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    Non-Exempt - Performance Evaluation.doc Non-Exempt - Performance Evaluation.doc Document Transcript

    • P ima C ountyC ommunityC olle ge D istrict PERFORMANCE EVALUATION Form to be used for Non-Exempt Staff Employee ______________________________ Position Classification: _______________________ Pima College ID number _________________ Review Period ______________to_______________ Supervisor ______________________________ Job Location _______________________________ CONFIDENTIAL HR ANNIVERSARY ANALYST DATE TYPE OF EVALUATION: PROBATIONARY ANNUAL ACTING (LONGER THAN 6 MONTH ASSIGNMENT) DATE OF MID-CYCLE PERFORMANCE DISCUSSION __________________________ 1a. Employee Self Evaluation (Optional) Please add a check mark to the rating for each category. ND -NEEDS DEVELOPMENT : Reflects a PLACE AN X IN THE APPROPRIATE BOX fundamental or beginning level of performance and needs continued development D – DEVELOPING : Shows progress and is approaching job proficiency P – PROFICIENT : Has achieved job proficiency and meets standard job requirements for the position ADV – ADVANCED : Has detailed knowledge N D P A of job and exceeds standard job requirements. D D Employee consistently demonstrates superior job V performance in this position. Supporting Comments: WORK EFFECTIVENESS Demonstrates technical skills to get job done, work is neat and thorough, pays attention to detail, follows work procedures, continues to learn and develop job skills and expertise, follows College policies. Supporting Comments: DEPENDABILITY/ATTENDANCE Meets deadlines and completes tasks in timely manner, effectively uses work time, reports to work on time Supporting Comments: CUSTOMER SERVICE Promptly responds to inquiries and requests, treats customers with courtesy and respect, seeks solutions to customer needs, is approachable Non-Exempt Performance Evaluation – July 2007 Page 1 of 7
    • N D P A Supporting Comments: TEAMWORK/ADAPTABILITY D D Helps others and shares job knowledge or expertise, adapts to new V ideas and changing situations, contributes to completion of work unit’s goals, accepts suggestions in a positive manner Supporting Comments: INTERPERSONAL RELATIONSHIPS Maintains confidentiality and security, treats others with dignity and respect, demonstrates honesty and integrity in making work related decisions, demonstrates a positive attitude 1b. SUPERVISOR EVALUATION (Please add a check mark to the rating for each category.) ND -NEEDS DEVELOPMENT : Reflects a PLACE AN X IN THE APPROPRIATE BOX fundamental or beginning level of performance and needs continued development D - DEVELOPING : Shows progress and is approaching job proficiency P - PROFICIENT : Has achieved job proficiency and meets standard job requirements for the position N D P A ADV - ADVANCED: Has detailed knowledge of D D job and exceeds standard job requirements. V Employee consistently demonstrates superior job performance in this position. Supporting Comments: WORK EFFECTIVENESS Demonstrates technical skills to get job done, work is neat and thorough, attention to detail, follows work procedures, continues to learn and develop job skills and expertise, follows College policies Supporting Comments: DEPENDABILITY/ATTENDANCE Meets deadlines and completes tasks in timely manner, effectively uses work time, reports to work on time Supporting Comments: CUSTOMER SERVICE Promptly responds to inquiries and requests, treats customers with courtesy and respect, seeks solutions to customer needs, approachable Supporting Comments: TEAMWORK/ADAPTABILITY Helps others and shares job knowledge or expertise, adapts to new ideas and changing situations, contributes to completion of work unit’s goals, accepts suggestions in a positive manner Supporting Comments: INTERPERSONAL RELATIONSHIPS Maintains confidentiality and security, treats others with dignity and respect, demonstrates honesty and integrity in making work related decisions, demonstrates a positive attitude Non-Exempt Performance Evaluation – July 2007 Page 2 of 7
    • 1c. USING THE CLASS SPECIFICATION FOR THE POSITION – THE SUPERVISOR AND THE EMPLOYEE IDENTIFY ESSENTIAL DUTIES REQUIRED FOR SUCCESS IN THE POSITION: ND -NEEDS DEVELOPMENT : Reflects a PLACE AN X IN THE APPROPRIATE BOX fundamental or beginning level of performance and needs continued development D- DEVELOPING : Shows progress and is approaching job proficiency P - PROFICIENT : Has achieved job proficiency and meets standard job requirements for the position ADV - ADVANCED: Has detailed knowledge of N D P A job and exceeds standard job requirements. D D Employee consistently demonstrates superior job V performance in this position. Essential Job Duty Supporting Comments: Essential Job Duty Supporting Comments: