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					       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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