Annual Perance uation - Non-Supervisory：年度绩效评估-非监督.doc

ManagerAnnual Performance EvaluationODE has an agency-wide performance evaluation process for employees and supervisors to communicate consistently about goals, work performance and outcomes. This process helps supervisors make sound and equitable decisions regarding performance improvement, job and career development, recognition, compensation, and corrective action. The performance evaluation process provides all employees with the opportunity to set clear goals for the next year, to assess the progress made on meeting those goals and expectations, to summarize achievements and contributions to their work unit and ODE, and to identify strengths and areas of development.RoleResponsibilitySupervisor and EmployeeMeet regularly to review progress toward performance goals or performance planSupervisorReview employees position description, documentation and feedback relating to employees performance. Complete this form and send to “reviewer” for comment.ReviewerEnsure that the supervisor is completing the review with objectivity and that the review process is focused on the duties of the position as well as the employees work performance.Supervisor and EmployeeHold the annual performance evaluation meeting. Review progress in relation to performance plan. Restart sequence by discussing goals and development plan for next year.Appointing AuthorityReviews and signs review.Performance LevelsDefinitions of Performance LevelsLevel 4Consistently exceeds expectations for good performance under this standardLevel 3Consistently meets expectations for good performance under this standardLevel 2Needs DevelopmentLevel 1Does not meet standards; performs below the expectations for good performance under this standard; requires direct intervention and support to improve practiceF9 to check spellingThis form is provided as a fillable Word document for your convenience. Because it is “protected” to make it a fillable form, the ordinary spell-checking procedure does not work. To spell-check this document after you have completed filling it, click the F9 key. This initiates a macro that will spell check the content of the form fields. After the spell check is complete, save the document. Note: The spell-check macro is specific to this form; it will not affect your Word application.GOAL SETTING GUIDEListed below are some helpful guidelines to using the SMART goal setting model.Goals that meet the criteria for SMART are:S SpecificM MeasurableA AttainableR RealisticT TimelySPECIFICMake sure your goal is specific. It should be straightforward and emphasize what you want to happen. Specific is the What, Why, and How of the SMART goal setting model.WHAT are you going to do? Use action words such as direct, organize, coordinate, lead, develop, plan, build, etc.WHY is this important to do at this time? What do you want to ultimately accomplish?HOW are you going to do it? (By .)MEASURABLEIf you cant measure it, you cant manage it. Choose a goal with measurable progress, so you can see the change occur. For instance, “I want you to attend three training sessions by December 31st” is more measurable than “I want you to attend more training sessions.”When you measure progress, the employee stays on track and reaches your target dates.ATTAINABLESet goals that can be attained with some effort. The goal should stretch the employee enough to be challenging. If its too difficult you may set the stage for failure. If its too easy, you may unintentionally send the message that its not important or the employee isnt capable.If the goal is set too far out of reach, the employees subconscious may keep reminding them that its out of reach and stop them from giving it their best effort even if they start with the best of intentions. REALISTICRealistic is not a synonym for “easy.” In this case, realistic means “do-able.” Make sure the goal fits with ODEs strategic plan and values, and the skills and resources needed to attain the goal are available. A realistic goal should push an employees skills and knowledge, but it shouldnt break them.TIMELYSet a timeframe for the goal. An end point for the goal provides a clear target to work towards. Without an end point, theres no urgency to start taking action.Manager Annual Performance Appraisal Form 581-1448-I (New 7/13)Introduction and instructionsDate StampThe Oregon Department of Education fosters excellence for every learner through innovation, collaboration, leadership, and service to our education partners.Manager - Annual Performance EvaluationEmployee NameEmployee ID no.:PD Attached Supervisors Name:Office/Work Unit:Evaluation Period:Classification Title:Lead Worker?HR USEEntered into DatabaseFrom:To: Yes NoSignaturesSupervisor:Date:By signing, the supervisor confirms that all applicable policies have been reviewed with the employee, and the position description has been updated to include the