ࡱ> U@ bjbj 9j$$$$$$$800080 182$66668(9:\~3ÎӑRBӑ$<g8@8<<ӑ$$66@@@<$6$6~@<~@@A~|$$62 ]0=.Bˆ0ԄЗ0=pЗ$88$$$$З$:vU;T@;D;:::ӑӑ88@88 Guidelines for the Classified Employee Performance Evaluation Form Portland State University  The performance evaluation process has been developed in order to assist employees and supervisors in the method of mutually assessing job performance to support ongoing quality improvement and individual growth. The Performance Evaluation form should be used as a conversation tool to assist supervisors with evaluating and communicating an employees performance. These processes satisfy related contractual obligations to evaluate performance for classified employees, but above all, are intended to help provide a focus and vehicle for the development of individuals and organizational units.  Before You Begin Review the applicable updated job description to ensure the evaluation relates to the specific job functions as identified on the Position Description. Communicate with your employee about their upcoming performance evaluation; if the employee wishes to complete a Self Evaluation, ask for a copy prior to completing the evaluation. Gather calendars, notes, or projects from the previous year to ensure you are evaluating the employee on their progressive performance, and not just reflecting on the weeks prior to the evaluation. Note: please complete the form using Microsoft Word Completing the Evaluation Review the definitions of each Performance Rating Category. Overall Performance Summary For The Past Year: As you end the evaluation session with your employee, you should provide a summary of the employees overall performance during the previous year. This section should be used to communicate the impression that you want your employee to walk away with. The signed original Performance Evaluation form should be sent to Human Resources, with copies made for the supervisor and employee. Note: Performance Evaluations may be sent to HR for review prior to meeting with the employee; e-mail forms to  HYPERLINK "mailto:Terrill@pdx.edu" terrill@pdx.edu. Additional tips and guidelines for writing and giving performance evaluations can be found on the HR website at  HYPERLINK "http://www.hrc.pdx.edu/performance/paguid.htm" http://www.hrc.pdx.edu/performance/paguid.htm. PSU CLASSIFIED STAFF Employee Performance EvaluationEmployee s Name:  FORMTEXT       SS#:  FORMTEXT      Classification Title:  FORMTEXT       Classification Number:  FORMTEXT      Position Number: D FORMTEXT      Department/Office:  FORMTEXT        FORMTEXT      Evaluation Period From: FORMTEXT       To:  FORMTEXT       Evaluation Date:  FORMTEXT       Last Evaluation Date:  FORMTEXT      Definitions of Performance Rating Categories OUTSTANDING* - Consistently exceeds job expectations (specific examples of this employees outstanding performance are required) COMMENDABLE Exceeds requirements of the job on a regular basis MEETS REQUIREMENTS Proficient in the job, meets standards and occasionally exceeds requirements of the job NEEDS IMPROVEMENT Does not perform some functions/responsibilities of the job on a consistent basis and/or at an acceptable level UNSATISFACTORY* - The employee fails to meet performance expectations (specific examples of this employees unsatisfactory performance are required) *Note: While specific examples of performance in all areas is recommended, it is required in the cases of Outstanding and/or Unsatisfactory performance. PERFORMANCE FACTORS PERFORMANCE COMMENTS: Please comment and/or give examples of performance in each of these Performance Factor areas.  RATING1. Quality of Work Overall excellence in workmanship. Competence, accuracy, neatness, and thoroughness. FORMTEXT       FORMCHECKBOX Outstanding*  FORMCHECKBOX Commendable  FORMCHECKBOX Meets Requirements  FORMCHECKBOX Needs Improvement  FORMCHECKBOX Unsatisfactory*2. Productivity Efficiency and consistency in completing assignments. Use of time, volume of work accomplished, ability to plan and meet schedules and deadlines  FORMTEXT       FORMCHECKBOX Outstanding*  FORMCHECKBOX Commendable  FORMCHECKBOX Meets Requirements  FORMCHECKBOX Needs Improvement  FORMCHECKBOX Unsatisfactory*3. Job Knowledge The awareness, understanding and application of skills required for the position. Comprehension of facts, policies, procedures and goals. FORMTEXT       FORMCHECKBOX Outstanding*  FORMCHECKBOX Commendable  FORMCHECKBOX Meets Requirements  FORMCHECKBOX Needs Improvement  FORMCHECKBOX Unsatisfactory*4. Interpersonal and Communication Skills Ability to communicate effectively with staff, students, faculty and public. Maintains positive working relationships. Effective verbal, written and telephone skills  FORMTEXT       FORMCHECKBOX Outstanding*  FORMCHECKBOX Commendable  FORMCHECKBOX Meets Requirements  FORMCHECKBOX Needs Improvement  FORMCHECKBOX Unsatisfactory*5. Initiative and Problem Solving Skills As appropriate, seeks new responsibilities and acquires needed or additional skills. Able to assess situation and carry out appropriate action plan(s).  FORMTEXT       FORMCHECKBOX Outstanding*  FORMCHECKBOX Commendable  FORMCHECKBOX Meets Requirements  FORMCHECKBOX Needs Improvement  FORMCHECKBOX Unsatisfactory*6. Adaptability Ability to manage change; adjust to new work requirements. Flexibility; ability to handle interruptions and matters of urgency. 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Attendance Consider such factors as timeliness vs. tardiness or excused vs. unexcused absences.  FORMTEXT       FORMCHECKBOX Outstanding*  FORMCHECKBOX Commendable  FORMCHECKBOX Meets Requirements  FORMCHECKBOX Needs Improvement  FORMCHECKBOX Unsatisfactory*8. Optional Factor(s) Other factor(s) that may be relevant to this position. Name and Describe:  FORMTEXT        FORMTEXT       FORMCHECKBOX Outstanding*  FORMCHECKBOX Commendable  FORMCHECKBOX Meets Requirements  FORMCHECKBOX Needs Improvement  FORMCHECKBOX Unsatisfactory*Specific Achievements and Strengths as related to the job: Record incidents of positive and/or successful job performance during the performance period (include details and dates), and list professional job strengths.  FORMTEXT       10. Areas for Improvement: Record specific incidents of performance that did not go well (include details and dates), or performance areas that can be improved.  FORMTEXT      11. Performance Goals for the Next Evaluation Period  FORMTEXT       12. 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