Essential Job Duty Supporting Comments: Use another page if necessary Supporting Comments: Overall rating N D P A D D V 2. Employee (Optional) a. Other individual (at a higher position level) who has a close work association and has directly observed your work performance (when appropriate) Name: b. What do you consider your areas of strength? c. What do you consider to be your most important achievement(s) of the past year? d. What activities have you undertaken in the past year that enhanced your knowledge, skills and abilities during the rating period? e. What support, resources, or training do you need to achieve your goals within the next review year? f. How can the College support your professional development career path goal? (What knowledge, skills, or abilities would benefit you in the next review year?) Non-Exempt Performance Evaluation – July 2007 Page 3 of 7
    • 3. SUPERVISOR AND EMPLOYEE IDENTIFY CURRENT JOB GOAL(S) TO BE ACHIEVED FOR THE NEXT YEAR. Using the class specification for the position, the supervisor and the employee identify key job expectations and goals required and the training, skills, or resources should be obtained for job success. Job Expectations / Goals Training / support needed Target Due Date Job Expectations / Goals Training / support needed Target Due Date Job Expectations / Goals Training / support needed Target Due Date Job Expectations / Goals Training / support needed Target Due Date 4a. Employee’s Comments relevant to mid-year and annual evaluation: 4b. Supervisor’s Comments relevant to mid-year and annual evaluation: Signatures indicate that the staff member and supervisor have reviewed and discussed the information on this form. I agree with this evaluation □ I do not agree with this evaluation □ EMPLOYEE'S SIGNATURE ____________________________________________ DATE ____________ SUPERVISOR'S SIGNATURE______________________________________________ DATE ____________ REVIEWED BY __________________________TITLE _________________________ DATE _____________ ADMINISTRATIVE SUPERVISOR Deliver the completed and signed form(s) in an envelope marked CONFIDENTIAL to District Office Human Resources, Mail Code 1180. Non-Exempt Performance Evaluation – July 2007 Page 4 of 7
    • Factors for Performance Evaluation WORK EFFECTIVENESS Demonstrates understanding of job duties and responsibilities; demonstrates necessary job skills and knowledge; keeps current with new developments; applies technical and procedural know-how to get the job done; works within scope of job description; continues to learn and develop skills and expertise; manages assigned fair work load; develops and follows work procedures; follows College policies, handles information flow. Demonstrates accuracy, thoroughness, and reliability; is attentive to detail and accuracy; asks for clarification when unsure; stays focused under pressure; maintains quality in both slow and peak times; analyzes issues, evaluates alternatives, and selects best course of action. DEPENDABILITY/ ATTENDANCE: Meets commitments; works independently; accepts accountability; handles change; stays focused under pressure; the employee can be depended upon to be available for work and to fulfill position responsibilities; adheres to assigned work schedule employee reports to work on time, communicates schedule changes promptly to supervisor, and maintains regular attendance; takes responsibility for managing time, resources, and priorities; meets deadlines, completes tasks in a timely manner; successfully juggles multiple tasks. CUSTOMER SERVICE: Meets customer needs and works successfully with customers; takes responsibility in solving customer problems; meets commitments to customers; promptly responds to inquiries and requests; treats customers with courtesy, respect and a professional manner; displays a willingness to seek solutions to customer needs; shows approachability and ease of contact; maintains a positive approach/attitude to solving customer problems. TEAMWORK/ADAPTABILITY Supports the goals of the work unit and works to help the team succeed; helps others, shares knowledge or expertise with others; approaches challenges and problems in a positive manner; responds and adapts positively to new ideas, requests and /or changing situations; provides meaningful feedback and responds well to constructive criticism; assumes workload and shows flexibility in accommodating scheduling changes; contributes to development and implementation of department goals; takes on additional classification appropriate responsibilities as needed; provides supervisor with feedback. INTERPERSONAL RELATIONSHIPS Maintains confidentiality and security of information; treats others with dignity and respect and demonstrates honesty, maintains integrity and ethics in making work related decisions; demonstrates a positive attitude towards others. Non-Exempt Performance Evaluation – July 2007 Page 5 of 7
