 10 minute, 1 to 1 meetings – from end of week 1 through end of 90 days.Introduction to Mentor or Peer CoachReview & pre-schedule 90 Day Performance Appraisal processReference Performance Management Guide Add Employee Information to PayrollNotify external provider with required paperwork if applicable. Create Employee File(s) –secure location, restricted accessReference and FOLLOW Employee File Guidelines.Main Employee File may include: Employment application and resume; Education records and transcripts; Skills test results; Employment offer letter; Acknowledgment receipts for any employee handbook or manuals; Employee data sheet / Emergency contact information; Training records; Performance evaluationsConfidential Files are:All records with any medical information (i.e. employee physical results, drug test results, Applications / Medical Certification for Family & Medical Leave, Personal accident reports, Workers' compensation reports, etc.)All records with any information which could be potentially discriminatory (i.e. background check results, benefit enrollment/application forms with employee’s date of birth or health history, Post-Employment Voluntary Survey for AAP, etc.)Payroll File (can be a subsection of the Main Employee File) and may include: W-4 and State Income Tax Withholding form; Direct Deposit Forms; Deduction Authorizations; Copies of time sheet; Paid time off requests / approvals; Pay rate forms / Authorization for all payroll actions; Garnishment orders and records ; Authorization for release of private information, i.e. employment/compensation verification for mortgage application Week Prior to Day 90Complete the 90 Day Performance Appraisal; send meeting request to employee Day 90 (on or near)Conduct the 90 Day Performance AppraisalAsk the employee to prepare for the meeting by jotting down their thoughts about progress, and what they still need to learn.Ask employee to complete their portion after the meeting – return within 3 days.If the 90 Day Performance Appraisal results are unfavorable, the Introductory Employment Period can be extended. Reference the Employee Handbook.Submit completed Appraisal to an authorized HR Representative for filing.New Hire Packet Cover(This document should be modified in accordance with company and position requirements)DateNew Hire NameNew Hire AddressRE: Client Name New Hires FormsDear New Hire Name:Welcome to Client Name!? We believe that each employee contributes directly to Client Name’s growth and success, and we hope you will take pride in being a member of our team.Enclosed are several required forms that you need to complete and bring with you for orientation on start date, as well as some additional info for your reference.? Complete and ReturnEmployee Data Sheet – Please complete fullyI-9 Form - Please complete Section 1, at the top of first page.? You will need to bring original documents to verify your eligibility to work in the US to your orientation – reference list of acceptable documents included with the form.? You can provide either one item from list A or one from list B and one from list C.? For example, if you use your SS card from list C, then you also need one ID from list B (such as your driver’s license.)Form W-4 is your Federal withholding tax form - Please complete fully, sign and dateForm VA-4 is your state withholding tax form - Please complete fully, sign and dateState New Hire Reporting Form – Please complete Employee Information sectionEEO – 1 Voluntary Self-Identification (only if company is required to file an annual EEO-1 report)Post-Employment Voluntary Survey (only if company is required to have an Affirmative Action Plan)Direct Deposit Form - Please complete fully, sign and date. A voided check must be attached.Keep for Your ReferencePayroll CalendarHoliday Observation ScheduleEmployee DirectoryFollowing your start date, you will receive a mailing to your home address which will include information and enrollment instructions for our benefit plans, if eligible and applicable.If you have any questions, please feel free to call me at phone number or email me at e-mail address.Sincerely,Authorized HR or Manager Name HereTitle HereORIENTATION & TRAINING SCHEDULE(This document should be modified in accordance with specific position requirements)Job Title: Employee Name: Hire Date: Systems Connection/Network Set Up/Phone Set up Completed on___/___/___ by:New Hire Paperwork Completion & Submission Completed on: ___/___/___ by:Parking Pass and Security Keyes/Codes Completed on ___/___/___ by:Internal New Hire Announcement Sent Out on ___/___/___ by:Benefits Overview and Enrollment Completed on ___/___/___ by: Company Property Distribution & Acknowledgment Completed on ___/___/___ by: Review of Employee Handbook Completed on ___/___/___ by:Review of Compliance Plan Completed on ___/____/____ by: Subject MatterPerson(s) ResponsibleLocation & DateIntroduction to Employees and Tour of Facilities Workstation Set Up/Voicemail/Review SuppliesReview of New Hire & Benefit Enrollment paperworkInternal Policies/Procedures – Employee HandbookInternal Policies/Procedures – Compliance PlanReview of Organizational ChartIntroduction to Service ModelJob Description ReviewIntroduction to Mentor or Peer CoachStandard Operating Procedure OverviewJob ShadowingSupplemental Training Schedule(This document should be modified in accordance with specific position requirements)Training TopicTrainerDate/TimeLocationNew Hire Forms ChecklistEmployment FormsEmployee Data SheetI-9 (expires 3/31/16- check for update) - See below W-4 State Income Tax Withholding Form; or other applicable state form. New Hire Reporting Labor if applicable – Non-Disclosure & Confidentiality AgreementSigned Employee Handbook Acknowledgement; Signed Job DescriptionOther Payroll FormsAuthorization for Direct Deposit formAcknowledgments & Authorization for Payroll Deductions (i.e. Uniforms, Company Property)Other