This document contains information about performance evaluation methods for an audit associate, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. For each method, it gives an overview and discusses advantages and disadvantages. The document also includes sections with positive and negative review phrases for various performance dimensions and a job performance evaluation form.
Vice president corporate development performance appraisalscottprice364
Vice president corporate development job description, Vice president corporate development goals & objectives, Vice president corporate development KPIs & KRAs, Vice president corporate development self appraisal
This document provides information and resources for evaluating the performance of a machine shop foreman, including:
1. A sample performance evaluation form with ratings scales and factors like administration, communication, and safety.
2. Examples of performance review phrases for areas like attitude, decision-making, and teamwork.
3. An overview of 12 common performance appraisal methods for a machine shop foreman like management by objectives, critical incidents, and 360-degree feedback.
Service supervisor performance appraisalRuudGullit012
This document provides a job performance evaluation form for evaluating the performance of a service supervisor. It includes:
1) Links to online resources for performance appraisal materials like phrases, forms, and methods.
2) A 4-page evaluation form covering performance factors, employee strengths/accomplishments, areas for improvement, and signatures. Factors include administration, communication, decision-making, leadership, and more.
3) A section with sample performance review phrases for evaluating a service supervisor's attitude, creativity, decision-making, and other skills.
The evaluation form and phrases are intended to help managers formally assess and document a service supervisor's job performance.
This document provides materials for evaluating the job performance of a branch coordinator, including:
- A form for conducting a performance review with ratings in various areas like administration, communication, decision-making, and customer service.
- Examples of positive and negative phrases to use in evaluating different aspects of performance like attitude, creativity, and decision-making.
- Instructions on how to complete the review, have the employee sign, and review their job description.
The goal is to provide a structured process and common language for evaluating a branch coordinator's performance and identifying strengths and areas for improvement.
This document provides information and resources for evaluating the job performance of an accounts receivable (AR) clerk, including:
1. Links to free ebooks and forms for AR clerk performance appraisals from performanceappraisal360.com.
2. Sections of a sample job performance evaluation form for an AR clerk, including rating an employee's performance on factors like administration, communication, decision-making, and more.
3. Examples of positive and negative phrases for evaluating an AR clerk's performance in areas such as attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for AR clerk performance appraisal, such as management by objectives
Sample performance appraisal questions and answersmariavernon59
In this file, you can ref useful information about sample performance appraisal questions and answers such as sample performance appraisal questions and answers methods
This document provides information and resources for evaluating the performance of a branch administrator. It includes a job performance evaluation form with multiple pages for documenting an employee's performance rating, strengths, areas for improvement, and goals. It also lists common performance appraisal methods that can be used, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample phrases are given for evaluating different performance dimensions like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Overall, the document aims to help structure a formal performance review for a branch administrator position.
This document contains information about performance evaluation methods for an audit associate, including examples of performance review phrases and key performance indicators. It provides descriptions of 12 common performance appraisal methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and weighted checklist method. For each method, it gives an overview and discusses advantages and disadvantages. The document also includes sections with positive and negative review phrases for various performance dimensions and a job performance evaluation form.
Vice president corporate development performance appraisalscottprice364
Vice president corporate development job description, Vice president corporate development goals & objectives, Vice president corporate development KPIs & KRAs, Vice president corporate development self appraisal
This document provides information and resources for evaluating the performance of a machine shop foreman, including:
1. A sample performance evaluation form with ratings scales and factors like administration, communication, and safety.
2. Examples of performance review phrases for areas like attitude, decision-making, and teamwork.
3. An overview of 12 common performance appraisal methods for a machine shop foreman like management by objectives, critical incidents, and 360-degree feedback.
Service supervisor performance appraisalRuudGullit012
This document provides a job performance evaluation form for evaluating the performance of a service supervisor. It includes:
1) Links to online resources for performance appraisal materials like phrases, forms, and methods.
2) A 4-page evaluation form covering performance factors, employee strengths/accomplishments, areas for improvement, and signatures. Factors include administration, communication, decision-making, leadership, and more.
3) A section with sample performance review phrases for evaluating a service supervisor's attitude, creativity, decision-making, and other skills.
