Evaluation for Classified Employees March 1-April 15, 2010 Major Objectives of Employee Evaluation Provide employees with feedback to improve or maintain job performance. Outline areas for employee development. Establish Duty Areas for next review. Identify job performance deficiencies. Align department goals. Enhance communication and working relationships between supervisor/employee. All Classified Employees Shall be evaluated March 1 thru April 15, each year. Evaluations must be complete prior to budget considerations for following FY. Final employee evaluation will be filed in employee’s personnel file in Human Resources. Form for Classified Employees Arkansas State University Beebe Performance Evaluation for Classified Employees. Location of Form: www.asub.edu/faculty_staff/human_resources/forms Select Professional Development Select Performance Evaluation Ratings Exceeds Standards Above Average Satisfactory Unsatisfactory Excellent or Exceeds Expectations Reflects outstanding performance resulting in exceptional accomplishments or contributions to the department or to the college. Individual provides leadership, fosters teamwork, is highly productive, innovative and responsive by generating quality work. This rating requires a brief comment & example of the work that warrants an E rating. Above Average Consistent performance resulting in above average accomplishments, strong contributions to the university or department. Exceeds satisfactory standards of conduct. Demonstrates a willingness to take on new tasks or projects with above satisfactory performance. Generates top quality work. This rating also requires brief comment/ example of employee’s performance that warrants an AA rating. Satisfactory Employee regularly reflects competency in the performance of duties and responsibilities set forth in the employee’s job description. Employee’s quality of work is consistent with department standards. Employee’s performance demonstrates basic competency in required areas. Unsatisfactory Unacceptable performance; below expectations. Employee does not accomplish position objectives. Quality of work, accuracy, and timeliness is unacceptable. Required plan of correction and detailed documentation of incidents or failure to complete duties. Plan of correction should reflect a review date. Duty Areas Use your employee’s job description to list five main duty areas that describe important action items for which the employee will be responsible in the upcoming year. Review and the align the duty areas with departmental goals. This information will be used to evaluate the employee’s success in the next evaluation period. Standards Establish your method of measuring successful achievement of the assigned duty area: Example: Duty Area - Creates Monthly Reports Standard- Reports submitted timely by the 10th of ea. Mo. Results Once again, the results should relate to the established duty area as defined. Example: Duty Area - Creates Monthly Reports Standard- Error rate no more than than 2 mistakes per quarter. Results- Reports submitted timely and accurately no later than the 10th of each Month . Comments: The comment line provides the supervisor the opportunity for overview of the specific duty area performance. If further training is needed, or more attention to detail please note on this line. If the duty area performance has exceeded your standards- document tell why specifically on this line. If unsatisfactory performance, please enter information here as well. Documentation Guidelines Be consistent. Document activities, not attitudes. Be timely, record activity as soon as possible after the occurrence. Record only the facts. Make the file accessible to the employee, but confidential. Document incidents that describe ALL levels of activities. Good performance should be documented as well as poor performance. Signature Page The employee and supervisor should both sign the evaluation. Evaluators please submit your completed evaluations to your Supervisor for the Reviewing Official signature and review. Vice Chancellors may at their discretion choose to be the final Reviewing Official . Common Rating Errors to Avoid Don’t Do Tendency to rate employee compared Base performance evaluation on pre- to other individuals. determined job standards/duties. Making an initial judgment that is not Reserve judgment until the end of based upon the employee’s the rating period. Be a note taker subsequent job behavior. throughout the year; not an evaluator. Inappropriate focus on one aspect of Make your own evaluation of an the employee’s performance and employee’s performance. applying it to all levels of Make sure criteria in rating is clearly performance. job related and communicated to the Consistently rate employees at the employee. middle of the scale. Record performance exactly as it is Rating consistently high or low. observed. Beware of the “halo” or “horn” effect. Use the employee’s key responsibilities to rate. Positive Results of Performance Evaluation Employee understands what is expected. Promotes employee feedback while performing the job. Encourages an ongoing assessment of progress toward the university’s goals. Allows the supervisor to provide guidance for job improvement. Opens a two way line of communication! Evaluations & Job Movement Promotion/demotion within New supervisor will evaluate first 6 months. the employee on new job duty areas, old supervisor will not complete an evaluation. Promotion/demotion after Formal evaluation performed the first six months. by former supervisor. New supervisor establishes new duty area for next rating period. Helpful Hints Clearly state performance goals. Identify what is “satisfactory” performance. Give legitimate examples for criticism. Praise good and exceptional performance. Conduct ratings using objective criteria that is job related. Avoid subjective criticism. Maintain good documentation. Where Do I Find the Form? Evaluation Form is found on ASU Beebe’s website at: www.asub.edu/faculty_staff/human_resources/forms Job Descriptions- Contact Human Resources Deadline Deadline for 2010 is April 15th for all classified employees. Please submit a signed, original hard copy to Human Resources to be placed in the employee’s personnel file. Supervisor’s should keep a copy and the employee should have a copy. Questions? For additional information contact Susan Collie, Director of Human Resources at 501-882-4466.
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