Completing Form I-9New and recertifying employees are legally allowed 3 business days to provide proof of eligibility.? Any new or re-certifying employee who is unable to satisfy these requirements MUST be suspended from payroll until they are able to do so.? Ideally, this form should be filled out after an employee accepts an offer and on or BEFORE an employee’s first day of work.?Section 1 is filled out by the employee.??Whoever collects/processes new hire paperwork ensures it is completed in full, especially the signature sections. “N/A” should be written in any blanks which do not apply. A physical address must be provided – PO boxes are not permitted.? E-mail address and phone number are optional.Section 2 is filled out by the supervisor, department head or an authorized HR representative tasked with processing new hire paperwork. In Section 2,?the Company representative must verify?employment eligibility by?reviewing 1 form of documentation for List A, OR?1 form of documentation for list B AND list C - a total of 2.? The reviewer of the documents and the employee must both be physically present during the examination of the employee’s documents.? The reviewer signs it. List of acceptable documents is located on page 9 of Form I-9.The reviewer is to look at the ID's and write down the appropriate document information including numbers and expiration dates and signs it.Section 3 is only to be used when the document provided for List A expires or for other recertification requirements apply.Make copies of identification for all employee or no employees.? DO NOT PICK AND CHOOSE.? All completed?I-9s are filed collectively, in alphabetic order, separate from the individual employee file.? If audited by Immigration, the investigator should be permitted access to the I9 file(s) only. I9’s should also be retained for at least 3 years from the date of hire, or 1 year after termination; whichever is longer.? Please reference Employee Records & File Retention Guide.NON DISCLOSURE & CONFIDENTIALITY AGREEMENT“In consideration of my work with client name, I will be exposed to information and materials which are confidential and proprietary and of vital importance to the economic well-being of client name. I will not at any time disclose or use, during my time as an independent contractor, or during my temporary or permanent employment, any information, knowledge, or data which I receive or develop during my employment which is considered proprietary by client name or which relates to the trade secrets of client name. Such information, knowledge, or data includes but is not limited to the following which is by example only: templates, processes, know-how, designs, drawings, diagrams, formulas, test data, accounting or financial data, pricing or salary data, marketing data, business plans and strategies, negotiations and contracts, research, customer or vendor lists, inventions, discoveries (‘trade secrets’) and materials subject to copyright protection.I further agree that upon termination of my work with client name, I shall promptly return any and all documents containing the above information, knowledge, or data, or relating thereto, to client name. This agreement shall be binding upon my successors, heirs, assigns, and personal representatives and shall be for the benefit of the successors and assigns of client name. In the event that a dispute arises concerning this agreement and a lawsuit is filed, the prevailing party shall be entitled to reasonable legal fees and costs from the other party.I acknowledge that the proprietary information and trade secrets are created at substantial cost and expense to client name and that unauthorized use or disclosure would cause irreparable injury to client name. I hereby consent to the order of an immediate injunction, without bond, from any court of competent jurisdiction, enjoining and restraining me from violating or threatening to violate this provision.I understand that my continued work with client name is contingent upon my compliance with this agreement._____________________________________________________________________________________SignedPrintDateWitnessed by:_____________________________________________________________________________________SignedPrintDateJob Description - Sample(This document should be modified in accordance with specific position requirements)Job Title: ABC ClerkDepartment: applicable? Refer to Organizational ChartReports To:Staff Size:if supervisoryLast Updated:insert dateStatus & Salary: Exempt or Non-Exempt & Salaried or Hourly. Insert annual or hourly pay range here.PRIMARY FUNCTIONThe ABC Clerk is responsible for _____________________________________________________. This includes but is not limited to ________________________________________________________________.ESSENTIAL DUTIES & RESPONSIBILITIESWalk through __________________________________. Review ___________________________________.Answer phone, direct calls, and take messages.Be familiar with ______________________________________________.Check and monitor ____________________________________.Collect __________________________________________.Monitor ____________________________________________. Respond appropriately. Refer to copy of Rules and Regulations for plete information on __________________________________________________.Assist with quarterly ____________________________________.Conduct ____________________________________________.Assist with ____________________________________.Assist with _________________________________________.Attend staff meetings and training as requiredPerforms other duties as assignedKNOWLEDGE, SKILLS & ABILITIESExceptional interpersonal skills and human relation skills that positively benefits interaction with internal and external clientele. A demonstrated ability to deal with corporate office personnel, volunteers, peers and supervisors.Ability to exercise good