HARTNELL COLLEGE

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					                                                            HARTNELL COLLEGE
                                            PERFORMANCE APPRAISAL AND OBJECTIVE PLAN

 CHECK ONE             Permanent                      1st Probation                             2nd Probation                             Final
 Probation

 Employee Name                               Classification/Position
 Date in Position                            Hire Date.
 Department                                  SSN
 Date of last appraisal                      Due date of this appraisal
                                                   The rating categories are:
 1- Performance deficient and requires immediate improvement
 2- Improvement needed for performance to meet expected standards
 3- Performance meets expected standards
 4- Performance frequently exceeds expected standards
 5- Performance consistently exceeds expected standards
          PERFORMANCE FACTORS                                           Any ratings other than “3” must be supported by
                                                                        related written comments. Attach additional sheets
                                                   1    2   3    4   5 if necessary. Ratings of 1 or 2 must be addressed
                                                                        on the reverse side in “Performance Objectives”.
1. QUALITY OF WORK: Consider the extent to which
completed work is accurate, well-organized, thorough,
effective.
2. QUANTITY OF WORK: Consider the extent to
which the amount and timelines of work produced
compares to the quantity standards and goals for the
this positions.
3. WORK HABITS: Consider the employee’s
effectiveness in organizing and using work tools and
time, in caring for equipment and materials, in following
good practices of vehicle and personal safety, in
following established policies and procedures.
4. RELATIONSHIP WITH PEOPLE Consider the
extent to which the employee recognizes the needs
and desires of other people, treats others with respect
and courtesy, inspires their respect and confidence.
5. TAKING ACTIONS INDEPENDENTLY: Consider
the extent to which the employee shows initiative in
making work improvements, identifying and correcting
errors, initiating work activities.
6. ATTENDANCE: Consider unexcused absences;
excessive absences (i.e. consistent use of credits as
soon as they are earned); absences without sufficient
notice; tardiness and pattern absences.
7. ANALYZING SITUATIONS AND MATERIALS:
Consider the extent to which the employee applies
consistently good judgment in analyzing work situation
and materials, and in drawing sound conclusions.
                                  Factors 8 and/or 9 not necessarily apply to all positions
1. SUPERVISION: Consider the employee’s
effectiveness on planning and controlling work
activities, motivating and developing subordinates,
improving work methods and results, encouraging and
supporting employee suggestions for work
improvement.
2. HUMAN RESOURCES MANAGEMENT: Consider
the extent to which the employee understands and
applies good personnel management practices.

 COMMENTS :




 Hartnell College does not discriminate on the basis of race, color, national origin, ancestry, sex, age, religion, marital status, physical or mental disability
 or sexual orientation in any of the District’s policies, or procedures.

 C:/msoffice/forms/eval
                                                          HARTNELL COLLEGE
                                   PERFORMANCE OBJECTIVE Plan FOR NEXT REVIEW PERIOD
                                   This page is to be completed jointly by the employee and supervisor

Employee Name                                        Classification/Position

Performance objectives and plans for achieving objectives should be based on discussion of performance appraisal and
supervisor’s expectations for the next review period.

PERFORMANCE OBJECTIVES --   Goals for further improvements                        PLANS FOR ACHIEVING OBJECTIVES --Specific methods by
in job performance during the next year in order to meet or                       which the employee can work toward accomplishing his/her
exceed standards for employee’s present job or to develop                         performance objectives
employee skills




I have participated in a discussion of this evaluation                     YES                 NO 

I wish to discuss this with the Reviewing Officer                          YES                 NO 

Employee’s Signature                                                                            Date

FOR FINAL PROBATIONARY REPORTS ONLY
I recommend the employee be granted permanent status                                 YES                  NO 

Supervisor’s Signature                                                                          Date

Discussed with employee on                                                                      Date

Reviewing Officer’ s Signature                                                                  Date

HR Director’s Signature                                                                         Date

                      Please returned the completed evaluations with signatures to the HR Department .
                                             Copy will be sent to the Employee


Hartnell College does not discriminate on the basis of race, color, national origin, ancestry, sex, age, religion, marital status, physical or mental disability
or sexual orientation in any of the District’s policies, or procedures.

C:/msoffice/forms/eval

				
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