Fillable Instructions for Career Service Evaluation Process (Pensacola State College)

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Instructions for Career Service Evaluation Process (Pensacola State College)

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Instructions for Career Service Evaluation Process
I. Process:
a. Career Service employee evaluations are due once per year (similar to the
Professional/Managerial Evaluation process). It is mandatory that all
Career Service evaluations are completed by March 31 regardless of the
employee’s anniversary date.
b. The three types of evaluations are:
1. Probationary: For new hires, internal promotions or transfers, at the six-month
mark of the hire date or promotion/transfer date. New hires must fulfill a one-
year probationary period. Current employees who are promoted or transferred to
new positions will be on probation six-months from the effective date and will
receive a Probationary Evaluation.
2. Annual: Once per year due March 31.
3. Special: A Special Evaluation may be processed at any time when a supervisor
has concerns about an employee’s performance or related work issues.
Supervisors should consult with Human Resources when anticipating a need to
process a Special Evaluation.
II. How to Complete the Process:
a. The Career Service Evaluation form is available online for completion. The
supervisor (or assistant to the supervisor) may complete the form on the screen.
Completed forms should be forwarded to Human Resources Department,
Pensacola Campus, building 7. To locate the form: Go to piratenet, under
“Forms”, then “All HR Forms.” click on Performance Evaluation Form (Career
Service). The current form online has a bold line which was placed there to
eliminate the Social Security Number field.
b. Should an employee refuse to sign the Evaluation as presented by the
supervisor, a witness may be present to indicate the evaluation was given and
the employee refused to sign. Satisfactory evaluations shall be routed to the
highest senior administrator level for final signature/approval. These
evaluations need not be forwarded to the President.
c. Supplement to the Evaluation: Effective 2009, each career service employee’s
evaluation will include the process of Professional Development. The form,
“Annual Professional Development Plan for all Levels of Employees,” must be
completed to accompany the Evaluation. Each employee will have an
established plan to document their activities, workshop/seminar participation,
in-service training, college service, and other to complete this process.
Supervisors must review the categories with the employee and ensure the plan
of professional development and training enhances the job functions as related
to performance.
Effective: 9/12/06, Last Updated: 02/12
PENSACOLA STATE COLLEGE
CAREER SERVICE PERFORMANCE EVALUATION FORM
Job Title
SS#
Employee
Evaluation Period: From
to
DepartmentlOffice
probationary
special
Type of Evaluation: annual
PURPOSE: To assist in accurately appraising Career Service employees, to improve performance, to enhance the supervisor/employee
relationship and communication, to improve the motivational climate, and to serve as a useful tool in the growth and development of employees.
INSTRUCTIONS:
1. Check one of the five boxes above the factor description that best describes the employee's performance; complete all categories.
Make ratings based strictly on personal knowledge. Evaluators are encouraged to use the ''Comments'' section below each evaluation
factor to record specific examples of behaviors and events, and to indicate necessary actions FOR EACH EVALUATION FACTOR.
For each evaluation factor where a box at the extreme left or right has been checked, a supporting comment MUST be given. The
''Evaluators Comments'' section at the end of this form should be used to indicate overall comments or improvements.
2. Evaluate employee's work performance for the entire evaluation period under your supervision. Refrain from placing extreme weight
on recent events or isolated incidents. Do not allow personal feeling or personalities to govern your evaluation.
3. The Evaluator should list goals and specify job-related details, examples, and/or expected improvements, as required, in the ''Comments''
section FOR EACH EVALUATION FACTOR. The ''Evaluator's Comments'' section at the end of this form should be used to bring
together all the specific comments into a centralized summary that states major action for improved performance.
4. Both the immediate supervisor and the next-level supervisor must agree on the factor evaluations and must sign the form before the
evaluation is communicated to the employee. After the employee signs this evaluation, no changes may be made without the employee's
knowledge.
QUALITY OF WORK: Consider the accuracy, thoroughness, neatness, and general efficiency of work completed. Appraise employee's
standards of quality.
Below minimum stan-
dards; makes some
recurrent errors; needs
overall improvement
Above standards; makes
few errors; accurate and
thorough to a higher
degree
Exceptional performance;
produces highest quality
work; very accurate and
thorough
Below standards; makes
frequent errors; needs
much improvement
Meets standards and
expectations; acceptable
quality of work
L
Comments:
QUANTITY OF WORK: Consider amount/volume of acceptable work produced, use of time, promptness, ability to meet schedules, and
productivity levels expected of this position.
Exceptional production
and very Industrious;
produces more than is