The evaluation form and phrases are intended to help managers formally assess and document a service supervisor's job performance.
This document provides materials for evaluating the job performance of a branch coordinator, including:
- A form for conducting a performance review with ratings in various areas like administration, communication, decision-making, and customer service.
- Examples of positive and negative phrases to use in evaluating different aspects of performance like attitude, creativity, and decision-making.
- Instructions on how to complete the review, have the employee sign, and review their job description.
The goal is to provide a structured process and common language for evaluating a branch coordinator's performance and identifying strengths and areas for improvement.
This document provides information and resources for evaluating the job performance of an accounts receivable (AR) clerk, including:
1. Links to free ebooks and forms for AR clerk performance appraisals from performanceappraisal360.com.
2. Sections of a sample job performance evaluation form for an AR clerk, including rating an employee's performance on factors like administration, communication, decision-making, and more.
3. Examples of positive and negative phrases for evaluating an AR clerk's performance in areas such as attitude, creativity, decision-making, interpersonal skills, and teamwork.
4. An overview of the top 12 methods for AR clerk performance appraisal, such as management by objectives
Sample performance appraisal questions and answersmariavernon59
In this file, you can ref useful information about sample performance appraisal questions and answers such as sample performance appraisal questions and answers methods
This document provides information and resources for evaluating the performance of a branch administrator. It includes a job performance evaluation form with multiple pages for documenting an employee's performance rating, strengths, areas for improvement, and goals. It also lists common performance appraisal methods that can be used, such as management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, and 360 degree feedback. Sample phrases are given for evaluating different performance dimensions like attitude, creativity, decision-making, interpersonal skills, problem-solving, and teamwork. Overall, the document aims to help structure a formal performance review for a branch administrator position.
This document contains a job performance evaluation form for an OD specialist. It includes sections for evaluating an employee's performance, listing their strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures from the employee and evaluators. It also provides examples of performance review phrases that could be used in evaluating an OD specialist's attitude, creativity/innovation, and decision-making skills.
This document provides information and resources for evaluating the job performance of a vetting officer, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections for a vetting officer's job description, goals/objectives, key performance indicators, and self-appraisal.
- A sample multi-page performance evaluation form for a vetting officer, including ratings scales, evaluation criteria, employee strengths/accomplishments, areas for improvement, and signatures.
- Suggested phrases for evaluating a vetting officer's attitude, creativity, decision-making, interpersonal skills, problem-solving abilities, and teamwork in their performance review
This document provides resources and templates for evaluating the job performance of a gaming manager, including:
- Links to free ebooks and forms for performance appraisals on a website.
- Sections of a performance evaluation form covering planning and results, performance factors, employee strengths, areas for improvement, and signatures.
- Example phrases for evaluating a gaming manager's attitude, creativity/innovation, and decision-making in performance reviews.
This document contains information about performance evaluation forms and methods for specialist employees. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists the top 12 performance appraisal methods for specialists: management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist/weighted checklist. Useful resources on performance phrases and KPI examples are also provided.
This document provides materials and templates for evaluating the job performance of an agency director, including:
- Links to free ebooks and forms on performance appraisal phrases, methods, and tips for writing self-appraisals.
- Sections for the performance evaluation form covering rating job performance, employee strengths and areas for improvement, and developing a plan for improved performance.
- Example phrases for evaluating an agency director's attitude, creativity/innovation, and decision-making skills.
This document provides a job performance evaluation form for a cash officer position. It includes:
- Links to free online resources for performance appraisal materials like phrases, forms, and methods.
- Sections for the performance evaluation form which rate the employee on factors like administration, communication, decision-making, and provide spaces for strengths, areas for improvement, and signatures.
- Example phrases for reviewing an employee's attitude, creativity, and decision-making skills.
The evaluation form and resources are intended to help managers formally assess a cash officer's job performance.
This document provides a job performance evaluation form for evaluating the performance of a section engineer. It includes:
1. Links to online resources for performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
2. Sections for the performance evaluation form which rate the engineer on factors like administration, communication, decision-making, and provide spaces for strengths, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating an engineer's attitude, creativity, decision-making, and more.