judgment and self-control.Good comprehension and communication skills, with the ability to listen to and understand information and ideas presented through verbal communication.Enthusiasm, good attitude, trustworthiness, personal integrity and honesty.Must be detailed oriented, able plan, prioritize, multi-task and meet deadlines in a past paced environment.Appropriate level of administrative experience and skills. Effective communication skills with employees at all levels.Demonstrated ability to operate safely in the workplace, with experience in holding peers and direct reports accountable to safety standards.Ability to work autonomously and understand when a superior needs to be involved in decision making.Good decision making skills, with the ability to analyze information, evaluate results, and implement the best solution to solve problems or challenges.Self-motivated, with a dedication to keeping up to date technically, and applying new knowledge to your job.QUALFICATIONSHigh school diploma or educational equivalent. Must own or consistently have a vehicle available for puter skills, with working knowledge of the primary Microsoft Office programsAbility to successfully pass a background check and other pre-employment screening.PHYSICAL REQUIREMENTSAble to lift & carry items up to 15 lbs.Able to sit at a desk comfortably while working on a computer, for extended periods of time. PERFORMANCE STANDARDSSales productivity levels at or above x%Client retention rate at or above x%Certification in x by x date.Customer satisfaction score of x% or higher.EMPLOYEE ACKNOWLDEGMENT______________________________________________________________________________________PrintSignedDateEMPLOYEE FILES GUIDEEmployee files are to be established and retained on all current and former employees. Please reference Employee Records & File Retention Guide.Two separate files are to be set up per employee; one for employment-related information and one for all benefits and/or health related information. All Form I-9 and EEO information for current and former employees should be collected and retained in separate files:1 Active Employee I9 File (sorted alphabetically)1 Termed Employee I9 File (sorted alphabetically) 1 EEO-1 Voluntary Self-Identification File (if company is required to file and annual EEO-1 report) Visa applications and other immigration or work eligibility forms should be kept with I-9 information. Employee Paperwork Checklist Employment Application (collected during interview process)Pre-Employment Checks (References, Background Checks, Drug Screens, etc.)Employee Information Summary Sheet (if required to process payroll)I-9 (expires 3/31/16 - check for update)See below for completion detailsW-4 Income Tax Withholding Form; or other applicable state form - for example: New Hire Reporting form link - for example: Survey Information Form (if required to file annual EEO-1)Post-Employment Voluntary Survey (if following Affirmative Action requirements)Signed Confidentiality & Non-Disclosure AgreementSigned Employee Handbook AcknowledgementHealth Insurance Marketplace NoticeDistribute FLSA (with OR without plans) Form OMB No. 1210-0149 to new hire. Signed Job DescriptionChild Labor documents if applicable – for example, VA link below for Direct Deposit formAcknowledgments & Authorization for Payroll Deductions (i.e. Uniforms, Company Property)Other Completing Form I-9New and recertifying employees are legally allowed 3 business days to provide proof of eligibility.? Any new or re-certifying employee who is unable to satisfy these requirements MUST be suspended from payroll until they are able to do so.? Ideally, this form should be filled out after an employee accepts an offer and on or BEFORE an employee’s first day of work.?Section 1 is filled out by the employee.??Whoever collects/processes new hire paperwork ensures it is completed in full, especially the signature sections. “N/A” should be written in any blanks which do not apply. A physical address must be provided – PO boxes are not permitted.? E-mail address and phone number are optional.Section 2 is filled out by the supervisor, department head or an authorized HR representative tasked with processing new hire paperwork. In Section 2,?the Company representative must verify?employment eligibility by?reviewing 1 form of documentation for List A, OR?1 form of documentation for list B AND list C - a total of 2.? The reviewer of the documents and the employee must both be physically present during the examination of the employee’s documents.? The reviewer signs it. List of acceptable documents is located on page 9 of Form I-9.The reviewer is to look at the ID's and write down the appropriate document information including numbers and expiration dates and signs it.Section 3 is only to be used when the document provided for List A expires or for other recertification requirements apply.Make copies of identification for all employee or no employees.? DO NOT PICK AND CHOOSE.? All completed?I-9s are filed collectively, in alphabetic order, separate from the individual employee file.? If audited by Immigration, the investigator should be permitted access to the I9 file(s) only. I9’s should also be retained for at least 3 years from the date of hire, or 1 year after termination; whichever is longer.? Reference Employee Records & File Retention Guide.Creating Employee FilesInformation kept in employee files should be strictly job-related. In order to ensure an acceptable level of compliance, the following should on file for each employee: full nameemployee number and/or social security numberhome address including zip codejob titlebasic payroll recordsOther documentation kept in these files may include: job applications, resumes, college transcripts, job descriptions, records relating to hiring, promotion, demotion, transfer, layoff, rates of pay, other forms of compensation, and education and training