Performance Review Non-Management -Daniela Bryant December 2011

Performance Review Non-Management -Daniela Bryant December 2011

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Performance and Development Review Employee Information Date: 12-02-11 Employee Name: Daniela Bryant TS File #: Position: Court Liaison Department: Operations Worksite Employer: CFC West Palm Beach Company Code: Paygroup: Last Review Date May 2011 Hire Date: 05-01-06 Date Position Assumed: Supervisor Name: KimUyen Thai Supervisor Title: CM Coordinator Type of Review: Initial Evaluation Annual Promotion Special Guideline for Preparation of Performance and Development Review The Performance and Development Review provides a means to candidly and thoroughly discuss an employee’s job performance. Supervisors should give careful thought to completing the form and give the employee ample time to read the evaluation and openly discuss the contents. An employee should be fully knowledgeable of the principal job responsibilities and the supervisor’s expectations and standards of performance. The supervisor should critique the employee based on the primary factors listed and in accordance with the rating provided. The rating of “competent” represents an acceptable level of performance. Performance above or below acceptable levels should be appropriately rated above or below the average rating. Grading of “distinguished” should be reserved for outstanding performance. In the Performance on Established Objectives section the supervisor is to evaluate the employee on objectives set for the current review period and summarize results achieved. The Future Objectives section is where the supervisor is to identify objectives for the next review period. “SMART” objectives should be agreed upon.
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