The form and resources are intended to help structure an objective review of a section engineer's job performance.
Retail Workforce is one of the key pillars of any Retail business today.Retail brands worldwide are investing significantly in workforce management & motivation.
MAGNE too has designed it's offering in this space and have been running training programs for brand with Pan India presence
This document contains a job performance evaluation form for an OD specialist. It includes sections for evaluating an employee's performance, listing their strengths and areas for improvement, setting a plan for improved performance, and obtaining signatures from the employee and evaluators. It also provides examples of performance review phrases that could be used in evaluating an OD specialist's attitude, creativity/innovation, and decision-making skills.
This document provides information and resources for evaluating the job performance of a vetting officer, including:
- Links to free ebooks and forms for performance appraisals from performanceappraisal360.com.
- Sections for a vetting officer's job description, goals/objectives, key performance indicators, and self-appraisal.
- A sample multi-page performance evaluation form for a vetting officer, including ratings scales, evaluation criteria, employee strengths/accomplishments, areas for improvement, and signatures.
- Suggested phrases for evaluating a vetting officer's attitude, creativity, decision-making, interpersonal skills, problem-solving abilities, and teamwork in their performance review
This document provides resources and templates for evaluating the job performance of a gaming manager, including:
- Links to free ebooks and forms for performance appraisals on a website.
- Sections of a performance evaluation form covering planning and results, performance factors, employee strengths, areas for improvement, and signatures.
- Example phrases for evaluating a gaming manager's attitude, creativity/innovation, and decision-making in performance reviews.
This document contains information about performance evaluation forms and methods for specialist employees. It includes a 4-page sample performance evaluation form with sections for reviewing performance factors, employee strengths and accomplishments, areas for improvement, and signatures. It also lists the top 12 performance appraisal methods for specialists: management by objectives, critical incident, behaviorally anchored rating scales, behavioral observation scales, 360 degree feedback, and checklist/weighted checklist. Useful resources on performance phrases and KPI examples are also provided.
This document provides materials and templates for evaluating the job performance of an agency director, including:
- Links to free ebooks and forms on performance appraisal phrases, methods, and tips for writing self-appraisals.
- Sections for the performance evaluation form covering rating job performance, employee strengths and areas for improvement, and developing a plan for improved performance.
- Example phrases for evaluating an agency director's attitude, creativity/innovation, and decision-making skills.
This document provides a job performance evaluation form for a cash officer position. It includes:
- Links to free online resources for performance appraisal materials like phrases, forms, and methods.
- Sections for the performance evaluation form which rate the employee on factors like administration, communication, decision-making, and provide spaces for strengths, areas for improvement, and signatures.
- Example phrases for reviewing an employee's attitude, creativity, and decision-making skills.
The evaluation form and resources are intended to help managers formally assess a cash officer's job performance.
This document provides a job performance evaluation form for evaluating the performance of a section engineer. It includes:
1. Links to online resources for performance appraisal materials like sample phrases, forms, and tips for writing self-appraisals.
2. Sections for the performance evaluation form which rate the engineer on factors like administration, communication, decision-making, and provide spaces for strengths, areas for improvement, and signatures.
3. Examples of performance review phrases for evaluating an engineer's attitude, creativity, decision-making, and more.
The form and resources are intended to help structure an objective review of a section engineer's job performance.
Retail Workforce is one of the key pillars of any Retail business today.Retail brands worldwide are investing significantly in workforce management & motivation.
MAGNE too has designed it's offering in this space and have been running training programs for brand with Pan India presence
Elizabeth Whitley completed a successful internship with Emily Greer. In her final evaluation, Ms. Greer gave Elizabeth high marks in all areas, rating her performance as excellent or good in people skills, communication skills, knowledge of subject matter, computer skills, program development, and personal competencies. Ms. Greer commented that Elizabeth worked extremely well with staff and clients, was a quick thinker when speaking to groups, incorporated health and fitness tips into all of her work, always completed tasks on time, helped plan a successful fundraiser, and was professional, organized, and motivated. Ms. Greer recommended that Elizabeth receive a satisfactory final grade and said she was a delight to have on the team and brought helpful information
Improving your staff using coaching and counseling techniquesjbeane7028
The document discusses coaching and counseling employees to improve performance. It states that coaching alone does not guarantee improved performance, but must be accompanied by the employee already possessing the right character. It also outlines several factors for effective coaching, such as an open and trusting environment, empathetic and helpful attitude from managers, establishing dialogue, and focusing on work-related goals. The document provides tips for giving effective feedback and addressing why some employees may not perform well.
