Employee Performance Evaluation Review - Excel by czk33710


More Info
									                                                                 TERRA COMMUNITY COLLEGE
                                                 EMPLOYEE DEVELOPMENT AND PERFORMANCE EVALUATION PROCESS
   Employee Development and Performance evaluations are meant to provide a systematic method for each employee to measure his/her development, to discuss
his/her performance with the supervisor, to know how well he/she is meeting the requirements of the position, to encourage motivation of the employee, to promote
                 open communication between management and staff, and to gain supervisory assistance with the correction of any problem areas.

Step 1) Employee is to prepare a written self-assessment (form is located on web - HR Printable Forms Page):
           - progress on past goals
           - additional training and/or education received during past year
           - professional achievements
           - community involvement and/or service to the college not specifically related to his/her position
           - suggestions for future measurable goals
        Submit the self-assessment to the supervisor in writing by May 1st of the current year.
              --- Supervisors are then to attach the self-assessment sheet to the back of the performance evaluation
Step 2) Supervisor completes Employee Development and Performance Evaluation form and arranges a meeting
         with employee.
Step 3) Supervisor and employee review the employee's current position description.
             If there are any discrepancies, these guidelines should be followed: duties that have been eliminated OR same-level
             responsibilities that have been added can be changed WITHOUT approval of Vice Presedent / Dean / Director.
             Additions/deletions to a position description MUST be approved by Vice Presidemt / Dean / Director. Supervisor will forward
             the up-dated electronic file with a note stating what changes were made to the appropriate vice-president, dean, or
              director for approval. Upon approval, the vice-president/dean/director will forward the revised electronic file of the
              position description to Laura Stull.
             Do not forward electronic copy of position description to Laura unless changes have been made to the original file.
Step 4) Employee and Supervisor should discuss and list future measurable goals that should be accomplished
        within the next year.
            Goals should be geared toward advancing department and/or aligned with the College's strategic plans.
            These goals should stretch each employee and not be day-to-day operational goals.
Step 5) Supervisor and employee review the Employee Development and Performance Evaluation form.
             At the conclusion of the meeting, both will sign the form indicating that they have reviewed the document;
             not necessarily that the employee agrees with the ratings.
Step 6) Submit the entire packet to the HR office no later than July 1st of current year.

Step 7) If any below expectation ratings were given, Supervisor and employee should meet again in 90 days to monitor improvement in these areas.
Step 8) Supervisor and employee should meet again in either December or January for an informal review of progress on goals.
Employee's Name:

Position Title:                                                                                                           Rating Key
Review Period:                                                                                              EE      =     Exceeds Expectations
Date Reviewed:                                                                                              ME      =     Meets Expectations
Department:                                                                                                 BE      =     Below Expectations
                                                                                                            n/a     =     Not Applicable
                                     Performance Factors
1. QUALITY OF WORK: How accurate, neat and complete is the individual's work? Consider the degree work meets              EE      ME       BE n/a
acceptable standards.
2. PRODUCTIVITY: Does individual produce an acceptable amount of work? Consider how quickly the employee                  EE      ME       BE n/a
accomplishes goals and completes assignments on schedule.
3. KNOWLEDGE OF JOB: Is individual familiar with duties and requirements of position as well as methods, practices,       EE      ME       BE n/a
and equipment to do the job? Consider knowledge gained through experience, education and specialized training.
Consider if person maintains current knowledge about changes in policy and procedure: keeps abreast of new
developments and major issues in field.
4. ADAPTABILITY: How does individual adapt to changes? Consider ability to learn quickly, to adapt to changes in job      EE      ME       BE n/a
assignments, methods, personnel, and surroundings.
5. DEPENDABILITY: How reliable is individual in performing work assignments and carrying out instructions? Consider       EE      ME       BE n/a
degree of supervision required and willingness to take on responsibilities and to be accountable for them.

6. INITIATIVE AND RESOURCEFULNESS: Does individual see things to be done and then take action? Consider ability           EE      ME       BE n/a
to contribute, develop and/or carry out new ideas or methods. Consider ability to be a self-starter, to offer
suggestions, to anticipate needs and to seek additional tasks as time permits.

