ࡱ> Y[XY  "7bjbjWW d==%S]TRRRRD.LR .a \ h)++++++$O |a Ou!uuu X)RR )uu))z!tRRI ,)Performance Evaluation for Staff Oklahoma State University Departments are required to establish a system of performance evaluations for staff employees that reflects an impartial rating of each staff member's performance and potential for further advancement. Appraisals can be a positive means to assist the staff member in improving job performance. Appraisals afford a supervisor the opportunity to make known the objectives and goals of the department and the University and to clarify what is expected of the employee to contribute to attainment of these goals. Policy and Procedures Letter 3-0741, Performance Evaluation Program for Staff, establishes guidance in the evaluation of staff employees. Staff performance evaluations should be conducted on a periodic basis (at least annually) and should not reflect personal prejudice, bias, or favoritism on the part of the supervisor for the rating or review. It is important to be positive in all evaluation meetings. Remember performance is being measured, not the employees value as a person. Also, remember the employee must know what is expected in job performance and production in order to meet the expectations. In the interest of promoting uniformity and equity in performance appraisals, University Personnel Services has developed a Staff Performance Evaluation Form. However, departments are permitted to use any form that meets the specifications outlined in PPL 3-0741. Training for supervisors is required at least every three years and is available through Personnel Services. Form Instructions 1. Complete the top of the form. Add a brief description of responsibilities and percent of time allocated, using the current position questionnaire. 2. If you wish to have the employee participate in self-evaluation, provide a copy for the employee to use as a worksheet. Allow enough time for thoughtful review. Self-evaluation is helpful in stimulating discussion of ways in which supervisor and employee can work together to increase effectiveness. 3. Rate performance by selecting the number associated with the description that best describes performance for each factor. Explanation of factor ratings and definition of the factors are on the reverse of this page. 4. Use the comment section to provide examples of performance that substantiate your rating. 5. Add all ratings for each responsibility and divide by the number of factors (6) to determine the rating for that responsibility. Multiply the rating by the percent of time allocated to determine number of points for overall performance. Total points at the bottom of the form. 6. Total points will range from 1 to 5. The overall rating schedule is on reverse of this page. 7. Supervisor and employee meet and discuss the evaluation, progress made in performance and progress toward objectives, and goals for the coming year. Commitment of the supervisor to assist in attainment of the objectives is specified. The form is signed by supervisor and employee. Both have an opportunity to add comments. 8. All ratings are reviewed and approved by the next higher level supervisor than the one who prepared the rating. 9. The original form with the final ratings, comments and signatures is retained in the employee's file in the department. The employee signs to acknowledge that s/he has seen the report and has been apprised of his/her evaluation. S/he may make a written statement below and/or within ten working days following. If a statement is submitted within ten days, it will be attached to the evaluation report. Staff Performance Evaluation Oklahoma State University FACTOR RATINGS: 1 = Rarely meets standards set for the assignments 2 = Partially meets standards 3 = Meets most standards of the responsibility acceptably 4 = Exceeds most standards, consistently 5 = Exceeds all expectations, consistently DEFINITIONS OF FACTORS: Initiative/Timeliness To what extent does the employee: Initiate, without specific direction, actions, activities, and/or changes Prioritize own assignments and follow priorities to completion Use all available time effectively (includes attendance and punctuality) Meet deadlines Relationships To what extent does the employee: Value harmony Follow the leadership of others appropriately