An annual PERFORMANCE REVIEW is an analysis of one's job performance over the previous year. Unfortunately, employees often leave their annual reviews feeling confused, disappointed, or worse - resentful.
This document discusses achieving service recovery and obtaining customer feedback. It outlines components of an effective service recovery system such as doing the job right the first time, effective complaint handling, and learning from recoveries. It also discusses customer complaining behaviors, service guarantees, and dealing with abusive customer behaviors. Key points covered include understanding why and how customers complain, designing service guarantees, discouraging customer fraud, and creating institutionalized learning from customer feedback.
Bridge Knowle Workshop - Developing Effective KPIs (Companion Workbook)Kenny Ong
Learn How to Setup, Implement & Monitor Effective Benchmarks for Departmental and Corporate Growth Using Result-Driven KPI Initiatives
KPI Measurements for Employee & Performance
Know how to effectively use KPI to manage people and
their performance. This will mean you can effectively set
goals, measure their performances, provide feedback as
well as giving all a clear picture of what is important.
KPI Measurements for Departments & Company
Learn how you can use KPI to improve various functions
in your organization including for departments, business
units including new or existing business ventures
This document outlines the performance appraisal process and form for staff in the Finance and Administration division at Centenary College of Louisiana. It discusses the purpose of performance appraisals, which is to provide feedback to employees on their performance relative to college and department priorities and goals. The process involves supervisors and employees discussing and evaluating key job behaviors, strengths, areas for improvement, and development plans. The form is used to rate employees on various job criteria and determine an overall performance rating. The completed form requires signatures from the employee, supervisor, and division head.
Executive director performance_appraisalsaeed rasool
The document is an Executive Director Performance Evaluation that rates an Executive Director's performance across 11 sections on a scale of 1 to 5. It evaluates the Executive Director's relations with the Board, strategic planning, program development, financial management, fund development, staff management, leadership, community relations, arts advocacy, and conduct of business. The evaluation will be used to set goals for the coming year and identify strengths and areas for improvement.
The document is a performance appraisal form for an employee that assesses their performance in several key areas over the review period. It evaluates the employee's performance in maintaining confidentiality and adhering to safety and compliance policies (10% each), interpersonal skills and teamwork (20%), and job/technical skills and knowledge of course material (20%). The supervisor and employee provide ratings and comments for each area to analyze results, improvement, and whether expectations were met. The purpose is to develop communication, assess performance, and promote employee development.
This document is an application for an advanced practicum. It requests information from the applicant such as their name, the semester they are enrolled in PSY 357, the child they have worked with, and which semester they are interested in for the advanced practicum. It outlines the requirements of attending Woodsedge 10 hours a week, attending meetings with supervisors, and assisting case coordinators. The second page is for a supervisor evaluation that rates the applicant's skills and provides comments on their performance working with children, accepting feedback, interactions with staff, and a recommendation for the advanced practicum.
1) Assessment provides feedback to students and instructors on student learning and mastery of content. This allows students to improve and instructors to adjust instruction as needed.
2) Evaluation identifies what is and is not working in the course from both the student and instructor perspective. This continuous improvement process enhances the quality and effectiveness of the course over time.
3) Both formative and summative assessments are necessary to fully understand student learning at different points in time. A variety of assessment methods also capture learning in different ways.
This document is a principal's professional growth plan from the Jefferson Parish Public School System. [1] It includes sections for the principal and evaluator to provide identifying information and for the principal to do an initial self-assessment rating across 7 standards of performance. [2] The principal must then designate 2 standards to focus on, along with specific activities and timelines to improve performance within those standards. [3] Space is provided for signatures to indicate receipt and request for follow up meetings.
