【正文】 oo busy with other pressing issues Ineffectively applies or lacks job knowledge/skills to meet standards. Produces results dependably, timely, and accurately. Routinely seeks, accepts, and achieves extraordinary success on additional responsibilities. developing work procedures。 creative problem solving。 conflict resolution。 dependability。 mitment to quality standards。 understanding/promoting pany missions and values。 productivity。 meeting attendance requirements。 seeking out new responsibilities。 develops and implements effective solutions。 Performance consistently surpasses established performance standards or expectations. Performance consistently meets established expectations, requirements, or standards. The supervisor and employee meet to discuss the performance evaluation. Prior to signing the form, the employee may include a written response.Step 6222。 Develops you as a supervisorBarriers to Effective Performance Evaluations Lack of confidence inability to write an effective evaluation Demonstrates failure to initiate improvement to plete objectives. Effectively meets the needs of customer services relationships. Exhibits expected workplace courtesy and respect. Contributes and leads innovative, workable solutions to projects/problems. Acplishes high work quality and productivity, even amidst obstacles. time management。 adapting to change。 establishing clear performance standards。 management。 making continuous improvements。 having necessary job skills and knowledge。 quality of work。 staying focused under pressure。 taking independent action。 monitoring quality levels。 Often demonstrates flexibility to meeting organizational needs.EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position. Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. May display irregular attendance that impacts workflow and organizational needs.MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position. Supervisor reviews performance evaluation with area director or executive director.Step 5222。 Signals to employees that you care Form is intimidating – takes too much time to pletePerformance Standards should be: Delivers inaccurate and generally undependable results. Work behaviors positively influences work group. Demonstrates constant mitment to continuous improvement in customer service. Exhibits leadership behavior which enhances work group performance. meeting deadlines。 etc.EXTREMELY EFFECTIVE (5): Performance that is extremely effective in the expectations of the position. Their performance results in extraordinary achievements, with significant contributions to objectives of the organization. EFFECTIVE (4): Consistently generates results above those expected of the position. Contributes in a superior manner to innovations both technical and functional.MODERATELY EFFECTIVE (3): Moderately effective in fulfilling all position requirements and may on occasion generate results above those expected of the position.INCONSISTENT (2): Performance sometimes meets position requirements. Seldom exceeds and often falls short of desired results.INEFFECTIVE (1): Consistently falls short of performance standards. Situation requires immediate review and action.N/A: Not applicable or no opportunity to observeCheck One N/A 1 2 3 4 5 Please support your rating in the narrative section below using specific examples:Communication verbal and written munication。 resolving performance problems。 and any other factors that may impact job performance. The performance evaluation form provides space for narrative ment by the supervisor on performance of job function. An Employee SelfEvaluation is also available for use in the evaluation process. Employees are encouraged to utilize the SelfEvaluation Form to identify specific acplishments during the rating period. For employees with lead or supervisory responsibilities, the Employee Performance Evaluation identifies additional evaluation factors including promoting a safe work environment, demonstrated mitment to equal employment opportunity and diversity, and creation of a climate promoting customer service, collaboration and teamwork.For ease of use, the Employee SelfEvalaution forms are available using Microsoft Word and can be accessed on the Web at the following location:Copies of the forms can also be obtained by contacting Human Resources at ext. 65800.Performance Management PolicyAn employee evaluation program has been developed to improve employee performance, to improve supervisor/employee relationships and to establish clearly understood duties and responsibilities expected of each employee based upon agreed/established performance standards and goals. It is the responsibility of each supervisor to assure that all performance evaluations are pleted in a timely fashion and in full recognition of their importance to both the employee and employer.New or Transferring EmployeesPerformance evaluations are required at six (6) months for new and transferring employees. Annual Performance Evaluation For all other employees, performance evaluations will be conducted annually usually at the end of the fiscal year. The following procedures shall be followed:167。 monitoring quality levels。 Completed performance evaluation shall be forwarded to Human Resources designee to be placed in the employee’s personnel file.Special EvaluationsA supervisor or employee may request a performance evaluation at any time or on asneeded basis. Appropriate justification for a request by an employee must have the concurrence of the affected supervisor.Per