PERFORMANCE APPRAISAL
                                  Secretarial•Clerical•Administrative Assistant

                   ...
4   Consistently Exceeds Job Requirements
  3   Fully SatisfiesJob Requirements
  2   Slightly Below Job Requirements
  1 ...
4   Consistently Exceeds Job Requirements
 3   Fully SatisfiesJob Requirements
 2   Slightly Below Job Requirements
 1   I...
4   Consistently Exceeds Job Requirements
       3   Fully SatisfiesJob Requirements
       2   Slightly Below Job Require...
C.
     If, in the previous appraisal of this employee, areas were identified that needed to be
     improved, describe wh...
Section 4:
EMPLOYEE COMMENTS




I have been given the opportunity to examine the contents of this report. I certify that
...
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PERFORMANCE APPRAISAL

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PERFORMANCE APPRAISAL

  1. 1. PERFORMANCE APPRAISAL Secretarial•Clerical•Administrative Assistant PERIOD COVERED BY THIS APPRAISAL From: Last Name First M.I. To: REASON FOR THIS APPRAISAL Title Initial Department Annual Transfer Date Other WC’s performance appraisal program provides the opportunity at least annually for an em- ployee and supervisor to engage in a job performance interview which records performance recognition and improvement plans. It assists the supervisors in making decisions about merit increases, promotions and continuing employment. In addition, the appraisal process assists the College and its supervisors in the identification of training resource needs. IMPLEMENTATION PROCEDURES for WC’s PERFORMANCE APPRAISAL PROGRAM 1 The supervisor informs complete a self-appraisal in preparationconducted and in- vites the employee to the employee that an appraisal will be for the appraisal interview. 2 The supervisor prepares the appraisal using the job level of supervision, if the being appraised and reviews it with the next higher description for the position supervisor is not a Department Head. 3 The employee aconducts theperiod of time to complete his/her additionalaffords the supervisor reasonable appraisal interview with the employee and com- ments. The final appraisal must be completed by the supervisor and signed by the em- 4 ployee and supervisor. Any entries or comments placed on the form including the signature must not be written in pencil. 5 The original of the performance appraisal must be forwarded tomustHuman copy Resources Department for the employee’s file. The supervisor the give a of the appraisal to the employee and should retain a copy for the office files. 6 Any exceptionapproved byofthe Director of Human Resources. cess must be to the use the appropriate performance appraisal form or pro- Should you have any questions upon completion of the appraisal, please contact the Human Resources Director
  2. 2. 4 Consistently Exceeds Job Requirements 3 Fully SatisfiesJob Requirements 2 Slightly Below Job Requirements 1 Immediately Needs To Be Improved NA Factor Does Not Apply To This Position Section 1: 4 3 2 1 NA A. COMPUTER ASSIGNMENTS 1. All work is completed by time requested 2. All information is recorded accurately 3. Work checked for grammar and spelling 4. Proper layout and margins are used 4 3 2 1 NA B. TRANSCRIPTION 1. Data is recorded accurately 2. Spelling and grammar are correct 3. Originator’s errors are corrected 4 3 2 1 NA C. COMPOSING CORRESPONDENCE 1. All work is completed by time requested 2. Spelling and grammar are correct 3. Information in letters is accurate 4. Letters express courtesy 5. Clear and understandable writing style is used 4 3 2 1 NA D. FORMS AND CALCULATIONS 1. All work is completed by time requested 2. Forms and calculations are accurately recorded 3. Computations are clear and easy to follow 4. Work is neat and legible 4 3 2 1 NA E. FILING 1. All material is promptly filed when received 2. Filed items can be quickly located 3. No materials are misfiled 4. Files are always neat and orderly 4 3 2 1 NA F. DATA ENTRY 1. All work is completed by time requested 2. Entries are posted to proper screens/records 3. Entered items are neat and legible 4. Entries are accurate WC Performance Appraisal: Secretarial•Clerical• Administrative Assistant Page 2
  3. 3. 4 Consistently Exceeds Job Requirements 3 Fully SatisfiesJob Requirements 2 Slightly Below Job Requirements 1 Immediately Needs To Be Improved NA Factor Does Not Apply To This Position 4 3 2 1 NA G. IMPLEMENTATION 1. Knowledge necessary to fulfill job responsibilities 2. Consults with others and makes appropriate referrals 3. Properly accepts and follows direction 4. Uses college’s resources prudently 4 3 2 1 NA H. TELEPHONE AND RECEPTIONS 1. Callers and visitors are promptly and courteously greeted 2. Callers and visitors are tactfully handled 3. Callers and visitors are given proper information 4. Callers and visitors are properly routed 5. Messages are accurately recorded 4 3 2 1 NA I. ANALYZING DATA 1. Logic of analysis is clear and easy to follow 2. All pertinent factors are always considered 3. Results are reviewed for reasonableness 4. Analysis is always completed by deadline 4 3 2 1 NA J. OTHER RESPONSIBILITIES 1. Appointments and meetings are scheduled appropriately 2. Work assignments are organized effectively 3. Travel arrangements are handled correctly 4. Adequate supplies are maintained 5. Effective follow-up systems are developed and utilized 4 3 2 1 NA K. INITIATIVE 1. Suggestions for improvements are made 2. Exceptions to routine are met resourcefully WC Performance Appraisal: Secretarial•Clerical• Administrative Assistant Page 3
  4. 4. 4 Consistently Exceeds Job Requirements 3 Fully SatisfiesJob Requirements 2 Slightly Below Job Requirements 1 Immediately Needs To Be Improved NA Factor Does Not Apply To This Position 4 3 2 1 NA L. INTERPERSONAL COMMUNICATION 1. Employee cooperates with others to achieve common objectives 2. Employee interacts with people in a tactful manner 3. Employee communicates clearly and effectively 4 3 2 1 NA M. OTHER 1. Meets attendance standards 2. Meets punctuality standards 3. Complies with departmental/college policies Section 2: A. Employee’s Assets: B. Describe the employee’s job-related areas that need improvement and the action(s) to be taken by the supervisor and the employee to improve each area. Area(s) to be Improved Supervisor’s Action Employee’s Action WC Performance Appraisal: Secretarial•Clerical• Administrative Assistant Page 4
  5. 5. C. If, in the previous appraisal of this employee, areas were identified that needed to be improved, describe what has or has not been accomplished. D. Overall job performance level ... the requirements of the job. Far exceeds Exceeds Meets Partially meets Is below Section 3: A. GOALS/OBJECTIVES Describe any personal, professional, office or departmental goals/objectives toward which the employee is working. B. PLANS Describe the employee’s and/or supervisor’s specific plans for accomplishing the stated goals/objectives. Signature of Immediate Supervisor Date WC Performance Appraisal: Secretarial•Clerical• Administrative Assistant Page 5
  6. 6. Section 4: EMPLOYEE COMMENTS I have been given the opportunity to examine the contents of this report. I certify that my job performance was appraised and discussed with me. Employee’s Signature Date If you disagree with your appraisal, you should discuss the appraisal further with your supervisor in an effort to reach an agreement. If you still do not agree, sign below and submit in writing a rebuttal of the appraisal to the next level of supervision within two days of the meeting with your supervisor. This statement of rebuttal will be attached to your appraisal and sent to the Director of Human Resources. I do not agree with this appraisal. Employee’s Signature Date Space provided below for additional comments on any area relevant to this appraisal by the supervisor and/or employee. WC Performance Appraisal: Secretarial•Clerical• Administrative Assistant Page 6

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