This document is an intern assessment form used to evaluate an intern's performance at the end of their work period. It collects information about the intern, organization, and supervisor.
The form evaluates the intern's general workplace performance and specific job assignment performance across areas like attendance, attitude, problem solving, and communication skills using a 5-point rating scale.
Employers are asked to provide an overall performance assessment of the intern and optional feedback on their strengths, areas for improvement, and recommendations to better prepare them for the workplace.
Transformative learning involves critically reflecting on experiences and assumptions through online interactions and assessments, which can lead to a disorienting dilemma and ultimately personal growth as students move from being learners to reflective practitioners. The learning process emphasizes journaling, discussion, identifying patterns, self-reflection on differences between online and offline learning, and using technology to experience concepts in order to better understand and retain information.
This document provides information and guidance on goal setting and developing objectives. It discusses the importance of setting goals and objectives, and providing details on how to write SMART goals. Examples of goals and objectives are provided, such as increasing sales for a burger restaurant. Guidance is given on developing mission statements and evaluating objectives. The document is copyrighted by Training Enterprises, Inc.
This document contains a field study report on scoring rubrics. It includes an introduction stating the goal of examining different types of scoring rubrics used by resource teachers. It then provides a sample scoring rubric used to rate the field study performance. Several interview questions on the use of scoring rubrics are listed. The document concludes with sections for analysis, reflections, and includes examples of analytic and holistic rubrics developed by the student for assessing a paragraph and cooperative learning activity.
This document contains information and exercises for students regarding career investigation and preparation for work experience. It is divided into 8 units that cover topics such as choosing a career, finding work experience, developing job skills, and reviewing the work experience. The exercises include self-assessments, interviews with professionals, researching courses and employers, creating a CV and cover letter, practicing phone calls and interviews, and planning for potential issues during work placement. The goal is to help students investigate career options and gain skills for job searching, applications, and work readiness.
This document contains an employee performance appraisal template. It includes sections to rate an employee in various factors such as knowledge, quality, communication, and safety. Supervisory factors are also included for employees with management responsibilities. The form provides space to list employee strengths and areas for development. Goals and objectives are outlined for both organizational and professional development. An overall performance rating is assigned and requires signatures from the employee and managers.
The document provides guidance on testing a new product or service idea. It includes questions to help define key aspects of the idea such as the value proposition, target customer, competition, pricing, marketing strategy, and an execution roadmap. The overall goal is to evaluate the strengths and weaknesses of the idea from multiple perspectives.
This document outlines the requirements for a field study assignment on scoring rubrics. The student is tasked with examining different types of scoring rubrics used by resource teachers, interviewing at least two teachers about their use of rubrics, researching rubric types and construction, and analyzing the benefits of rubrics. They must also create two sample rubrics and reflect on whether rubrics are generally beneficial or detrimental to assessment.
This document outlines the requirements and evaluation criteria for Field Study 5, which involves examining the content validity of tests given by three resource teachers. The student is evaluated on interviewing resource teachers about how they ensure test validity, analyzing tests and lesson plans for alignment, answering analysis questions about content validity and test types, writing a reflective statement, and compiling a portfolio of materials. Scores are translated to a rating scale of 1 to 5.
2
Performance
Appraisals
Rating Standards
2 EXEEDS STANDARDSThe employee shows unusual initiative and makes suggestions that lead the organization, team, or unit in directions that benefit the company. Within the level of this position, this employee’s performance has moved the company to a new level of understanding, action, or results that are valuable to the organization’s future.
The employee’s major projects- even the difficult ones or ones he/she has initiated- have achieved better results than expected in timeliness, cost, quality, and service measures.
The employee demonstrates high competence (knowledge, skills, ability, experience) and high commitment (motivation and self-confidence).
Because of specific past performance, the employee has built a reputation among management and colleagues as an expert in her/his job arena.
The employee takes on extra projects and tasks without defaulting on other assigned activities.
The employee does her/his own advance planning, anticipates problems, and takes appropriate action. Her/his performance requires only occasional supervision and follow-up.
