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.