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Performance Areas and Criteria Sample Form A Team Work O M NI U NA/O a. Works to achieve cross-unit objectives in support of institutional efforts. b. Contributes supportive attitudes and behaviors towards the organization and its goals c. Works to establish and maintain cooperative and productive relationships. d. Consistently supports, motivates and encourages staff in work relationships.
FORM B Sample Objectives Action Plan Employee Name: NOTE: Major Performance Objectives must be: Date: a. Related to District and department b. Attainable and reasonable c. Realistic and measurable d. Items which are in addition to the day-to-day operational tasks Strategies Timeline Comments Objective Objective Objective Objective (Attach Additional Sheets if Necessary)
Considering both the performance goals outlined on the Goal/Objective Action Plan, and the competencies described in the Performance Evaluation Form, comment on the individual’s overall contribution. (Attach additional sheets if necessary.) Performance Summary Overall Performance Rating Effective – May include a professional Development Plan Needs Improvement – Must include a Professional Development Plan Unsatisfactory – Recommendation Attached (May include a professional Development Plan) Employee Comments (Optional) Signatures Acknowledgement __________________________________________ _______________ Employee Date __________________________________________ _______________ Supervisor Date Form C Sample LBCCD Manager Performance Evaluation
FREQUENTLY ASKED QUESTIONS
Q: How do we incorporate the Form B (Individual Performance Objective Action Plan) into this year’s evaluation process?
A. The 2006 Objective Action Plan will be developed for the 2006 Performance Evaluations.
The next evaluation (due Jan 2007) will include both an evaluation of the previous year’s
objectives and the development of the upcoming year’s objectives.
Q Can the supervisor schedule and invite all managers to the initial meeting (explanation of
process), or must the supervisor meet individually with each manager?
A The Supervisor can structure the initial informational meeting in a manner that best fits
the needs of that supervisor’s area, keeping in mind that the first draft of the individual
manager’s objectives are a collaboration between the manager and supervisor.
Q January 15 is a busy time for many supervisors and managers and may create a
scheduling hardship. Is there any flexibility with the January 15 due date?
A Performance Evaluations are due to Human Resources no later than January 15 of each
year. To avoid January 15 time pressures, supervisors have the flexibility of completing
evaluations a month or two prior to the due date.
FREQUENTLY ASKED QUESTIONS
Q. Do all my objectives have to reference the objectives of the college, Board of Trustee, etc.?
A. No, some will be specific improvements to your area.
Q. How many objectives are reasonable?
A. There should be a few major ones with strategies that include sub tasks. There should not
be a list of tasks.
Q. What if I can’t accomplish my objectives due to another area (i.e. technology)?
A. Objectives should be feasible and worked out with others involved – do not presume you
are on another area’s priority list.
Q. How does this relate to the goals in my Program Review?
A. To the extent you have good, concrete goals, it should expedite your statement of
objectives for the next year or so.
Q. What happens if something else comes up mid-year that is a more important goal?
A. If this should occur, you will need to discuss it with your supervisor. Objectives can be
FREQUENTLY ASKED QUESTIONS Continued
Q. How does a supervisor respond to the Performance Areas’ criteria (Form A) that are
not applicable to the manager being evaluated?
A. The rating of NA/O (not applicable/observed) is available for this purpose .
Q. Are there guidelines available to help the supervisor and manager develop objectives?
A . Yes, page two of the Procedural Information handouts provide guidelines and
definitions to assist you in this process.
Q. Will the forms be available on the Intranet?
A. Yes, the forms will be available on the Human Resources website.
Q. What Performance Evaluation Forms should be used to evaluate the Confidential
Employees? Will the due date change from a fiscal to a calendar year as well?
A. Confidential Employee Performance Evaluation Forms will not change.
Supervisors will use the same forms from previously years. However, the due date
will change to January 15.
Q. Who should I contact for answers to additional questions or concerns?
A. Irma Ramos, Administrative Dean, Human Resources.