7. JUDGMENT: Does individual exercise ability to decide correct or choose best course of action when some decision        EE      ME       BE n/a
must be made? Consider ability to evaluate facts and make sound decisions, and use reasoning to identify, solve and
prevent problems. Works in a safe manner, preventing accidents, injuries and theft.

8. RELATIONSHIPS WITH PEOPLE / ATTITUDE: Does individual work effectively with others (supervisors, peers,             EE         ME       BE n/a
subordinates)? Consider respect and courtesy shown to others, how attitude affects the work area, willingness to
accept supervision, and attitude exhibited toward the College as well as own job. Are apparel, manners and sociability
appropriate to the job responsibilities?
9. ATTENDANCE AND PUNCTUALITY: How faithful is individual in reporting to work and staying on the job? Consider           EE      ME       BE n/a
arrival times, observance of time limits for breaks and lunches. Consider patterns of sick leave, prior approval for
vacation and prompt notice of absence due to illness.

10. COMMUNICATION SKILLS: To what extent does the employee, administrator, department head or supervisor              EE          ME       BE n/a
demonstrate ability to communicate effectively in both oral and written expression with employees and his/her
supervisor? Are issues confronted and resolved constructively? Consider ability to help employees with their work
problems, ability to keep employees informed of decisions and plans for own office as well as policies and procedures
of the College.
11. PLANNING AND ORGANIZATION: How effective is the employee, supervisor, or administrator, in setting effective          EE      ME       BE n/a
goals, planning ahead and establishing priorities? Consider ability to make the most effective use of time, facilities,
material, equipment, employees skills and other resources.

12. CUSTOMER SERVICE: Does employee anticipate and understand external and internal customer needs? Usually               EE      ME       BE n/a
recommends or provides solutions or services which meet or exceed customer requirements or expectations.

13. LEADERSHIP ABILITY: Is employee, department head or supervisor able to get employees, and co-workers to do             EE     ME       BE n/a
willingly and well the duties to be accomplished? Consider ability to get the work done with a high degree of morale
and satisfaction on the part of those doing the work; the ability to function consistently and effectively in an objective
and rational manner regardless of pressures.

D:\Docstoc\Working\pdf\39da26a2-267a-4051-886a-297183c8b02b.xls                                                                                     2 of 5
 If any performance factor received either an "Exceeds Expectations" or "Below Expectations" rating, please document
      reasons below. Also, another review will be conducted in 90 days for any "Below Expectations" rating given.














D:\Docstoc\Working\pdf\39da26a2-267a-4051-886a-297183c8b02b.xls                                                        3 of 5

Was Position Description reviewed and revised, if                               Yes       No
Are safety rules, policies and procedures observed                              Yes       No
and adhered to?

What can the employee do to improve his/her performance?

GOALS: Goals should be geared toward advancing department and/or aligned with the College's strategic plans*
Were goals assigned for past year?                                                              Yes            No
List goals by year and confirm whether each was completed or not.
  FYR                                       Description of Goal
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No
                                                                                                Yes            No

D:\Docstoc\Working\pdf\39da26a2-267a-4051-886a-297183c8b02b.xls                                                     4 of 5
Record here only those additional significant items brought up during the discussion with the employee which are not recorded
elsewhere in this document.

If the employee wishes to do so, any comments concerning the Performance Improvement Plan or the Evaluation ( for example,
agreement or disagreement) may be indicated in the space below.

I have reviewed this document and discussed the contents with my supervisor. My signature means that I have been advised of my
performance status and does not necessarily imply that I agree with this evaluation.

                  Employee's Signature                                                                Date

                      Print Name

                 Supervisor's Signature                                                               Date

 Appropriate Vice-President / Dean / Director Signature                                               Date

                                   * If more space is needed, additional pages may be attached.

D:\Docstoc\Working\pdf\39da26a2-267a-4051-886a-297183c8b02b.xls                                                                  5 of 5

To top