【正文】 ve staff and 10 maximum for administrative staff) selected by the employee. Selected names should include subordinates, colleagues, and students who are familiar with the employee’s work and can ment appropriately. The pleted reviews are then submitted to the immediate supervisor directly to ensure confidentiality. The Human Resource department will facilitate this process. Solicitation for input is conducted annually for all staff with the exception of the Executive Director and Associate Executive Director. The Executive Director and Associate Executive Director shall follow the performance evaluation process as outlined by their contract. A pleted selfevaluation is forwarded to the immediate supervisor. A final performance evaluation is written with consideration for input from students, colleagues, and subordinates and selfevaluation, along with the goals and standards set at the beginning of the evaluation year. The final performance evaluation will be discussed between the supervisor and employee。 appropriate signatures and ments will be received. 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.Performance Evaluation MeetingThe performance evaluation meeting is a critical ponent of the evaluative process. The meeting provides the supervisor and employee with an opportunity to engage in an open and constructive discussion regarding the employee’s job performance, acplishments, areas of needed improvement, training and development, and future performance goals and expectations.During the meeting, the supervisor should solicit the employee’s ments and suggestions and create an atmosphere in which the employee is encouraged to speak candidly and reply to criticisms or suggestions offered by the supervisor.Sample One Company Employee Performance EvaluationONE COMPANY EMPLOYEEPERFORMANCE EVALUATIONThe purpose of the pany Employee Performance Evaluation is to assist in the professional development of the pany’s employees, enhance munication between supervisor and employee, recognize areas of strength, and suggest areas for improvement. (Refer to Performance Management in the Personnel Policy Manual)_______________________________ _________________________________Employee Name Evaluator Name__________________________ ____________________________Job Title Job TitleEvaluation Period: 7/1/00 to 6/30/01Instructions:The pany’s Employee Performance Evaluation includes eight rated performance factors. Each of these factors consists of five descriptive phases indicating varying levels of performance. Evaluate each employee on those factors related to his/her position. Please keep in mind that the descriptions under each factor are not all inclusive and all items may not be relevant to each employee’s position. The ratings which closely reflect the employee’s performance should be noted. To support the performance ratings, the supervisor must provide specific examples of each performance behavior including areas of strengths and areas that need improvement. The ratings are based on the employee’s job responsibilities and goals set at the beginning of the rating period.Please rate using the following:Job Knowledge understanding of job duties and responsibilities。 having necessary job skills and knowledge。 understanding/promoting pany missions and values。 keeping current with new developments and existing policies and procedures。 etc.Definition of Ratings: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:Quality of Work ability to provide neat, accurate, and thorough quality work。 accuracy and attention to detail。 mitment to quality standards。 making continuous improvements。 monitoring quality levels。 develops and implements effective solutions。 effectiveness, pleteness, and adherence to safety policies。 etc.Definition of Ratings: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/