appendix 2 - instructional faculty evaluation (doc)

…Powered by PEP___________________________________________________________________________________Performance Excellence Form for Professional/Technical Jobs

Employee Name:

Title:

Department:

Supervisor’s Name:

Check One: Review Period:

Planning Date:

Mid Year Date of Review:

Year End Date of Review: HCC Performance Management Philosophy

HCC values our employees. We are committed to providing an environment that enables all employees to develop and realize their full potential in alignment with HCC’s mission, goals, values and action plans. We strive to provide a support climate conducive to performance excellence and to personal and organizational growth.

In accordance with this commitment, the HCC Performance Excellence Program is designed to provide regular, consistent, fair, and honest evaluation, performance feedback, and structured professional growth opportunities. The ultimate goal of performance management is to improve the organization’s performance and enhance our ability to provide the highest quality instruction and educational service to our community.

The written performance review and the subsequent conversation should focus on the employee’s performance of essential job responsibilities, the achievement of goals and professional development. In addition, the following performance dimensions emphasize skills and behaviors that contribute to overall performance:

Category A: Performance Dimensions for all Professional/Technical Employees- Decision making and Judgment - Accountability /Ethics/Integrity -Teamwork/Respect for Others- Continuous Improvement - Productivity and Work Quantity - Job Knowledge- Customer Service - Communication

Category B: Additional Management Dimensions for Professional/Technical Employees who supervise others- Leadership -Staff Development and Motivation - Resource Management- Planning and Organization -Delegation of Authority

Revised 05/03/07 1 FY06-07 PEP Form-Professional/Technical

Instructions:

Please refer to the official position description when developing job responsibilities and goals, assessing and evaluating performance. Utilize specific examples to document and support your ratings.

PART I: RESPONSIBILITIES

List the major (4-6) responsibilities that are part of your job. In the appropriate columns, indicate how you measure and define success toward the accomplishment of your responsibilities.

Responsibilities Method of Measurement Results RatingMy responsibility:

E

PP

NI

UMy responsibility:

E

PP

NI

UMy responsibility:

E

PP

NI

UMy responsibility:

E

PP

NI

UMy responsibility:

E

PP

NI

U


PART II: GOALS/OBJECTIVES/PROJECTS

List the major (4-6) Goals/Objectives/Projects that are part of your job. In the appropriate columns, indicate how you measure and define success toward the accomplishment of your goals. Relate each Goal/Objective/Project to your Department’s goals.

Goals/Objectives/Projects

Method of Measurement Results Rating

HCC goal: Focus on Learning

E

PP

NI

U

Department goal:

My goal:


E

PP

NI

U

Department goal:

My goal:


E

PP

NI

U

Department goal:

My goal:

PART III: VALUES-BASED DIMENSIONS OF PERFORMANCE

Please check the most appropriate box for the rating that applies to each of the performance dimensions. Comments should emphasize skills and behaviors that contribute to an employee’s performance. Identify specific learning and development focus areas for future performance improvement. All employees should be rated on Category A: Professional/Technical Performance Dimensions. Those who supervise other employees should be also be evaluated on Category B: Additional Management Dimensions.

A. Dimensions for all Professional/Technical Employees


Decision-making and Judgment - Makes clear and timely decisions and accepts responsibility for outcomes. Involves others as appropriate. Makes decisions based on evidence and in accordance with HCC values, mission, goals, policies and procedures. Considers and weighs alternatives to select the best “fit” with the situation at hand. Takes calculated risks. Is able to analytically assess a situation and determine the principal problem. Uses sound problem solving methods to arrive at workable solutions.

Unsatisfactory Needs Improvement Professional Performance Exemplary

COMMENTS

Employee:

Supervisor:

Future Focus Plans:

Accountability/Ethics/Integrity - Makes and meets commitments; stands by the decisions that he/she has made. Accountable for own actions and responsibilities. Follows HCC policies, procedures and guidelines. Demonstrates high ethical principles and professional standards in decision-making and behavior. Is consistently fair, truthful and sincere.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:

Teamwork/Respect for Others - Contributes to a comfortable work environment by willingly cooperating with others. Seeks to collaborate with others on a regular basis. Keeps team commitments. Seeks to effectively resolve interpersonal conflicts through honest, open dialogue and cooperative solutions. Respects the judgments and opinions of others. Treats others with dignity, consideration and thoughtfulness. Demonstrates tolerance and inclusion of others in workplace actions. Demonstrates awareness and sensitivity for various cultures, styles and beliefs. Maintains confidentiality. Recognizes the contributions of others. Values a diverse work environment.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:


Continuous Improvement - Seeks to improve the quality and quantity of the work produced. Willingly accepts feedback about work performance and incorporates changes into work behavior. Identifies improvement areas within the department and makes changes. Takes on additional responsibilities to improve the department’s functioning. Works to overcome resistance to change. Identifies solutions that are new, innovative and clearly defined. Follows a systematic process-improvement methodology to improve work processes. Considers the best interests of the college in decisions. Adjusts to changing situations and circumstances. Seeks to improve own workplace knowledge, skills and competencies.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:

Productivity/Work Quantity - Completes the established standard of work (volume and quality) on time and budget. Incorporates technology to streamline processes when appropriate. Completes projects in a timely and cost-effective manner. Plans, organizes and prioritizes work effectively.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:

