Professional Documents
Culture Documents
Presented by: Irma Ramos Administrative Dean, Human Resources Linda Umbdenstock Administrative Dean, Planning
December 7, 2005
Statement of Philosophy
The Annual Performance Evaluation Procedure is designed to improve District services by:
Setting individual objectives and strategies. Assessing the progress of the objectives and strategies. Conducting a comprehensive evaluation of performance.
Purpose
Recognize excellence. Provide rational for evaluation decisions. Identify performance areas needing improvement. Identify areas of general management development training.
Introduction
All employees holding a manager/supervisor or administrative appointment will be evaluated by their immediate supervisor utilizing the new Evaluation Performance instrument.
When:
Evaluations will be completed on a calendar year basis. Annual evaluations must be submitted to Human Resources no later than:
January 15
Procedures
Five Easy Steps!
1.
2. 3.
4.
5.
Manager (evaluee) notification Initial meeting Supervisor (evaluator) preparation Final meeting Evaluation documents sent to HR
Step One
Manager Notification
1.
2.
Supervisor schedules initial meeting. Manager receives employee performance evaluation packet containing:
Performance evaluation procedures Performance evaluation forms Education Master Plan goals Board of Trustee goals Superintendent-President goals Supervisor goals
Step Two
Initial Performance Evaluation Meeting
Initial meeting agenda:
Supervisor explains the process.
1.
Supervisor provides an over-view of the District-wide goals (i.e. goals the employee received in the initial packet).
2.
Supervisor charges manager with the task of developing objectives that align with District goals for upcoming year.
Supervisor and manager collaboratively discuss options for developing the managers Objectives Action Plan. Manager develops and returns the first draft of goals to the Supervisor.
3.
Step Three
Supervisor Final Meeting Preparations
1.
Supervisor receives, reviews and (if needed) revises 1st draft of manager Objectives Action Plan.
Manager previously submitted within 2 weeks of initial meeting
2.
Supervisor completes the performance evaluation for previous year which includes:
Three-part evaluation forms Evaluation of managers previous year Objectives Action Plan Managers proposed Objectives Action Plan for upcoming year
3.
Step Four
Final Performance Evaluation Meeting
1.
2.
3.
4.
Signed final performance evaluation documents are submitted to Human Resources no later than
JANUARY 15
THREE FORMS
Form A Overall Performance & Criteria Form B Individual Performance Objectives Action Plan Form C Performance Summary
Form B prior year Individual Performance Objectives Action Plan (Commencing with 2007 Performance Evaluation)
PLUS
Administrator ___ Manager/Supervisor ___ Date Due: January 15, 2006 Review Period: _________to _________
Performance Evaluation Keys: O=Outstanding M=Meets Expectations NI=Needs Improvement U=Unsatisfactory NA/O=Not Applicable/Observed
Other Performance Areas and Criteria >Leadership >Learning Outcomes >Planning and Review >Management >Decision Making
Date:
Strategies
Objective Objective Objective Objective
(Attach Additional Sheets if Necessary)
Timeline
Comments
Signatures
Acknowledgement __________________________________________ Employee __________________________________________ Supervisor _______________ Date _______________ Date
Q A
Q A
Q. What if I cant 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 areas 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 modified mid-year
Q. A.
Irma Ramos
Administrative Dean, Human Resources
Thank you!