The employee invariably chooses effective and efficient approaches to getting the job done.
1 MEETS STANDARDSThe employee is doing a complete and satisfactory job. Performance is what is expected of a fully qualified and experienced person in the assigned position. The employee has achieved the results expected.The employee’s performance does not require significant improvement in major job areas. Improvement in skill maturity or experience may be desirable, but does not constitute a performance problem. This employee receives mostly positive comments from others with whom the employee works. This employee fosters work relationships that are productive.This employee benefits from supervision and follow-up and usually completes regular work and projects on schedule. Directive supervision and follow-up may be necessary when goals and projects are new or difficult. With direction, the employee uses effective and efficient approaches to getting the job done. The employee has experienced all of the job responsibilities of the position and is capable in each.
0 DOES NOT MEET STANDARDS The employee has done satisfactory work in some job areas, but needs improvement in other areas to do a complete and satisfactory job.The employee is on a plan to improve job areas. The employee may not yet have experienced all the job responsibilities of the position because he/she has not mastered the initial ones. He/she has been on the job long enough to have shown better performance. Co-workers have to pick up some of the employee’s workload until he/she is capable of being successful in all of the job responsibilities. The employee’s work in important job areas sometimes falls behind.The employee has not done satisfactory work in important job areas
Self Evaluation
Employee Name:_________________________________________ Date:___________ ...
Aspects of an Ethics Program – Quiz TemplateStudent Name__________.docxpetuniahita
Aspects of an Ethics Program – Quiz Template
Student Name_________________________
1.
The values expressed in a corporate code of ethics should be cascaded throughout the policies and procedures in each functional department and be reflected in each of the organization’s operating systems.
True_____False_____
2.
Since all stakeholders have the same interests and expectations for the organization, it is not important to consider each stakeholder when developing and ethics program.
True_____False_____
3.
An organization that developed an ethics program would expect that _____.
a)
The public would respect and trust the organization’s goals.
b)
The stakeholders would be loyal to the organization.
c)
The executive leadership would be the model for the expected behaviors.
d)
The code of ethics would distinguish the organization from other companies.
e)
Employees would feel more trust because they are made aware of the rules and intentions.
f)
Only c & e.
g)
Only b, c & e.
h)
Answers a, b, c, d, & e.
4.
An organization develops its own cultural environment based on the mission, goals and norms of the business. In order to indicate their operating standards to employees and to the public, organization’s often implement a Code of Ethics.
True____False____
5.
The Sarbanes-Oxley Act, (SOX), was instituted by the Securities Exchange Commission, (SEC), to hold public-traded companies to a strict annual report on accounting practices. It does not hold executives responsible for conducting business ethically.
True_____False_____
6.
Culture change initiatives started from the bottom of the organization are less likely to be effective. The two vital ingredients that leadership must personally provide to guarantee successful change in an organization are?
Fill in a brief answer.)
_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
7.
Procedures and operating policies that align with the organization’s code of ethics should be the ruling documents for problem solving and decision-making for the organization.
True_____False_____
8.
Since most Federal Laws concerning treatment of employees (examples: sexual harassment and hiring discrimination) apply to every business, each organization’s code of ethics can be developed using only the same values and expected behaviors as other organizations.
True_____False__
_
__
9.
Implementation for an ethic program: _____
a)
Is a way of communicating the expected behaviors.
b)
Needs to give a clear and consistent message to every employee.
c)
Should be done at time of hire by introducing the code of ethics.
d)
Should be conducted annually throughout the company.
e)
Can be done using many different venues including formal train.
This document discusses the directing function in management. Directing involves managers instructing, guiding, and overseeing employees to achieve organizational goals. It is considered the heart of the management process, as planning, organizing, and staffing are not as important if directing does not take place. Directing initiates action and actual work. It involves human factors and providing guidance to employees as they work. Directing consists of techniques to issue instructions and carry out operations as originally planned. It is a pervasive function needed at all levels of an organization.
