One Voice Mixed Chorus Employee Evaluation

Your logo here! Very Gay Chorus Annual Employee Evaluation

Employee Name Date Supervisor Date

JOB OVERVIEW (Employee comments): respond to these questions in a narrative or list form.

Review job description. Describe any areas where work is not getting done or needs clarification:

If there areas or projects that went above and beyond the job description describe them here:

What do you enjoy most about your job?

What do you find most frustrating?

What skill do you have, or enjoy doing, that is currently not being utilized, or is underutilized?

JOB OVERVIEW (Supervisor comments):

WORK RELATED BEHAVIOR S COMMENTS Quality of Work: accuracy and Employee: thoroughness of work performed Supervisor:

Productivity: amount of work Employee: completed Supervisor:

Prioritizing: manage work Employee: projects, set priorities and meet deadlines Supervisor:

Interpersonal skills: ability to Employee: work with others, resolve conflict,

1 manage volunteers. Supervisor:

Dependability: reliability and Employee: consistency of work. Attendance record. Supervisor:

Initiative: independent Employee: judgment and innovation. Supervisor:

Job Knowledge: employee Employee: applies his/her knowledge of techniques, methods and skills. Supervisor:

Ability to follow instructions: Employee: employee completes tasks with appropriate information and Supervisor: minimal supervision.

Review of Annual Work Goals (2012-1013)

Employee Comments:

Supervisor Comments:

Review Professional development priorities (2012-1013)

Employee Comments:

Supervisor Comments:

INDIVIDUAL DEVELOPMENT (Employee comments)

What development action(s) or training would be helpful to maintain or improve current performance?

What are some ideas we could implement as a team (or for your supervisor) that would make working for the Chorus more productive, energizing, and fun?

2 What would you find helpful from your supervisor in order to make your work successful and enjoyable?

Propose 5-6 measurable, larger work goals for 2010-2011 (August 1– July 31 – your chorus fiscal year).

INDIVIDUAL DEVELOPMENT (Supervisor comments)

Are any job areas ranked significantly differently between employee and supervisor? Is discussion needed in this area?

What discussion or changes are needed to clarify or update job description?

What development action(s) are recommended to maintain or improve current performance?

What kind of professional development opportunities are recommended for this employee?

SUMMARY:

Annual work goals for 2013-2014 (August 1– July 31)

New professional development goals

Reviewed by Name & Date: ______(Supervisor)

Employee Signature & Date: ______

3 Chorus Employee review process:

1. Reviews are to be conducted before July 15 of each fiscal year. 2. The employee fills out this evaluation form which is submitted by e-mail to their supervisor at least one week before the review meeting. 3. The employee & supervisor select 1-3 individuals with whom the employee works closely to offer feedback to the supervisor (either using this form or simply providing general feedback to the supervisor). 4. Maintaining confidentiality, the supervisor will complete the same employee evaluation form incorporating feedback from these individuals into the supervisor’s evaluation. This evaluation summary will be submitted to the employee at least 3 days in advance of the review meeting. 5. The written comments of the supervisor and employee will be used as tools for conversation about the past work year and for setting goals for the upcoming year. 6. At or after the review meeting:  The supervisor and employee will sign a copy of the reviewed document which will be filed with confidential personnel files.  By August 1, job descriptions will be updated for the following year.  By August 1, a letter outlining the next year’s salary and benefits will be given to the employee.

The performance evaluation process requires the supervisor to do the following:

1. Clearly establish the areas of responsibility for the job. The job description should be included with this feedback tool and utilized as a tool to evaluate work within each area. 2. Establish expectations, standards or objectives for the work to be done during the next review period. 3. Periodically review progress with the employee concerning how well expectations were met. 4. Maintain on-going documentation of performance. 5. Annually review and evaluate performance. Last updated June 20, 2010