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FY 2006-2007 Appraisal Forms
| Instructions | Forms | |
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| NOTE: Each appraisal form MUST be submitted on appropriately colored paper. The required paper colors are listed below. | ||
| Administrative | Light Blue | |
| Professional/Technical | Light Purple | |
| Classified | Light Green | |
FY 2006-2007 ADMINISTRATOR PERFORMANCE REVIEW INSTRUCTIONS
Performance evaluations are intended to measure the extent to which the employee’s performance meets the requirements of a particular position and to establish goals for the future; strengthen the relationship between you and the employee; open up channels of communication; appraise past performance; recognize good performance; identify areas that might require improvement; enable you to assess your own communication and supervisory skills.
INSTRUCTIONS:
Listed on the following pages are a number of Performance Factors that are important in the successful completion of most assignments. A list of qualities has been included to assist in evaluating an employee’s performance in each area. To complete the Performance Appraisal Form, place an “ü” under the level of achievement, which most accurately describes the employee’s performance on each factor. In the spaces provided at the end of each of the Performance Factors, you are encouraged to support your ratings with clarifying comments or specific examples, which occurred during the review period that determined or affected the level of achievement marked. Factors rated “Exceeds Requirements” should be supported with examples or reasons. Factors rated “Needs Improvement” must be supported with examples or reasons and should be listed in the Employee Goals and Objective for next year section (last page) of the Administrator Performance Review.
After the entire form has been completed and reviewed, the original is forwarded to the Human Resource Office. Both the supervisor and the employee retain a copy.
DEFINITION OF TERMS:
NEEDS IMPROVEMENT: Performance is at a level below established objectives with the result that overall contribution is marginal and substandard. Performance requires a high degree of supervision.
MEETS REQUIREMENTS: Meets established objectives in a satisfactory and adequate manner. Performance requires normal to some degree of supervision.
EXCEEDS REQUIREMENTS: Job performance easily exceeds job requirements; performance approaches best possible attainment.
FY 2006-2007 CLASSIFIED PERFORMANCE APPRAISAL FORM INSTRUCTIONS
PURPOSES OF PERFORMANCE APPRAISAL
The principal purposes of staff Performance Appraisals are to encourage
staff development and
to strengthen the departments' effectiveness. Some specific purposes are
to:
1. identify specific indicators of achievement
2. pin-point areas of greatest/least effectiveness
3. stimulate improved performance
4. aid in promotion, retention and salary decisions
5. develop mutually established goals
6. increase employer-employee communication
The formal performance appraisal occurs annually. The appraisal forms
will be permanently filed in the
department of Human Resources and will be used for the purpose cited
above.
DEFINITION OF TERMS:
CONSISTENTLY BELOW EXPECTATIONS: Performance is at a level below established objectives with the result that overall contribution is marginal and substandard. Performance requires a high degree of supervision.
BELOW EXPECTATIONS: Meets some of the established objectives and expectations but definite areas exist where achievement is substandard. Performance requires somewhat more than normal degree of direction and supervision.
MEET EXPECTATIONS: Meets established objectives in a satisfactory and adequate manner. Performance requires normal degree of supervision.
EXCEEDS EXPECTATION: Accomplishments are above expected level or essential requirements.
CONSISTENTLY EXCEEDS EXPECTATIONS: Job performance easily exceeds job requirements; performance approaches best possible attainment.
INSTRUCTIONS:
Listed on the following pages are a number of performance Factors that
are important in the successful completion of most assignments. Factors
I- 10 apply to all supervisors and non-super-visors, Factors 11-14 apply
only to supervisors. To complete the Performance Appraisal Form, place
an "X" under the level of achievement, which most accurately describes
the employee's performance on each factor. In the spaces provided by
each of the Performance Factors, you are encouraged to support your
ratings with clarifying comments and specific examples, which occurred
during the review period that determined or affected the level of
achievement marked. Factors rated "Consistently Exceeds Expectations" or
"Consistently Below Expectations" must be supported with examples or
reasons. After the entire form has been completed and reviewed, it is
forwarded to the Human Resource Office for filing in the employee's
personnel file.
FY 2006-2007 PROF./TECH. SUPPORT PERFORMANCE APPRAISAL FORM
INSTRUCTIONS
Performance evaluations are intended to measure the extent to which the
employee’s performance meets the requirements of a particular position
and to establish goals for the future; strengthen the relationship
between you and the employee; open up channels of communication;
appraise past performance; recognize good performance; identify areas
that might require improvement; enable you to assess your own
communication and supervisory skills.
INSTRUCTIONS:
Listed on the following pages are a number of Performance Factors that
are important in the successful completion of most assignments. A list
of qualities has been included to assist in evaluating an employee’s
performance in each area. Factors 1-10 applies to all professional
technical staff. Factors 11-15 apply only to professional technical
staff with supervisory responsibilities. To complete the Performance
Appraisal Form, place an “X” under the level of achievement, which most
accurately describes the employee’s performance on each factor. In the
spaces provided by each of the Performance Factors, you are encouraged
to support your ratings with clarifying comments or specific examples,
which occurred during the review period that determined or affected the
level of achievement marked. Factors rated anything other than “Meets
Expectations” must be supported with examples or reasons. Factors rated
“Below Expectations” or “Consistently Below Expectations” should be
listed in the current year’s goals section of the Employee Development
and Goal Setting Form. After the entire form has been completed and
reviewed, the original is forwarded to the Human Resource Office. Both
the supervisor and the employee retain a copy.
DEFINITION OF TERMS:
CONSISTENTLY BELOW EXPECTATIONS: Performance is at a level below
established objectives with the result that overall contribution is
marginal and substandard. Performance requires a high degree of
supervision.
BELOW EXPECTATIONS: Meets some of the established objectives and
expectations but definite areas exist where achievement is substandard.
Performance requires somewhat more than normal degree of direction and
supervision.
MEETS EXPECTATIONS: Meets established objectives in a satisfactory and
adequate manner. Performance requires normal degree of supervision.
EXCEEDS EXPECTATIONS: Accomplishments are above expected level or
essential requirements.
CONSISTENTLY EXCEEDS EXPECTATIONS: Job performance easily exceeds job
requirements; performance approaches best possible attainment.