northern california carpenters regional council annual summary... · nccrc epdp – annual summary...

NCCRC EPDP – Annual Summary of 12 Form Revised: August, 2007

Northern California Carpenters Regional Council

ANNUAL SUMMARY Employee ____________________ Period_________ to _________

Job Title_____________________ Department ________________

PERFORMANCE DEFINITIONS

Highly Satisfactory

Performance exceeds job requirements and expected achievement levels in most of the employee‛s areas of responsibility. All Core Values have been demonstrated and productivity and overall quality of work were decidedly above average. The outcomes of the Development Plan have been met or exceeded.

Satisfactory

Performance has successfully met the performance requirements and expected achievement levels of the position. Core Values have been demonstrated. Productivity and overall quality of work are good and meet what would normally be expected as standard for the position. The outcomes of the Development Plan have been met.

Improvement Needed

Improvement is needed to meet the performance requirements of the position in one or more respects. While the employee may or may not have demonstrated the Core Values, productivity and quality of work generally is not at a level that is required for the position. The employee may, or may not, have completed the outcomes of the Development Plan. With additional learning, effort, experience and coaching, it is likely that performance can be improved. This rating may mean that the employee is on an acceptable learning curve to meet the performance requirements of the position in the near future; if so, this should be noted in the Annual Performance Summary.

Unsatisfactory

Performance is unsatisfactory and does not meet the performance requirements of the position. Normally, Core Values have not been demonstrated and productivity and/or quality of work are consistently below what is expected for the position. Normally, the outcomes of the Development Plan have not been achieved. When an employee earns this rating, specific action is required to ensure immediate and sustained improvement. Otherwise, termination of employment will result.

Not Enough Information

If an employee has been on the job for fewer than six months and is still on probationary status, it may not be possible to evaluate his/her performance. This includes new hires and employees who have made recent position moves. In this case, the rating is “Not enough information”, and the employee will receive a review at the completion of a year of service.


Job Skills:

Job Understanding HS S IN U NI

Judgment HS S IN U NI

Work Ethic HS S IN U NI

Decision-Making HS S IN U NI

Ability to Set Goals HS S IN U NI

Ability to Reach Goals HS S IN U NI


Performance:

Amount of Work Performed HS S IN U NI

Accuracy of Work Performed HS S IN U NI

Thoroughness, Attention to Detail HS S IN U NI

Oral Expression HS S IN U NI

Written Expression HS S IN U NI

Are Deadlines Met? HS S IN U NI


Work Habits:

Effective Use of Time HS S IN U NI

Observance of Chain of Command HS S IN U NI

Follows Instructions HS S IN U NI

Plans and Organizes Work HS S IN U NI

Attention to Duty HS S IN U NI

Job Attitude/Interest HS S IN U NI


Work Habits Continued:

Makes Sound Decisions HS S IN U NI

Use of Initiative HS S IN U NI

Coordinates With Others HS S IN U NI

Care of Equipment HS S IN U NI

Attendance/Observance of Work Hours HS S IN U NI

Sick Leave Hours Used:

Required to Provide Doctor‛s Certificate? Yes No


Personal Relations:Ability to Deal Effectively With: Other Employees HS S IN U NI

Supervisor HS S IN U NI

Public HS S IN U NI

Appropriate Attire For Position HS S IN U NI

Communication Skills HS S IN U NI

Membership Interaction HS S IN U NI


Leadership Skills:

Performance in New Situations HS S IN U NI

Performance in Emergencies HS S IN U NI

Acceptance of New Ideas and Methods HS S IN U NI

Willingness to Take on New Responsibility HS S IN U NI

Creativity and Innovation HS S IN U NI


Other Skills and Abilities (Specific to Department):

Computer Skills HS S IN U NI

Community Involvement HS S IN U NI

Union Offices Committee Trusts HS S IN U NI

Weekly Reports HS S IN U NI

Expense Reports HS S IN U NI

List Community Involvements, Union Offices, Committees, and Trusts:


Supervisory Ability (If Applicable):

Leadership Ability HS S IN U NI

Accepting Responsibility HS S IN U NI

Planning and Assigning Skills HS S IN U NI

Training Skills HS S IN U NI

Disciplinary Control HS S IN U NI

Approachability HS S IN U NI


Supervisory Ability (If Applicable) Continued:

Evaluating Performance (Subordinates) HS S IN U NI

Decision-Making HS S IN U NI

Fairness and Impartiality HS S IN U NI

Demonstrated Ability to Motivate Others HS S IN U NI


INDIVIDUAL DEVELOPMENT PLAN

1. Formalized Training or Educational Activities:

2. On-the-Job Development Activities:

3. Leadership/Coaching/Working with Others:

__________________________________ Employee‛s Signature Dated__________________________________ Supervisor‛s Signature Dated


OVERALL PERFORMANCE: HS S IN U NI

__________________________________Supervisor‛s Signature Dated__________________________________Employee‛s Signature Dated __________________________________District Manager/Director‛s Signature Dated

Employee‛s Comments (Optional):

northern california carpenters regional council annual summary... · nccrc epdp – annual summary...

Documents