TIPS FOR COMPLETING PERFORMANCE EVALUATIONS FOR HOURLY EMPLOYEES Introduction • New Hourly Employee Performance Evaluation Program Effective February 2, 2013. • Resources: – Instructions – Criteria Description, – Employee Performance Review Form – Employee Self-Assessment Form (optional) Performance Factors • Summarize, comment on or give an example of a performance expectation for the factor listed, then circle or highlight the applicable rating. Examples: PERFORMANCE FACTORS PERFORMANCE EXPECTATIONS: COMMENTS OR EXAMPLES RATING JOB KNOWLEDGE Effectively applies knowledge of MaineStreet Marketplace and applicable policies and procedures to research, recommend, and purchase supplies and equipment. Outstanding Commendable Effective Needs Improvement Unsatisfactory Follows specific directions and procedures in a satisfactory manner, but has difficulty identifying and resolving more non-routine problems that require adapting directions/procedures to different situations. Outstanding Commendable Effective Needs Improvement Unsatisfactory Degree of technical knowledge, understanding of job procedures, methods, use of tools and technology ORGANIZATION & COMMUNICATION SKILLS Planning and organizing own work, problem solving, decision making, following directions, communication skills, judgment, adaptability to change Specific Achievements – Comment on things the employee successfully accomplished during the past year. Examples: • George received many thank you notes and “way to go” comments from faculty and staff about the neat appearance of the facilities and grounds. • Martha consistently ensured that lab equipment and materials were in working order and ready on time for student use. Performance Goals for the Past Year – List the goals you and the employee set last year, indicate whether they were achieved, and state the reason if not achieved. Examples: Goals and Accomplishments Were Goals Achieved? Attend document imaging training and begin imaging work orders Attended training April 2012 Prepare menus for fall semester dining common meals 4 months of menus were completed Reason if Not Achieved Absences of other staff meant Gretchen had to do more cooking than planned Performance Goals for the Next Year – Discuss goals for the year ahead with the employee, then list the goals established, steps to reach them, and target date to complete them. Examples: taking on a new responsibility, learning a new skill, making modifications or improvements in the way a duty is performed, improving customer service: Goals Find and implement ways to streamline monthly budget reconciliation process to reduce the time it takes and eliminate paper copies of documents. Improve attendance. Steps to Achieve Goals 1. Analyze current process 2. Meet with budget director and others who reconcile budgets to explore alternate methods 3. Recommend process changes to supervisor. 4. Implement new process. 1.Use sick leave and annual leave more wisely so it is available when you need it. 2. Make annual leave requests at least 1 week in advance. Target Date By 6/30/13 Starting now and continuing Training and Development Recommendations – Discuss training and/or professional development needs and interests with the employee and document them. Training and development may be related to the employee’s current job or help the employee develop skills for advancement. Examples: 1. Participate in Supervisor Development Institute to expand supervisory knowledge and skills. 2. Ricky has expressed interest in beginning to take courses toward an Associate’s degree using her tuition waiver, starting with Introduction to Computer Science next semester. If you have questions or would like help developing performance evaluations for your employees, talk with your supervisor or contact Human Resources. For more information about how to conduct the performance evaluation meeting, goal setting, avoiding common rating errors, and managing performance throughout the year, please visit http://www.maine.edu/pdf/performancemanagementtutorialwithpics.pdf.