Job Knowledge – Demonstrates expected knowledge of own job responsibilities, trends, techniques and skills to perform the work required. Appropriately uses current technology for maximum job effectiveness. Keeps current with new work methods to complete work activities.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:


Customer Service – Fosters a service excellence culture. Assures work processes are user-friendly. Identifies issues, seeks solutions, and assists both internal and external customers to resolve questions/issues that are consistent with HCC policies and procedures. Uses customer feedback to improve service. Conducts self in a manner that is consistently professional and courteous.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:

Communication - Shares relevant knowledge and information with others, makes sure there are no surprises, listens carefully to others. Speaks and writes clearly and concisely, keeping target audience in mind. Encourages open expression of ideas and opinions. Communicates with others to remove barriers and promote cooperation. Adapts communication style to diverse audiences. Manages meetings effectively. Responds timely to e-mails, phone messages and mail.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:

B. ADDITIONAL MANAGEMENT DIMENSIONS FOR PROFESSIONAL/TECHNICAL EMPLOYEES WHO SUPERVISE OTHERS

Delegation of Authority – Effectively and appropriately delegates responsibility and assignments to others. Offers guidance and support as needed. Involves others in decision-making.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:


Planning and Organizing – Organizes own work and the work of staff to meet workgroup goals. Develops plans aligned with HCC goals and strategies to meet objectives. Sets priorities and communicates plans to meet deadlines. Takes responsibility for project completion. Achieves results. Accountable for department reports and actions.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:

Leadership - Inspires enthusiasm and commitment for organizational goals. Guides individuals and groups to achieve desired results. Leads by example. Demonstrates self-confidence. Sets reasonable expectations and follows through to completion. Ensures staff members are accountable for work product. Manages conflict and change in ways that contribute to the long-term viability of the workgroup.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:

Staff Development and Motivation - Nurtures talents and capabilities of staff, assists staff in self-improvement, and provides time and resources for staff development. Coaches staff to reach peak performance and provides ongoing feedback. Uses performance management system effectively to foster staff performance excellence. Meets PEP deadlines. Accurately, honestly and fairly completes performance evaluation forms in a timely manner. Hires qualified personnel to meet department needs. Describes expectations, goals and requests in a way that inspires staff and others to meet expectations. Appropriately recognizes and rewards high performance.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:


Resource Management - Manages the human, financial and informational assets of the department in a manner that is effective and efficient. Ensures quality and quantity standards are met. Responds effectively to unforeseen challenges. Plans and budgets for future resource requirements.


COMMENTS

Employee:

Supervisor:

Future Focus Plans:

PART IV: OVERALL PERFORMANCE

Overall Performance Ratings MUST include supervisor comments. For “Exemplary” or “Professional Performance” ratings, emphasize skills and behaviors that have contributed to the employee’s performance success. If performance is rated as “Needs Improvement” provide an explanation that focuses on what area(s) will be addressed during the next performance period. Include comments about areas for specific learning and development for performance improvement. A rating of “Unsatisfactory” requires the establishment of a formal performance improvement plan (PIP) and time frame for improvement.

A. SUMMARY PERFORMANCE – RESPONSIBILITIES


B. SUMMARY PERFORMANCE – GOALS/OBJECTIVES/PROJECTS


C. SUMMARY PERFORMANCE – BEHAVIORS/COMPETENCIES


D. OVERALL PERFORMANCE


COMMENTS

Supervisor:

Employee:

Future Focus Plans: Time Frame:


PART V: PROFESSIONAL DEVELOPMENT:

Please list the 2-6 activities that you will take part in over the next year to improve your contribution to the College. Relate each area to Part I, Part II or to Part III, “Future Focus Plans” and Part V, “Goals.” Identify specific areas of performance, so that your professional development goals are directly related to enhancing your job performance. Also, include professional development activities that will enhance your skills, knowledge, and abilities for HCC career progression. (e.g. courses, workshops, seminars, on-line computer courses, OJT from an experienced person, reading books or periodicals, coaching or mentoring, cross-training, and other developmental activities.)

Activity Who Responsible When

PART VI: GOALS

List 2-6 major goals to be included in the next performance management cycle.

Goals/Objectives/Responsibilities Method of Measurement ResultsHCC Goal: Focus on Learning

Department Goal:

My Goal:

HCC Goal: Focus on Learning

Department Goal:

My Goal:



Department Goal:

My Goal:


Department Goal:

My Goal:


Department Goal:

My Goal:


Department Goal:

My Goal:


PART VII: EMPLOYEE/SUPERVISOR SIGNATURES

Signature of Supervisor: Date:

I certify that my supervisor has discussed this document with me. My signature does not necessarily imply that I agree with this evaluation.

Signature of Employee: Date:

(For Year End Review Only)

Employee:

Did the performance planning process take place? Yes No Date:

Did the Mid-Year Review Process take place? Yes No Date:

Supervisor’s Supervisor

I certify that I have read the contents of this document and discussed them with the employee’s supervisor.

Signature of Supervisor’s Supervisor: ______________________________________Date:


appendix 2 - instructional faculty evaluation (doc)

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