ࡱ> jli Xnbjbj 0t!xxtC8t;;;;*HT@**@@;;@ ;;@;k'AJ:0l@@@@@@@@@@@@@@@@@@@@@@@x : Performance Evaluation Program Administrative, Operational, Institutional Services Units, and Division of Military and Naval Affairs UnitANNUAL PERFORMANCE EVALUATION FORM__________________________________________________________________________________________ INSTRUCTIONS TO SUPERVISORS AT THE START OF THE AT THE MIDPOINT OF THE AT THE END OF THE EVALUATION PERIOD EVALUATION PERIOD EVALUATION PERIOD Complete Sections 1 and 2A Compete Section 3. (Optional) Complete Sections 2B, 4, 5, 6, and 7_ Employees Name: FORMTEXT      AgencySUNY Geneseo 28190Department: FORMTEXT      Title: FORMTEXT      Salary Grade: FORMTEXT  FORMTEXT           Evaluation Period:From: February 1, 20 FORMTEXT      To:January 31, 20 FORMTEXT      Employees Negotiating Unit:  FORMCHECKBOX Administrative Services  FORMCHECKBOX Institutional Services  FORMCHECKBOX Operational Services ________________________________________________________________________________________________________________________ SECTION 2A - PERFORMANCE PROGRAM SECTION 2B - PERFORMANCE APPRAISAL List the important tasks of the job and briefly describe how you expect each to be performed. Your expectations should be expressed in terms of quality and/or quantity where possible.Describe the employee s performance in accomplishing the tasks specified in Section 2A. Explain how the employee s performance met, exceeded or failed to meet your expectations. 1.  FORMTEXT        1.  FORMTEXT       2.  FORMTEXT        2.  FORMTEXT       3.  FORMTEXT        3.  FORMTEXT        4.  FORMTEXT        4.  FORMTEXT       5.  FORMTEXT        5.  FORMTEXT       6.  FORMTEXT        6.  FORMTEXT       7.  FORMTEXT        7.  FORMTEXT       8.  FORMTEXT        8.  FORMTEXT       9.  FORMTEXT        9.  FORMTEXT      10.  FORMTEXT      10.  FORMTEXT       I received a copy of this performance program on: _________________ Employee: _____________ (Date) (Initials) (Attach additional sheets, if necessary) ______________________________________________________________________________________________________________________ SECTION 3 - SIX-MONTH RECERTIFICATION (OPTIONAL) We met within one month before or after the approximate midpoint of the rating period to discuss the employees performance, and to reaffirm or revise the performance program (If revised, changes have been reviewed and approved, and revisions are attached). If a rating were assigned today based upon service to date, I would propose that it be  FORMCHECKBOX Satisfactory  FORMCHECKBOX Unsatisfactory (check one). This is not a rating; therefore, it is not appealable. Supervisor: _____________________________________________________ _________________________________________________ (Signature) (Date) Employee: _____________________________________________________ _________________________________________________ (Signature) (Date) SECTION 4 - SUPERVISORS COMMENTS Comment on other aspects of the employees performance (such as skills, behaviors, personal characteristics and the time and attendance patterns) which have affected the employees performance or the performance of other employees. Suggest ways in which performance can be improved.  FORMTEXT       Prepared by:  FORMTEXT      ________________ _______________________________________________ _______________________ (Signature) (Date) _________________________________________________________________________________________________________________________ SECTION 5 - PERFORMANCE RATING Check the rating which best summarizes the employees performance. A rating of Unsatisfactory must be supported by specific explanation and justification.  FORMCHECKBOX  Satisfactory: This is a broad category which covers a wide range of employees, all of whom are performing acceptably. It is the expected and usual level of performance. The employee generally meets performance expectations as specified in the performance program for all tasks and performs in a good, competent manner. This is the level which can minimally be expected from an employee in order for the work unit to function effectively. The employees performance may also be characterized as meeting minimal performance expectations for the job yet there may be areas of performance which should be improved. The employee may meet performance expectations for certain tasks or assignments, but some assignments may require extra follow-up and direction by the supervisor. It is only when the employees performance clearly shows that it is below the expected performance level that a rating other than Satisfactory should be considered. Note: Because this rating covers a wide range of performance, supervisors may want to consider the length of time the employee has been in the job as appropriate (i.e., employees in the same job title may be performing satisfactorily but at different levels due to length of time and/or experience on the job).  FORMCHECKBOX  Unsatisfactory: The employee clearly does not meet performance expectations for one or more tasks, not even at a minimally acceptable level. The employee requires significant extra direction, or the supervisor finds it necessary to avoid assigning normal tasks to the employee. The employee cannot be relied upon to carry out critical assignments in a timely and effective fashion. There is a need for immediate and significant improvement in performance. Appeal Rights: Only ratings of UNSATISFACTORY are appealable. Disputes concerning issues such as an employees performance program, and the rating and appeals process are not subject to appeal. Employees must file an appeal within 15 calendar days of the receipt of an UNSATISFACTORY rating. Appeals forms and procedural information are available from your personnel office. Employees have the right to a personal appearance and to CSEA-designated representation before the Appeals Board. ________________________________________________________________________________________________________________ SECTION 6 - REVIEW AND APPROVAL The employees rating is not final until it is reviewed and approved. 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