Proposal for New Approach to Performance Appraisals



Overview

PURPOSE

The purpose of the 360 degree performance appraisal is to offer a broader perspective on individual performance. Performance gaps can be more easily identified and addressed. Dialogue is encouraged between individuals and supervisors to establish mutually understood performance measures and to set goals. The focus will be on strengths as well as deficits not only in the performance of the key responsibilities, but in the working relationship with peers.

DESCRIPTION OF PROCESS

■ Each employee will evaluate him/herself on performance of general responsibilities and up to 5 key responsibilities specific to his/her position. The employee will be evaluated by his/her supervisor on those same responsibilities.

■ Each employee will evaluate 3 peers and be evaluated by 3 peers on general performance.

■ Each employee will evaluate his/her supervisor on the supervisor’s effectiveness as a leader.

FORM 1 (for Classified Staff) AND FORM 2 (for Supervising Staff)

Section I – Personal Information

Section includes date on which appraisal period ends (normally last day of the fiscal year), employee name, title and department.

Section II – Overall Purpose of the Position

This area is intended to be used to remind the employee and the supervisor of the reason the position exists.

Section III – Rating Scale

Grading scale used for assessing performance.

Section IV – Assessment

General Assessment – Section for employee to appraise him/herself and be appraised by his/her supervisor on general performance, including conduct and interpersonal expectations.

Leadership Assessment – Section for supervisor to appraise him/herself and be appraised by the Director on the effectiveness of the supervisor’s leadership skills (this section is only on Form 2).

Key Responsibilities Assessment – Section for employee to appraise him/herself and be appraised by his/her supervisor on up to five key responsibilities of the employee’s position.

Section V – Overall Performance Appraisal

This section is reserved for use by the supervisor to provide an overall rating and assessment of the employee’s performance, including specific areas for improvement and a performance action plan to address the deficiencies.

Section VI – Supervisor/Evaluator Acknowledgement

Name, title and signature of the evaluator and the date on which the appraisal was discussed with the employee.

Section VII – Employee Acknowledgement

Name, title and signature of the employee being appraised and the date on which the evaluator discussed the appraisal with the employee.

Section VIII – Management Review

This section is reserved for use by the Director to provide comments and then sign and date his review of the appraisal.

Section IX – Employee Comments

Section for employee to provide comments on the appraisal.

FORM 3

Each employee will perform an assessment of three of his/her peers and will also have an assessment performed on him/herself by three peers. The peer appraisal is not so much a performance assessment tool as it is a developmental tool to help identify areas for improvement.

FORM 4

Each employee will perform an assessment on the effectiveness of his/her supervisor’s leadership skills. As with Form 3, the appraisal of the supervisor will be used as a developmental tool by the Director to help improve/strengthen the effectiveness of the supervisor’s skills.

NOTES:

Only Forms 1 and 2 will become a permanent record in the employee’s personnel file.

Forms 3 and 4 are transitory documents that will be used only as developmental tools by the evaluating supervisor. They will not be used to rate an employee’s performance against standards. These forms will be held private, without names, and will be destroyed once the developmental areas are identified and discussed with the employee. At the employee’s request, Forms 3 and 4 may be shared with the employee during his/her Performance Appraisal meeting.

Instructions and Deadlines

All forms are to be submitted to ___________ by the deadlines indicated.

Classified Staff

■ Complete Form 1 and submit by ____________________.

■ Complete Form 3 for each of your assigned peers and submit by __________________.

■ Schedule your Performance Appraisal meeting with your Supervisor to occur between ___________________ and _________________.

■ Complete Form 4 and submit after your Performance Appraisal meeting with your supervisor, but no later than _____________________.

Supervisors

■ Complete Form 2 and submit by ____________________.

■ Complete Form 3 for each of your assigned peers and submit by __________________.

■ Schedule your Performance Appraisal meeting with the Director to occur between ___________________ and _________________.

■ Complete Form 4 and submit after your Performance Appraisal meeting with the Director, but no later than _____________________.

All Performance Appraisal meetings are to be completed by _________________________.

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