Professional Documents
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It is the responsibility of DESC and by extension, its supervisors to regularly evaluate the work
performance and effectiveness of each employee. The objective of these reviews is to:
a. Ensure consistent implementation of policies and procedures,
b. Improve the overall effectiveness of DESC operations, and
c. Assist employees in their career development.
A key duty of supervisors is to give feedback to employees during the course of day-to-day operations,
so that performance issues identified in a written evaluation are not surprises for an employee.
Additional written evaluations may be done at any time in order to identify needed improvements in an
employees performance. It is the responsibility of the immediate supervisor to prepare the written
evaluation, in consultation with appropriate supervisory and management staff.
The employee and supervisor will discuss the evaluation and subsequent changes may be agreed upon
before a final record is made. If agreement cannot be reached, the supervisor is responsible for
determining the content of the evaluation, and the employee may prepare a separate statement for the
record.
INSTRUCTIONS:
The supervisor should summarize overall performance of factors which are more than satisfactory or
unsatisfactory; therefore providing both positive and negative written feedback to the employee. If the
rating for a particular item is "Unsatisfactory," indicate what needs to be improved.
B.1. Fundamental factors of employee performance
One unsatisfactory rating in any one of the following four Fundamental Factors may warrant an
overall Unsatisfactory Performance Evaluation.
1 Adherence to Agency Employee understands & implements applicable agency policy &
Policy & Procedure procedure in his or her work.
2 Safety Employee demonstrates safety consciousness & adherence of agency
safety procedures.
3 Acceptance of Employee communicates effectively with supervisor in a timely
Supervision manner. Employee shows willingness to accept appropriate direction
from supervisor and to discuss responsibilities and expectations.
4 Ethical Behavior Employee relates effectively to clients, co-workers, and other
constituents, and treats all with dignity and respect.
This area is a summary of corrective feedback given in the review period. Written memoranda and
disciplinary actions relative to the employees work performance during the review period should be
referenced by the supervisor in the performance evaluation.
This section should flow directly from comments in Sections 1 and 2, summarizing the employees
deficient performance or conduct during the review period. There should be no surprises to the
employee re. areas of needed improvement. All performance issues addressed in the performance
evaluation should have been previously discussed with the employee and noted on the bi-weekly
supervision forms and/or disciplinary memos.
In some situations it is desirable that corrective action plans be developed to communicate performance
issues to employees. If an employee has been put on a corrective action plan, it should be referenced in
the performance evaluation.
As noted in Section 1 above, unsatisfactory performance in any one of the four Fundamental Factors of
Employee Performance means an overall Unsatisfactory in the Performance Evaluation. Also
Unsatisfactory in any of the Key Factors of Performance may mean an overall Unsatisfactory in the
Performance Evaluation.
If the overall performance of a regular employee is unsatisfactory, the relevant manager will develop a
plan and follow the process for Involuntary Termination for Inadequate Job Performance (Personnel
Policies, Section VII, Subsection C, Number 1).
SECTION 5: Acknowledgments
All written evaluations should be signed and dated by the employee and immediate supervisor,
indicating they have discussed the evaluation, even though they may not have agreed. An additional
supervisor (assigned manager or director) also is required to review and sign the evaluation, except for
those employees directly supervised by the agencys Executive Director.
The signed evaluation will be placed in the employees personnel file and a copy will be given to the
employee. The employee may submit his or her own comments about the review for the personnel file
within two weeks of receiving a performance evaluation.
SECTION 5: Acknowledgments
Employee: Date:
(Signature doesnt necessarily reflect agreement with contents)
Supervisor Date:
Print Supervisor Name: ___Tyler Botz________________________________
Reviewing Supervisor: __________________________________ Date: ____________________
Print Reviewing Supervisor Name: ______________________________
Employee may submit own comments about this review for the personnel file within two weeks of receiving this review.
Mark here if employee comments are being submitted: _________
DESC Employee Performance Evaluation, updated 8/2014, page 4 of 4