    • INSTRUCTIONS Annual Job Expectations and Goals Development Non-Exempt Staff 1. Preparing for the Initial Discussion • The supervisor will notify the employee of the time and place for the initial discussion meeting. • The Non-Exempt Staff Performance Evaluation form is available at (WEBSITE). The employee is encouraged to review this form and his/her job description prior to the initial discussion meeting. The employee may elect to complete the self-appraisal portion of the form by reviewing achievements, challenges, and individual development for the rating period. 2. Conducting the Initial Discussion Meeting • Using the class specification as a foundation, the supervisor communicates job expectations and performance outcomes for the position. • Supervisor reviews the employee's job description and goals from the previous rating period (if applicable) to see that they have been met. Completes the supervisor’s portion. • Rating assigned should be for the overall category. • During the evaluation interview the supervisor should be prepared to discuss all components of the job, particularly those where his/her views differ from those expressed by the employee in the self-appraisal. • Supporting comments give example/s of the employee’s accomplishments and performance during the evaluation period. Ratings of ‘Developing’ and ‘Needs Development’ will require example/s, information, and improvement suggestions to support the rating. • If employee identifies another individual to comment on performance, it is the supervisor’s responsibility to contact the individual for information relevant to the employee’s performance and incorporate comments in the evaluation. • The employee and the supervisor identify goals required for current job success for the next evaluation period. Goal should focus on:  What steps you can take to build on your strengths;  What specific steps can be taken to improve performance in weak areas;  How much development in specific areas should be achieved and within what time frame;  What can be done if problems are encountered in achieving these goals between now and the date of the next assessment and development;  What support can the supervisor provide to help the employee successfully complete the goals. Non-Exempt Performance Evaluation – July 2007 Page 6 of 7
    • Note: supervisor is encouraged to have ongoing informal discussions with the employee throughout the review cycle to provide performance feedback. 3. Mid-cycle discussion • The supervisor schedules a mid-cycle discussion. • The supervisor and employee meet to confirm progress made towards job expectations and goals established in section 3 of the performance evaluation plan. The employee and supervisor may not reach total agreement on all points, but it is important that both reach an understanding. • Obstacles are identified and realignment(s) of expectations and goals are documented. • The employee and supervisor document the date of the Step 2 mid-cycle review meeting and any changes to job expectations and goals. • Employee is provided on-going feedback throughout the performance evaluation cycle. If the employee has been given sufficient time to improve and fails to make satisfactory progress, the supervisor will refer to the Personnel Policy Statement for College Employees, Corrective Action Procedure, for information regarding the corrective action process to address unsatisfactory performance concerns. 4. End of cycle discussion and documentation • As this evaluation involves more than just checking off a couple of boxes, it is important for supervisors to plan appropriately to ensure that the needed information is gathered and available, along with enough time for the supervisor to complete the evaluation. • Employee and supervisor review job expectations and goals from the last performance progress review, along with any written records or materials relevant to the employee’s past performance, and the job description for the position. • The employee and supervisor determine the level of accomplishment for the previously defined job standards, expectations and/or goals and complete section 3 of the Performance Evaluation form. • Employee and supervisor complete and sign the Performance Evaluation form and submit to the Administrative supervisor for review and signature. Any changes to this signed form by the Administrative Supervisor will require review and re-dating by the employee and supervisor. • At the completion of the Performance Evaluation meeting, the supervisor and employee should schedule the next mid–cycle review meeting. Non-Exempt Performance Evaluation – July 2007 Page 7 of 7