PERFORMANCE MANAGEMENTEMPLOYEE EVALUATIONS & JOB DESCRIPTIONS

OBJECTIVES• To enhance the performance evaluation process and establish core criteria.

• Establish clear performance objectives by updating and aligning job

descriptions with core criteria objectives.

People Process

Performance

NEW TIMELINETime Period Action

July to December 2018 Pro-rated Review Period

By December 14th Staff complete and submit Self-Evaluation Online form

By 1st week of February Annual Performance Evaluation Meeting with Employee & Manager

By February 1st Performance Appraisal Due to the Reviewer

By February 22nd Performance Appraisal Due to Human Resources

June to July Mid-Year Evaluation Meeting with Employee & Manager

January to December 2019 Annual Review Period

SELF EVALUATION Engages employees in the process

Reviewing performance Setting goals

Questions What were your major achievements in the past year? What are the areas of your performance in which you believe you

could improve? Please describe. How would you assess your overall performance during this review

period? Please describe. What job challenges, if any, do you have or resources do you need

in performing your job?

ANNUAL EVALUATION

Core Criteria Defines expectations Provides consistent goals for all staff

Performance Ratings Additional Rating & Comment Box Examples are provided for each rating Examples are general, and managers may provide other examples

Goal Setting Set goals and measures for upcoming year

CORE CRITERIA

Customer Service/Professionalism Job Knowledge Quality of Work Safety & Security Communication & Teamwork Problem Solving & Decision Making Productivity Managerial/Supervisory Skills

PERFORMANCE RATINGS

CURRENT RATINGS FUTURE RATINGS

Exceeds Expectations

Meets Expectations Achieves Expectations

Marginally Meets Expectations Sometimes Achieves Expectations

Does Not Meet Expectations Unsatisfactory

PERFORMANCE RATINGSSignificantly Exceeds Expectations JUSTIFICATION REQUIRED (consideration for extra merit)

Exceeds ExpectationsAchieves ExpectationsSometimes Achieves ExpectationsUnsatisfactory (Requires comments)

OVERALL RATING - Staff

Exceeds Expectations Requires at least three (3) of the seven (7) ratings to score at this level

Achieves Expectations Requires at least four (4) of the seven (7) ratings to score at this level

Sometimes Achieves Expectations Requires at least three (3) of the seven (7) ratings to score at this level

Unsatisfactory (Requires comments) ** Performance is Unsatisfactory when one (1) or more of the seven (7) ratings score at this level

OVERALL RATING - Supervisors

Exceeds Expectations Requires at least four (4) of the eight (8) ratings to score at this level

Achieves Expectations Requires at least five (5) of the eight (8) ratings to score at this level

Sometimes Achieves Expectations Requires at least four (4) of the eight (8) ratings to score at this level

Unsatisfactory (Requires comments) ** Performance is Unsatisfactory when one (1) or more of the eight (8) ratings score at this level

MID-YEAR REVIEW

Core Criteria –consistent with Annual Evaluation Increased Communication with staff and manager

throughout the review period Clear check-point to assess performance & provide feedback

Reinforce good performance Address performance improvement if needed

No surprises at Annual Evaluation