ADMINISTRATIVE STAFF PERFORMANCE EVALUATION
A Guide for Administrative Employees
INTRODUCTION:
The value of the Human Resources at the Institution cannot be overemphasized.
The Institution's mission could not be achieved without a competent, motivated
workforce. To that end, the annual performance evaluation review becomes
one of the most effective methods of insuring an efficient and effective
operation. This guide has been prepared to outline the objectives of performance
evaluations and the steps involved in completing the evaluation review.
A similar document has been prepared for and distributed to Institution
supervisors and managers. This evaluation process applies to all Administrative
Staff.
Performance evaluations are intended to:
- measure the extent to which the employee's performance meets the
requirements of a particular position
- strengthen the relationship with your supervisor
- open up channels of communication
- appraise your past performance
- clarify job expectations and standards and establish future goals
- provide a specific occasion for you to raise questions about your
position and/or the guidance you have been receiving from your supervisor
- provide your supervisor with an opportunity to assess how effective
he/she has been in communicating with you.
No performance evaluation can be considered complete without some discussion
and assessment of your potential professional and career growth. You and
your supervisor should talk together about any possible opportunities for
such growth and, if appropriate, work together to identify suitable training
avenues.
PROCEDURES FOR PREPARING THE ADMINISTRATIVE STAFF EVALUATION FORM:
The Administrative Staff Evaluation Form is in two sections, one to be
completed by your supervisor and one by you. The evaluation areas contained
in the enclosed form are intended to serve as a basis for discussion.
The evaluation document becomes a record of the review but is only one
part of the process; the discussion that occurs between you and your supervisor
is clearly asimportant.
EVALUATION DISCUSSION:
The evaluation discussion is intended to focus primarily on an assessment
of your performance, while giving you every opportunity to respond. Both
you and your supervisor should avoid subjective impressions of your performance.
Such opinions clearly do not belong in an evaluation review. Every attempt
should be made to concentrate on concrete examples of your performance.
Should there be performance deficiencies that are brought to your attention
during this review process, you and your supervisor are encouraged to
work together towards designing developmental plans and timetables to
improve that performance level.
The end result of the appraisal process is that you and your supervisor
have agreed on the appropriate job expectations and standards for your
position, using objectives criteria. While this outcome does not mean
necessarily that you agree with the results of the evaluation, you should
feel that you can sign-off on the form indicating that the results were
adequately communicated to you.
The completed evaluation form is retained in your employee file in the
Human Resources Office. If desired, you may also receive a copy for your
own files.
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