expected; superior
promptness and pro-
ductivity
Above minimum pro-
duction standards; uses
time well; meets sche-
dules and takes the
initiative to a higher
degree
Below production stan-
dards; wastes time; no
initiative; does not meet
schedules
Meets standards forBelow minimum pro-
duction standards; does
just enough to get by;
requires close super-
vision and occasional
prodding
amount and volume of
work; acceptable
productivity
Comments:
JOB KNOWLEDGE: Consider employee's understanding of all phases of his/her work, demonstration of specific knowledge, technical skills,
and related functions.
Has very minimal know-
ledge and understanding
of job; lacks work experi-
ence and/or displays no
interest in developing job
knowedge/skills
Meets standards and is
informed about job and
related functions
Has limited knowledge of
job and related
functions; occasionally
takes initiative in
developing job
knowledge skills
Has good working
knowledge and un-
derstanding of most
aspects of job; takes
initiative in developing
job knowledge and/or
skills to a higher degree
Has thorough knowledge
and understanding of all
aspects of job; regularly
demonstrates specific
knowledge and skills
Comments:
ATTENDANCE AND PUNCTUALITY: Consider employee's record of being on the job, the time devoted to actual work, and being on
time and punctual.
Somewhat lax in atten-
dance and/or reporting
for work on time; needs
some Improvement
Very regular in atten-
dance and promptness;
seldom absent and time
is usually well spent
Excessive absences
and/or very frequent
tardiness/lateness; needs
much improvement
Meets standards for
attendance and punc-
tuality. Usually present
and on time
Always prompt; excep-
tional In attendance;
devotes much time to
actual work
Comments:
Employee
Social Security
COOPERATION/INTERPERSONAL SKILLS: Consider employee's ability to work cooperatively with others, effectiveness in personal relations
at all levels, application of interpersonal problem-solving skills, and demonstration of interactions
with others.
Often tactless, quarrel-
some; consistently
causes friction and is
uncooperative; not effec-
live in dealing with
others; insubordinate
and needs much
improvement
Very cooperative and
tactful; exceptionally
effective in personal
relations at all levels;
excellent use of
interpersonal problem
solving skills
Meets standards.
Cooperates with others
and has acceptable
interpersonal skills
Usually cooperates in an
agreeable manner, but
has some difficulties in
interaction with others;
Cooperates well with
others to a higher
degree; has very few
problems interacting with
others; congenial and
helpful
needs some
improvement in working
with others
Comments:
DEPENDABILITY: Consider reliability and willingness of employee to follow instructions and to carry out assigned tasks with a minimum
of direct supervision. Do you have confidence the job responsibilities were willingly accepted and conscientiously
implemented?
Very reliable and
requires no supervision;
conscientious and
dependable in
completing all work
Reliable to a higher
degree; accepts
responsibility beyond
routine; little supervision
needed. Dependable
and attentive in
completing many tasks
Meets standards; is
Requires close, constant
supervision; refuses to
accept responsibility; not
reliable; needs much
follow-up
Below minimum
reliability standards;
usually dependable but
requires some follow-up
attentive to work
assigned; accepts
responsibility as
designated by supervisor
reminders; has slight
difficulty in accepting
responsibility and needs
some improvement
Comments:
SUPERVISORY PERFORMANCE:
(If applicable) Consider the roles and responsibilities of the job (performance evaluation, counseling,
communication, discipline, equal opportunity, etc.) requiring effective application of supervisory skills
to create a positive, organizational climate.
Has above standard
~ supervisory skills, know-
ledge and understanding
of supervisory roles;
demonstrates superior
supervisory skills and
understanding of roles to
a higher degree; moti-
vates and leads subor-
dinates
Meets standards of basic
.supervision. Implements
policies and procedures
to get tasks accomplished
Lacks supervisory
skills-in planning, organ-
Has limited knowledge
and understanding of
supervisory roles and
skills; usually demon-
strates basic supervisory
skills, but needs im-
provement in super-
visory skills and roles
Has thorough knowledge
and understanding of all
aspects of supervisory
roles and skills; regularly
demonstrates specific
supervisory knowledge
and skills at the highest
level
izing, communicating,
counseling, directing,
controlling, etc.; does not
understand nor demon-
strate scope of responsi-
bilities
Comments:
EVALUATOR'S COMMENTS:
EMPLOYEE'S COMMENTS: (OPTIONAL)
...
Evaluator's Signature
Date
Date
Evaluators Supervisor's Signature
Employee's Signature
Date
NOTE: The employee's signature indicates that this evaluation has been discussed with the employee by the evaluator; it does not
necessarily imply agreement with the supervisor's evaluation. Should employee refuse to sign, a witness signature should be add.
ed to Indicate the employee did receive the evaluation and refused to sign. Distribute copies after all signatures are on this form,
(rev. 9/96; 10/10)
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Instructions for Career Service Evaluation Process (Pensacola State College)

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Completed 25 August 2020

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