Directions for Completing the Evaluation for Staff ALL non faculty Begin the process by asking the employee to complete and submit to you the “Preparation for Performance by zqi69362

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									    Directions for Completing the Evaluation for Staff
                    (ALL non-faculty)
Begin the process by asking the employee to complete and submit to you the
“Preparation for Performance Appraisal and Goal Setting Form.”

Read these forms. Often employees are more comfortable bringing
concerns forward in this manner than verbalizing them. Sometimes
concerns are listed on the Addendum form instead of, or in addition to, the
preparation form. Discuss the information on those forms with the
employee.


PREPARING THE APPRAISAL DOCUMENT

Section I.

 Think about the minimum expectations of the position.

 How do they relate to the primary functions of the job.

 Read the definitions for each letter rating. Refer to the Rating
  Clarification sheet if you need help deciding which category most closely
  matches the employee’s performance.

 The middle rating means the employee consistently performs all duties of
  the position capably and occasionally exceeds expected criteria.

 Every rating should meet two criteria:

      1.     The “so what” test. In other words, how relevant is this to the
             primary functions of the job.
      2.     The “prove it” test. What behaviors demonstrate this. Use
             behavioral examples, not conclusions.

 If you must write critical comments, include what the employee should
  have done and must do to correct the behavior.

                                                                       2008
 A rating of Unsatisfactory or Needs Improvement requires a written plan
  for correction which includes a timeline within which improvement
  needs to be demonstrated. Examples need to be specific. If you need
  help with this, please talk with your supervisor or Human Resources
  Department.

 A rating of “Consistently Exceeds Expectations” requires a comment
  that includes the expectations of the position and what the employee has
  done to exceed them consistently.


After you complete this section, you must meet with your supervisor to
discuss the document up to this point. This must be done before discussing
the evaluation with the employee. This is mandatory!


SECTION II.   EMPLOYEE GOALS AND ACTION PLANS

This years goals and action plans include both work goals and professional
development goals. There must be at least 1 in each category.

Every employee has strengths. What are they and how can they best be
utilized? Many employees have areas where they could improve. Establish
a goal to help the employee improve in those areas.

   1. Goals are results to be accomplished by a specific date.

   2. Formula for writing goal objectives:

      “I will + action word + key results + measure.”

         EXAMPLE: “I will learn Microsoft Office software by July 1 so I
         can put a date in a spreadsheet format.”

SECTION III   COMMENTS AND SIGNATURES:

Comments are optional.

Signatures are required.
                                                                 2008
                         GLOBAL RATING SHEET

Ratings should be assigned according to “best fit.” Employee may/may not
exhibit every characteristic listed. Global rating sheets are not required for
part-time employees.




                                                                        2008

								
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