1. Support Staff Evaluation Form Karen Pilarski OD-647 Final
Support Staff Name Job Title Department Date
Supervisor Name Supervisor Title Year or Period Covered Date Hired
From: / / To: / /
Purpose of Evaluation:
In addition to the annual self assessment the purpose of this evaluation is to provide feedback to the employee
about his/her level of competence in the Admissions Office. This evaluation will be completed bi-annually. The
Director of Technology and Training will use this information as a way to document strengths and areas for
improvement within the department. This evaluation is not tied to monetary gains or losses. The goal of
completing this evaluation is to open a discussion about where the employee is in terms of meeting self-
assessment goals. This evaluation is a tool used to determine progress. In addition this tool is a resource to
determine if the goals employees set are feasible or not.
Rating System
1=Unsatisfactory
2=Needs Improvement
3=Meets Expectations
4=Exceeds Expectations
5=Superior
Unsatisfactory……………………………………………….Superior
1 2 3 4 5
Definition of Rating System
Unsatisfactory: Employee’s work performance fails to meet expectations of job responsibilities. The employee did
not perform at the level needed to successfully complete job tasks. Employee needed frequent work revisions or
meeting with supervisor(s). Immediate training is necessary to sustain role in Admissions Office.
Needs Improvement: Employee’s work performance on occasion fails to meet expectations of job responsibilities.
Improvement is needed to fully meet all core competencies effort or skills. Training is required in order meet
qualifications of job role in the Admissions Office.
Meets Expectations: Employee’s work performance generally meets all job responsibilities and core competencies.
Normal amount of guidance and supervisor involvement is required.
Exceeds Expectations: Employee’s work performance occasionally surpasses expectations. Most of the core
competencies are scored at a level above the normal standard.
Superior: Performs above or beyond all expectations and is at the highest level for all core competencies.
1
2. Core Competencies
Communication
Communicates and responds to both internal and external customers in a respectful and timely
manner.
Demonstrates strong writing communications skills- the ability to read, interpret, create, edit and
complete documents.
Has positive demeanor and assists colleagues, prospective students, students and visitors in a
professional manner.
Unsatisfactory……………………………………………….Superior
1 2 3 4 5
Comments____________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
Analysis and Critical Thinking
Effectively probes and researches various data for reports
Determines potential issues and plans accordingly
Uses logic and methods to solve difficult problems with effective solutions
Unsatisfactory……………………………………………….Superior
1 2 3 4 5
Comments____________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
Technology
Proficient in Microsoft Word, Excel and Outlook
Uses the appropriate technology methods, tools, equipment for tasks
Demonstrates the ability to use Datatel for data entry, compiling reports and various other
duties.
Unsatisfactory……………………………………………….Superior
1 2 3 4 5
Comments____________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
2
3. Team work/Collaborating work environment
The ability to have a difference of opinion and yet remain fair and open minded
The ability to solve internal or external problems without outside interference
Is cooperative and courteous
Demonstrates patience-Respectful of differences of learning styles and skills.
Unsatisfactory……………………………………………….Superior
1 2 3 4 5
Comments____________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
Ethics
Handles sensitive information in a confidential and respectful manner
Adheres to Alverno College and Admissions Office procedures and policies
Acts fairly and with strong integrity
Unsatisfactory……………………………………………….Superior
1 2 3 4 5
Comments____________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
Work Quality/Attitude about work
Produces high quality work
Completes work that is accurate and has minimal errors
Observes Datatel rules and procedures
Accepts constructive criticism
Adapts to changing rules and procedures
Unsatisfactory……………………………………………….Superior
1 2 3 4 5
Comments____________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
3
4. Self-Development
Recognizes strengths and areas of improvement
Understands what processes or steps are needed in order to improve skill
Committed to self improvement and takes active role in learning
Unsatisfactory……………………………………………….Superior
1 2 3 4 5
Comments____________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
Goals_________________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
Self Assessment Are goals feasible? Goals Met? Review Goals on / /
completed on / / Yes No Yes No
Total Score Proficient Training needed Recommended Actions
Needs improvement
Unsatisfactory
_________________________________________________
Director of Training and Technology Signature
_________________________________________________
Support Staff Signature
White copy-Staff file in Admissions Office Pink copy-Employee copy
4