records, letters of recognition, performance evaluations and exit interviews.Employee Benefits/Medical FilesThe Americans with Disabilities Act and HIPAA requires employers to keep all medical records separate from personnel files. Medical records include any benefits-related information including benefits enrollment information, physical examination results, medical leaves, workers’ compensation claims and drug and alcohol testing. These files are also considered confidential and privileged documents. Storing I-9 Forms and EEO InformationTwo I9 files should house all completed I9s and supporting documents; 1 for active employees and 1 for terminated employees. Any materials and data relating to race (EEO form), age and gender should be kept in a single “EEO Information” file. Forms should be filed alphabetically by employee name. Maintaining & Reviewing Employee FilesThe primary employee files, I-9 files and EEO information will be stored at the corporate office.Managers are permitted to maintain “working” employee files at their job site. These include information and notes related to an employee’s overall performance during the year, and can be used to facilitate a corrective action session or complete a performance evaluation. Information that is considered a permanent part of an Employee File, such as a completed Corrective Action Form or Performance Evaluation should be forwarded to the corporate office. All files should be in a locked and secured file cabinet in a room with a locked door and limited access.We have company guidelines that establish who has authority to access and inspect primary files. Typically, those with access include: the employee under direct HR supervision, supervisors on a need to know basis, and the authorized HR representative who maintains these records.It is important to note that all Employee Files are considered confidential, privileged records and should not be disclosed to anyone outside of the company except as required by government regulations or upon advice of counsel in legal proceedings. Disposal of Records – see belowEmployee Records & File Retention Guide - Federaltype of materials/recordsretention requirementsCommentsHiring & Employment RecordsJob applications & ResumesHiring-related records, including offer lettersJob Advertisements & Job descriptionsInterview notes, tests and test results Performance evaluationsEducation and training recordsVerification of licenses, certifications and degree Verification of previous employmentLetters of recognitionEmployment Policies & ProceduresEmployee/Personnel FilesAt least One (1) year*EEO information must be kept separate from other hiring records information.* Federal contractors should keep these records for at least two (2) years.Basic Employee InformationEmployee NameAddressSocial Security NumberDate of BirthJob classification (exempt/non-exempt)Job titleCompleted I-9 forms**At least 3 years** Completed I-9 forms must be kept separately from other basic employee information.**I9’s should be retained for at least 3 years from the date of hire, or 1 year after termination; whichever is longer.Payroll Records*Daily work schedulesEmployee pay ratesWeekly compensation amounts; and daily if a federal contractorScheduled dates of paymentDaily and weekly hours workedOvertime hours workedPay, annuity and pension payment amountsBenefit informationDeduction amountsAdditional pay amountsAt least 3 yearsAny documents related to Garnishment of Wages must be separate from main employee file. This includes retention of documents related to any documents that would be considered relevant to an Age Discrimination Claim.*Contractors should also retain any list of a predecessor contractor’s employees which has been furnished showing employee’s length of service information.Tax RecordsFour (4) yearsIncludes personal income tax withholdingERISA RecordsSix (6) YearsAt least; from date of filingEmployment ActionsHiringPromotionsTransfersRehiringPerformance evaluationsSeparation from employmentLayoffsExit interviews*One (1) year from date of action*Two (2) years for federal contractorsHealth, Medical and Safety DataJob related illnesses and injuriesRequests for accommodation of disabilityMedical examsToxic substance exposure recordsBlood-borne pathogen exposure recordsVaries (see below)Five (5) yearsOne (1) yearThirty (30) yearsThirty (30) yearsThirty (30) yearsKeep separate from all other employment related files and materials.Employee Records & File Retention Guide – State(s)type of materials/recordsSTATERETENTIONREQUIREMENTSCommentsState Workers’ Compensation InsuranceEmployee NameAddressSocial Security NumberDates of hire/separation/re-hire Payment dates for cash and noncash wagesDates and hours workedState Income Tax FormsState UnemploymentInsert State(s) Insert State(s)Insert State(s)# of years# of years# of yearsGenerally, the retention period begins at the end of the month following the quarter to which the record relates. Records must be open for inspection by state unemployment officials at any reasonable time.90 Day Performance AppraisalEmployee Name: _________________________________________ Title: ______________________________________ Supervisor Name: ________________________________________ Department: ________________________________Assessment Period: _________________to__________________ Position Hire Date: ____________________________ Overall Summary of Performance / Additional Comments:Significant Strengths / Accomplishments / Contributions:Opportunities for Improvement / Expectations for the Next Review Period /Recommendations for Future Development:Employee Comments / Feedback:Evaluator’s Signature: _________________________________________ Date: _________________________________Employee’s Signature: _________________________________________ Date: _________________________________ ................
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