PERFORMANCE MANAGEMENT
REPORT
Supervisory
Management
Type of Evaluation: Employee Name: Job Classification: Senior
Administrative Analyst
x complete probation Position #
Employee #
Department: Fire Division: Administration
No. Of Months 6
Annual Time in This Job Class: 6
mos. Time in the Present Assignment: 6 mos.
Special
Evaluation Period: Rating
Supervisor: Supervisor’s
Title:
From: 7/2/17
To:11/1/17
Instructions:
Performance Rating
Factors: Each rating factor is to be
rated according to the following scale (please rate each job factor separately:
one rating should not unduly influence the rating for other factors):
Commendable
- Exemplary performance which
consistently exceeds job expectations at an exceptional level.
Fully
Competent - Performance normally
meets expectations of the job.
Needs
Improvement - Performance more than
occasionally falls below expectations and for which some specific remedial
action is recommended.
Unsatisfactory
- Unacceptable performance which has
received prior notification of needing improvement and which must receive
immediate attention and improvement to avoid discipline.
Please remember to rate each
of the performance standards as separate and distinct performance
elements. Comments are desirable for
each factor and are required if other than a “Fully Competent” rating is
given.
Accomplishment of Prior
Objectives: Summarize whether the
work outcome and/or work behavior objectives for the past rating period were
met. If not, indicate any circumstances
that may have prevented them from being achieved and be sure to update them in
this year’s objective.
Objectives for the
Upcoming Rating Period: Summarize the
work outcome (related to the goals of the unit) and work behavior (individual
development) objectives for the next rating period. These objectives should be developed in
concert with the employee.
Employee Comments: Employees may comment directly on the form or may
submit separate written comments within 30 days. In addition any employee may discuss the
review with the next level of department or City management.
Administrative Management:
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable - Works with the
department/division head in establishing meaningful
goals and objectives for the work unit and its
staff. Such goals and objectives are
consistent with and supportive
of those of the department and the entire City.
Goals
and objectives are not only met, but
modifications are implemented to meet changing
conditions and are constantly exceeded.
Unsatisfactory - Unable to
establish goals which are consistent with the goals and objectives of the City
as a whole and/or the department.
Consistently fails to meet goals and objectives or to implement
modifications to such goals and objectives to conform to changing needs.
Comments:
Resource Management:
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable - Makes the most
effective and efficient use of budgetary, staff,
community and other available
resources. Finds creative ways to not
only provide,
but also expand upon, required services and
support within budgetary, policy, procedural
and other constraints.
Unsatisfactory - Is
consistently unable to deliver required services and/or support within
budgetary, staff, community and other available resources. Appears to be unaware of or unable to, meet
goals and objectives within budgetary, policy, procedural or other constraints.
Comments:
Personnel Management:
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable - Attains unit goals and objectives through
developing and motivating
employees.
Observes classification and bargaining unit constraints while
encouraging
employees to reach their potential. Provides a role model for staff, including
conforming
to normal work standards,
maintains a positive working environment and is respected for
timely performance evaluations and honest
criticism when necessary. Actively
supports
EEO/AA goals and creates a comfortable work
environment free from harassment.
Unsatisfactory - Staff
apparently feels alienated, frustrated and not a part of the overall City, as
evidenced by an excessive amount of grievances, complaints, turnover or lack of
conformance to normal work standards.
Little or no evidence or staff development or motivation. Is unable to meet goals and objectives with
allocated staff resources and often request additional temporary or permanent
support. Does not evaluate employee
performance in an effective and/or timely manner. Does not actively support EEO/AA goals and/or
accepts a hostile or non-supportive environment.
Comments:
Independence of Action:
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable
- Consistently anticipates problems before they arise and initiates
improvements
to procedures without prompting. Thinks
in advance, is realistic,
evaluates
outcomes and does not make decisions that prompt crises or have unforeseen
outcomes. Knows limits and works within them, but doesn’t
use limits to avoid making
decisions.
Unsatisfactory
- Apparently does not recognize problems and/or is unwilling to deal with them
without prodding or before they become crises.
Does not think in advance or anticipate consequences; tends to “shoot
from the hip” Gives totally impractical or insensitive solutions to problems,
or may refuse to make decisions because he/she is apparently “afraid of failure.”
Comments:
Peer
Interaction:
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable
- Is both a leader and a team player.
Contributes to overall goals and is
supportive
of policy while being instrumental in building group consensus. Is aware of
and
contributes constructively to the overall goals and objectives of the
department/division.
Unsatisfactory
- Is viewed as using his/her position for personal gain or advantage at the
expense of peers. Tends to break down,
rather than contribute to, the group consensus.
Comments:
Technical
Skills:
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable
- Demonstrates a full understanding of the technical/operational aspects
of
the unit supervised. Can analyze and
deal with problems in the unit and train staff in
the required activities. Provides required technical support to
management staff.
Unsatisfactory
- Cannot respond to technical matters raised by subordinates and/or peers. Must rely heavily on the expertise of
subordinates and is not in a position to train subordinates in work performed.
Comments:
Communication Skills:
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable - Written materials
are well organized, logical, complete, yet concise.
Oral communication is
professional, credible and responsive to the thoughts and needs of
others. Public presentations are effective and
reflect well on the City. Listens well
to
others and responds
accordingly. Written and oral language
skills facilitate
communication and provide a
positive example to staff.
Unsatisfactory - Written
materials are disorganized, illogical, incomplete and/or excessively long. Oral communication is imprecise, unprofessional
and does not reflect responsiveness to the thoughts and needs of others,
reflective of careful listening. Public
presentations are ineffective and reflect poorly on the City. Written and/or oral language skills hinder
communication and cannot be emulated by staff.
Comments:
Commitment to Safety:
Commendable
Fully
Competent
Needs
Improvement
Unsatisfactory
|
Commendable - Consistently
stresses safety on the job, whether in a low risk situation,
such as an office setting, or
in a high risk situation, such as police, fire or maintenance.
Establishes departmental
programs to encourage safety and employee wellness, and
actively cooperates with City
staff to minimize accidents, workers’ compensation claims
and staff time off work.
Unsatisfactory - Apparently is
unconcerned with safety, as evidenced by a high level of preventable accidents
and/or workers’ compensation claims.
Refuses to cooperate with City staff in developing or implementing
safety programs and ignores safety policies and procedures.
Comments:
Accomplishment of Prior
Objectives
Summarize whether the work
outcome and/or work behavior objectives for the past rating period were
met. If not, indicate any circumstances
that may have prevented them from being achieved.
Objectives for the Upcoming Rating Period:
- Work Objectives for the
Department/Division
- Work Outcome and/or Work
Behavior Objectives for the Employee
Reviewer Comments:
Employee Comments:
Recommendation for Action:
Compensation
- annual increase Probationary
Status Recommendation:
Recommended Continue
Probation
Not
Recommended Grant
Permanent Status
Terminate
Probation
Next review date (annual, unless probationary or 30, 60, 90
day follow-up required):
Certification:
Rater: This report is based upon my own
personal knowledge of the employee’s performance and represents my best judgment
and evaluation of his/her performance for the rating period.
Signature Date
Reviewer: I have reviewed and attached
additional comments as required.
Signature Date
Employee: This report has been discussed with
me and I have been given the opportunity to submit comments or to discuss it
with the next level supervisor.
Signature Date
Return this completed form to the Personnel Department after
completion and employee review.
