Civil Service Employee Eval - 2

CIVIL SERVICE EMPLOYEE EVALUATION

Name of Employee: ______Department:______

Title in Which Rated: ______Perm. Title:______[if different] Evaluation Period From: ______To: ______

Type of Evaluation: _____ 1st Probationary _____ 2nd Probationary _____ 3rd Probationary _____ Final Probationary _____ Special (explain:) ______Annual

Status: _____ Permanent _____ Probable Permanent _____ Provisional/Temporary _____ Hourly

INSTRUCTIONS FOR THE USE OF PROBATIONARY AND SERVICE REPORT

1. Carefully read the definition for each category listed on page 2.

2. In each instance check off the statement(s) that best describe the employee’s performance in the factor being considered. Add any comments which you feel will help in making a fair appraisal.

3. When rating each factor, call to mind instances that are typical of the employee’s work performance and behavior. Do not be overly influenced by unusual cases which are not typical.

4. Be fair to yourself, the employee, and the College. Make your ratings with the utmost care and thought; they should represent a fair and objective judgment of the employee’s work performance during the rating period.

5. The overall rating on page 4 should be in general agreement and be consistent with the ratings given for the individual factors on pages 2 and 3.

1/28/08 Civil Service Employee Eval - 2

The following evaluation of your work performance has been made considering those factors applicable to your work assignment based on your job duties and responsibilities. More than one statement may be applicable in evaluating the factors in each category.

1. PRODUCTIVITY a. Quality of Work (Accuracy, efficiency, and completeness of work and dependability of results)

___ Does not meet minimum ___ Careless, inclined to make ___ Work generally acceptable ___ Work seldom needs checking ___ Exceptionally accurate and standards mistakes; work barely capable ___ Occasional errors ___ Consistently high quality acceptable ___ Frequent and excessive errors ___ Good quality ___ Improvement needed ___ Often unacceptable

Comments:

B. Quantity of Work (Amount of work produced together with the necessity for close supervision)

___ Does not meet minimum ___ Works at slow pace ___ Volume of work generally ___ Turns out good volume ___ Unusually high results and standards meets standards volume ___ Improvement needed ___ Requires little supervision ___ Very slow worker ___ Needs normal supervision ___ Consistently high ___ Requires close supervision accomplishments

Comments: Civil Service Employee Eval - 3

2. RELATIONSHIPS WITH OTHERS (Effectiveness in working with supervisors, subordinates, fellow employees and the public; traits considered include tact, courtesy, self-control and discretion)

___ Not effective in working ___ Needs improvement in ___ Works well with others ___ Very effective in dealing ___ Stimulates teamwork and with others attitude and manner with public and associates good attitude in others ___ Good attitude ___ Often antagonizes those ___ Has tendency to resent taking ___ Exercises discretion and tact ___ Exceptional in dealing with ___ Accepts constructive with contact direction from supervisor public and associates criticism ___ Lacks tact ___ Tries to be cooperative ___ Needs to be more businesslike ___ Poor attitude ___ Argumentative

Comments:

3. WORK HABITS (Attitude toward work; safe and effective use of personnel, materials and equipment; compliance with rules, regulations and supervision; other personal habits as they may affect work and use of time)

___ Undependable ___ Gives up easily ___ Generally acceptable work ___ Consistently up to and ___ Exceptional work habits and somewhat above work attitude toward job ___ Needs constant watching ___ Has some difficulty in standards following prescribed work ___ Seldom requires supervision ___ Does not follow prescribed procedures work procedures ___ Needs to show more interest ___ Little interest in work in work Comments: Civil Service Employee Eval - 4

4. JOB KNOWLEDGE (Basic knowledge of job; familiarity with other departmental functions related to job; understanding and observance of specific job duties; ability to learn new assigned tasks and acquire necessary skills)

___ Definite lack of knowledge ___ Inadequate knowledge of ___ Has adequate knowledge of ___ Good knowledge of duties; ___ Excellent understanding of duties duties well informed job assignments ___ Very little understanding of job duties ___ Understanding of job duties ___ Requires very little direction; ___ Needs a little additional ___ Occasionally needs direction not sufficient extremely capable ___ Needs considerable instruction instruction Comments:

5. ATTENDANCE AND PUNCTUALITY (Frequency and number of absences and latenesses; observance of lunch hour and break periods)

___ Excessive absence or ___ Lax in attendance and ___ Generally acceptable ___ Very good attendance record ___ Excellent overall attendance tardiness reporting for work on time attendance and punctuality and punctuality ___ Rarely tardy ___ May be absent from work ___ Improvement needed in without adequate notice ______Prompt in lunch hours and ___ Abuses lunch hour and work break periods breaks Comments: Civil Service Employee Eval - 5

6. PROMOTABILITY (Supervisor’s opinion with respect to employee’s ability to progress; applicable for Annual Evaluations of Permanent staff only)

___ Has not demonstrated overall ___ Improvement needed before ___ Should be considered for ___ Willing to accept ___ Excellent candidate for qualities needed for can be recommended for promotion responsibility; promotion; advancement promotion Recommended for promotion Recommended without reservation ___ Unwilling to accept responsibility Comments: Civil Service Employee Eval - 6

In my opinion the overall judgment best expressing this employee’s work performance for the period covered by this report is:

______SATISFACTORY ______UNSATISFACTORY

This report represents my best judgment of the value of this employee’s work service during the period stated and is based upon personal observation and/or knowledge of his/her work.

I RECOMMEND: ______continued employment (check one) ______employment be discontinued ______tenure (for final report only)

SIGNATURE OF RATER ______DATE ______(print name) ______TITLE ______------(To be completed where it has been determined to be appropriate by the department or by the Human Resources Director)

I have reviewed the report of the immediate supervisor and have indicated my disagreement, if any. This report is accurate according to my best knowledge and belief.

Comments:

SIGNATURE OF REVIEWER ______DATE ______(print name) ______TITLE ______------TO THE EMPLOYEE: The overall judgment shown above is the rating assigned by your supervisor and reviewed (if appropriate) on a higher level. Only “unsatisfactory” (below standard) overall ratings are subject to appeal to the Human Resources Director.

I have reviewed this report on the date indicated and have had the opportunity to discuss it with my rating supervisor(s). My signature does not necessarily signify agreement. I understand that I may submit a rebuttal.

SIGNATURE OF EMPLOYEE ______DATE______