Lead/supervise and set good example Cooperate with others within and outside the department Serve others in the sense of providing services in a positive manner Use of Tools/Resources To what extent does the employee: Utilize tools and equipment in an optimum manner Determine appropriate avenues of inquiry and follow/research to produce expected results Adapt to new equipment/tools/methods Accuracy/Completeness To what extent does the employee: Assume responsibility for quality of results of task Proof/check/inspect for accuracy/completeness/acceptability relative to standards set Produce what the task requires Creativity To what extent does the employee: Build new approaches from prior experience Press beyond the surface to key elements and root causes Research new methods/approaches/documentation and apply to problems in the task with resulting in improvement(s) Quantity/Volume To what extent does the employee: Structure and streamline tasks to increase efficiency Evaluate, diagnose, and overcome problems of the task quickly Meet or exceed production expectations for quantity OVERALL RATING OF PERFORMANCE EVALUATION: 1 = Unacceptable performance (UNSATISFACTORY) 2 = Marginal performance (NEEDS IMPROVEMENT) 3 = Acceptable performance (GOOD) 4 = Generally performs above average (MERIT) 5 = Consistently excellent work that is creative, timely, especially valuable (SPECIAL MERIT) Each numbered rating may be reported as "PLUS" except 5, if final rating is over half. For example; a final rating of 3.68 would be reported as 3+; a final rating of 3.5 would be reported as 3. PERFORMANCE EVALUATION FORM Employee  FORMTEXT  RATING TYPE:Title  FORMTEXT       FORMCHECKBOX AnnualDepartment  FORMTEXT       FORMCHECKBOX Probation FORMCHECKBOX Interim Responsibility  FORMTEXT       Initiative/Timeliness 1 2 3 4 5 Relationships 1 2 3 4 5 Use of Tools/Resources 1 2 3 4 5 Accuracy/Completeness 1 2 3 4 5 Creativity 1 2 3 4 5 Quantity/Volume 1 2 3 4 5  FORMTEXT       / FORMTEXT       =  FORMTEXT        FORMTEXT       x  FORMTEXT       =  FORMTEXT       Sum of Ratings Factors Rating Per Responsibility Rating Time Spent Points for Responsibility Responsibility  FORMTEXT       Initiative/Timeliness 1 2 3 4 5 Relationships 1 2 3 4 5 Use of Tools/Resources 1 2 3 4 5 Accuracy/Completeness 1 2 3 4 5 Creativity 1 2 3 4 5 Quantity/Volume 1 2 3 4 5  FORMTEXT       / FORMTEXT       =  FORMTEXT        FORMTEXT       x  FORMTEXT       =  FORMTEXT       Sum of Ratings Factors Rating Per Responsibility Rating Time Spent Points for Responsibility Responsibility  FORMTEXT       Initiative/Timeliness 1 2 3 4 5 Relationships 1 2 3 4 5 Use of Tools/Resources 1 2 3 4 5 Accuracy/Completeness 1 2 3 4 5 Creativity 1 2 3 4 5 Quantity/Volume 1 2 3 4 5  FORMTEXT       / FORMTEXT       =  FORMTEXT        FORMTEXT       x  FORMTEXT       =  FORMTEXT       Sum of Ratings Factors Rating Per Responsibility Rating Time Spent Points for Responsibility Responsibility  FORMTEXT       Initiative/Timeliness 1 2 3 4 5 Relationships 1 2 3 4 5 Use of Tools/Resources 1 2 3 4 5 Accuracy/Completeness 1 2 3 4 5 Creativity 1 2 3 4 5 Quantity/Volume 1 2 3 4 5  FORMTEXT       / FORMTEXT       =  FORMTEXT        FORMTEXT       x  FORMTEXT       =  FORMTEXT       Sum of Ratings Factors Rating Per Responsibility Rating Time Spent Points for Responsibility Overall Rating  FORMTEXT       +  FORMTEXT       +  FORMTEXT       +  FORMTEXT       =  FORMTEXT       Responsibility Pts Responsibility Pts Responsibility Pts Responsibility Pts Overall Pts GOALS AND OBJECTIVES: Job  Implemented FORMTEXT       Implemented Planned Planned Personal Development STATEMENTS: If the employee disagrees with the rating, the employee and supervisor narrative statements should explain. Supervisor (Optional) FORMTEXT      Employee (Optional)  FORMTEXT      Head (If overall rating is changed):  FORMTEXT      SIGNATURES: I acknowledge that I have seen this report and have been apprised of my evaluation. I understand that I may make a written statement below and/or within ten working days following. If a statement is submitted within ten days, it will be attached to this evaluation report. Employee Date FORMTEXT       Supervisor Date FORMTEXT       Date of Supervisor s Last Appraisal Training Supervisor or Dept. 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