STAFF PERFORMANCE APPRAISAL



STAFF PERFORMANCE EVALUATION January 1, 2013 to March 31, 2014Employee Name: FORMTEXT ?????Employee Job Title: FORMTEXT ?????Supervisor Name: FORMTEXT ?????Employee Department: FORMTEXT ?????Georgian Court University is committed to the development of its staff and believes that an employee’s performance should be evaluated on a regular basis to achieve the highest levels of individual and organizational performance. The evaluation process is a useful management tool and a vital communication link between supervisor and employee. Because the University bases its behaviors and decisions on its core values, all performance can be viewed through these values.CORE VALUESRESPECTShows concern for the welfare, dignity, and feelings of others to build and enhance a positive community. INTEGRITYDemonstrates honesty in interactions and transactions, is trustworthy.JUSTICEWorks to right relations with all persons and to advocate for protection of the PASSIONEmbraces the joys and sorrows of others. Considers the needs of the person and the organization in moving to action.SERVICEExtends energy and resources on the behalf of others. Acts to satisfy the needs of students, faculty and staff. The performance evaluation process is conducted as follows:Step One: Employee Self-AssessmentStep Two: Supervisor AssessmentStep Three: Supervisor reviews with PAT MemberStep Four: Supervisor/Employee Review Assessment and develop Professional Development Plan PERFORMANCE RATINGSRate the employee’s performance of the following factors based upon expectations for the position. Generally, the majority of the factors should be rated as “Effective”. Where the employee’s performance has been evaluated as either “Highly Effective” or “Improvement Required”, the supervisor then includes a brief explanation in support of the rating.Highly Effective:Most performance objectives exceed expectations. Projects and objectives are completed in a manner that expands the scope and impact of the assignment and increases the contribution to the department/university. Effective:Generally, this describes performance that is competent and effective in meeting established expectations. Initiative, resourcefulness and good judgment are consistently exercised. Employee makes a solid, reliable and meaningful contribution to the department.Improvement Required:Performance falls below expectations on one or two job requirements and responsibilities. A performance improvement plan must be put in place with a specific timeline for improvement.PERFORMANCE FACTORSHighly EffectiveEffectiveImprovement RequiredExplanationUNDERSTANDS AND SUPPORTS CORE VALUESEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????SKILLS/JOB KNOWLEDGEEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????QUALITY/QUANTITY OF WORKEmployee’sSelf-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????COOPERATIONEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????INITIATIVEEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????DEPENDABILITYEmployee’sSelf-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????MOTIVATIONEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????ATTENDANCE/PUNCTUALITYEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????COMMUNICATION/INTERPERSONAL SKILLSEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????JUDGMENT Employee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????CUSTOMER SERVICE SKILLSEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????PLANNING AND ORGANIZATIONEmployee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????STAFF DEVELOPMENT/PERSONNEL MANAGEMENT (For those employees with supervisory responsibilities)Employee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????OPERATIONS MANAGEMENT(For those employees with supervisory responsibilities)Employee’s Self-Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor’s Evaluation FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????WHICH DESCRIPTION BEST DESCRIBES THE EMPLOYEE’S OVERALL PERFORMANCE LEVELEmployee FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Supervisor FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????New to job and field, has little or no direct, related prior experience.On steep learning curve, building both skills and knowledge as well as ability to handle job responsibilities.Performs some/most job responsibilities with increasing effectiveness.Possesses all/most of the basic knowledge and skill requirements, but may need to build upon them through experience.May still be learning some aspects of job or developing expertise to handle them more independently and effectively.Consistently exhibits many or most desired competencies to perform job successfully.Performs all aspects of job effectively and independently.Experienced in the job and possesses required knowledge and skills.Consistently exhibits desired competencies to perform job successfully.Seasoned and proficient professional.Expert in all job criteria.Has broad and deep knowledge of own area as well as related areas.Depth and breadth of experience, specialized skills, perspectives add significant value to institution.Serves as expert resource to others in similar jobs or to other areas at the University.EMPLOYEE’S PERFORMANCE SUMMARY COMMENTSThis section should be used to note relevant aspects of your job and/or performance, to highlight accomplishments, and to discuss any opportunities for learning. FORMTEXT ?????SUPERVISOR’S PERFORMANCE SUMMARY COMMENTSThis section should be used to assess the employee’s performance, noting both the strengths that the employee brings to the position, as well as areas for development/improvement. Included in the review are the technical, customer service, and interpersonal skills needed for the position, along with personal traits such as reliability and initiative. Where appropriate, analytical, supervisory, and strategic skills are included for review. FORMTEXT ????? DEVELOPMENT PLAN While meeting to discuss the performance evaluation, the employee and supervisor set professional development goals for the coming year. This Development Plan should be referenced periodically throughout the year to ensure completion. GoalMethodTimeline1. FORMTEXT ????? FORMTEXT ?????2. FORMTEXT ????? FORMTEXT ?????3. FORMTEXT ????? FORMTEXT ????? FORMTEXT ????? FORMTEXT ?????Employee’s Signature: ______________________________________________________________ Date: _________________ FORMTEXT ?????Supervisor’s Signature: _____________________________________________________________ Date: _________________PAT Member Signature: _____________________________________________________________ Date: _________________ ................
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