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This evaluation was based on factors applicable to your duties and responsibilities. More than one statement may be applicable in evaluation the factors in the left margin.
COMMENTS 1. PRODUCTIVITY Quality of Work Considered were the accuracy, efficiency, and completeness of your work, including dependability of results. Quantity of Work Considered was the amount of work produced together with the necessity of close supervision. -. RELATIONS IP WIT OT ERS. +ffectiveness in working with supervisors, fellow employees and public. Traits considered were tact, courtesy, self%control and discretion. Does not meet minimum standards Fre uent and e!cessive errors "ften unacceptable Does not meet minimum standards #ery slow worker $e uires close supervision )ot effective in working with others "ften antagoni.es other people /acks tact )eeds to be more businesslike 0oor attitude *rgumentative Careless, inclined to make mistakes%barely acceptable work &mprovement needed 'ork generally acceptable "ccasionally errors (ood uality 'ork seldom needs checking Consistently of high uality +!ceptionally accurate and capable
Turns out good volume $e uires little supervision *ccomplishments consistently high #ery effective in dealing with public and associates +!ercises discretion and tact
)eeds improvement in attitude and manner 1as tendency to resent taking direction from supervisor
'orks well with others (ood attitude *ccepts constructive criticism Tries to be cooperative
2timulates teamwork and good attitude in others +!ceptional in dealing with public and associates
3. WOR! A"ITS Considered was your attitude toward your work, safe and effective use of personnel, materials and e uipment, compliance with rules, and regulations and carrying out assignments. "ther personal habits as they may affect your work and use of time. 5. #O" !NOWLED$E Considered was basic knowledge of 4ob6 familiarity with other departmental functions related to 4ob6 understanding and observance of specific 4ob duties. 7. ATTENDANCE AND PUNCTUALITY Considered were fre uency and number of absences and latenesses and observances of lunch hour and break periods. 9. PROMOTA"ILITY :*pplicable for *nnual +valuation of 0ermanent 2taff "nly; Considered to be an e!pression of your supervisor<s opinion with respect to your ability to progress.
/ittle interest in work Does not follow prescribed work procedures )eeds constant watching ,ndependable
(ives up easily 1as some difficulty in following prescribed work procedures )eeds to show more interest in work &nade uate knowledge of duties ,nderstanding of 4ob duties not sufficient
+!ceptional work habits and attitude toward 4ob 2eldom re uires supervision
Definite lack of knowledge #ery little understanding of 4ob duties )eeds considerable instruction +!cessive absence or tardiness *bsent from work without ade uate notice or documentation *buses lunch hours and work breaks 1as not demonstrated overall ualities needed for advancement ,nwilling to accept additional responsibilities
1as ade uate knowledge of duties )eeds a little additional instruction (enerally acceptable
+!cellent understanding of 4ob assignments $e uires very little direction. +!tremely capable +!cellent overall attendance record
/a! in attendance and reporting for work on time &mprovement needed in 888888888888888888888888
#ery good attendance record $arely tardy 0rompt in lunch hours and break periods 'illing to accept responsibility = $ecommended for promotion
UNTER COLLE$E O' T E CITY UNIVERSITY O' NEW YOR! EMPLOYEE PER'ORMANCE EVALUATION 'ORM
RECOMMENDATION :This part must be completed for probationary or special evaluations, otherwise optional;> 888 continued employment 888 employment be discontinued 888 tenure :for final report only; This employee performance evaluation is based on demonstrated 4ob skills observed by me during the indicated evaluation period. The overall rating and recommendation :if any; were determined by assessing all factors listed. & have discussed the evaluation with the employee. )*M+ "F +M0/"B++> D+0*$TM+)T> EVALUATION PERIOD& From> 888888888888888888888888888888888888888888 8888888888888888888888888888888888888888888 0$&)T )*M+?T&T/+ 2&()*T,$+?D*T+ %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% II. REVIEWER%S COMMENTS 888 & agree with the overall rating 888 & do not agree with the overall rating above. My disagreement is e!plained below. The revised overall rating is> 2atisfactory ,nsatisfactory 1. -. 888888888888888888888888888888888888888888 8888888888888888888888888888888888888888888 0$&)T )*M+?T&T/+ 2&()*T,$+?D*T+ %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% III. EMPLOYEE%S AC!NOWLED$EMENT & 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. & understand that & may submit a written rebuttal, which will be attached to this evaluation and placed in my personnel file. 2&()*T,$+ "F +M0/"B++ 88888888888888888888888888888888888888 D*T+ 888888888888888888888888888 %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% IV. UMAN RESOURCES O''ICER%S CERTI'ICATION & have reviewed the supervisor<s evaluation, reviewer<s comments, and the employee<s statement :if any;. & believe this form to be complete and in accordance with the guidelines provided for evaluations of employees serving in this title. This form shall be made part of the employee<s official 0ersonnel File. 888888888888888888888888888888888888888888 0$&)T )*M+?T&T/+ 8888888888888888888888888888888888888888888 2&()*T,$+?D*T+ 3. 5. 7. INSTRUCTIONS Carefully read the definitions for each factor listed on page -. &n each instance check off the statement:s; that best describe the employee<s performance in the factor being considered. *dd any comments which you feel will help in making a fair appraisal. 'hen rating each factor, call to mind instances that are typical of the employee<s work performance and behavior. Do not be overly influenced by unusual cases which are not typical. Ce fair to yourself, the employee, and the College select your ratings with the utmost care and thought6 it should represent a fair and ob4ective 4udgment of the employee<s work performance during the rating period.. The overall rating on page 5 should be consistent and in general agreement with the ratings given for the individual factors on pages - and 3. TYPE O' EVALUATION& *nnual 2pecial To> T&T/+> STATUS& 0ermanent 0robable 0ermanent 0rovisional?Temporary 1ourly 0robationary> 1 st 888886 -nd 888886 3rd 888886 Final 88888
DDDDDD D" )"T '$&T+ C+/"' T1&2 /&)+ DDDDDD 0lease $eturn to the 1uman $esources "ffice Cy
DDDDDF"$ 1,M*) $+2",$C+2 ,2+ ")/BDDDDD Date received by 1uman $esources "ffice