most accurate content with a copy being forwarded to Human Resources.Employee:Date:Employee signature confirms only that the supervisor has discussed and given a copy of material to the employee and does not indicate agreement or disagreement with the content of this material. Employee comments should be attached to the final evaluation within 60 days and returned to Human Resources for inclusion in the Employee Personnel File.Reviewer (optional):Date:Appointing authority:Date:Goal Setting and EvaluationEvaluation of goals from the previous year* Comment required if using “Level 4” or “Level 1” rating on the goals listed below.Level 4 Consistently exceeds expectationsLevel 3 Consistently meets expectationsLevel 2 Needs developmentLevel 1 Does not meet standardsDescription of GoalsSelf-Evaluation of Progress Toward GoalsManager Evaluation of Progress Toward GoalsAlignment with Strategic Plan1 Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Strategic Goal # Objective # 2 Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Strategic Goal # Objective # 3 Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Strategic Goal # Objective # Goals set for the upcoming yearDescription of GoalsAlignment with Strategic Plan1Strategic Goal # Objective # 2Strategic Goal # Objective # 3Strategic Goal # Objective # Evaluation Criteria* Comment required if using “Level 4” or “Level 1” rating on the criteria listed below.Level 4 Consistently exceeds expectationsLevel 3 Consistently meets expectationsLevel 2 Needs developmentLevel 1 Does not meet standardsCompetencyCriteriaSelf-EvaluationManager EvaluationN/AAligns with ODE Mission and ValuesEmployees at the Oregon Department of Education are guided by the following mission and values:Mission:The Oregon Department of Education fosters excellence for every learner through innovation, collaboration, leadership, and service to our education partners.Values:Equity for Every StudentHigh Quality EducationResults FocusedServiceLeadershipTeamworkPeople are Our Greatest Asset Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Interpersonal SkillsCooperates with others to accomplish common goals; works with employees within and across offices to achieve shared goals; treats others with dignity and respect and maintains a friendly demeanor; values the contributions of others. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Level 4 Consistently exceeds expectationsLevel 3 Consistently meets expectationsLevel 2 Needs developmentLevel 1 Does not meet standardsCompetencyCriteriaSelf-EvaluationManager EvaluationN/AProgram Area KnowledgeDemonstrates knowledge of program, techniques, skills, and applies knowledge; and works to develop additional knowledge and skills. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:CommunicationRespectfully listens to others to gain a full understanding; comprehends written material; presents information in a clear and concise manner orally or in writing; appropriately adapts his/her message, style and tone to accommodate a variety of audiences. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:FlexibilityAdapts to change quickly and positively; does not shy away from addressing setbacks or ambiguity; deals effectively with a variety of people and situations; appropriately adapts thinking or approach as the situation changes. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:AccountabilityAccepts responsibility for self and contribution as a team member; displays honesty and truthfulness; confronts problems quickly; displays a strong commitment to organizational success. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Creativity and InnovationApplies creative problem-solving skills to his/her work to develop solutions; recognizes and demonstrates the value in taking smart risks and learning from mistakes; develops multiple alternatives; and effectively shares and implements ideas. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:InitiativeProactively identifies ways to contribute to the agencys mission, goals and strategic plan; achieves results without needing reminders from others; identifies and takes action to address problems and opportunities. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Level 4 Consistently exceeds expectationsLevel 3 Consistently meets expectationsLevel 2 Needs developmentLevel 1 Does not meet standardsCompetencyCriteriaSelf-EvaluationManager EvaluationN/ATeam LeadershipEffectively manages and guides group efforts and changes course as needed to achieve team goals; provides appropriate feedback. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Professional DevelopmentDemonstrates a commitment to professional development by proactively seeking opportunities to develop new capabilities, skills and knowledge; acquires skills needed to continually enhance his/her contribution to the agency. Level 4 Level 2 Level 3 Level 1Comment: Level 4 Level 2 Level 3 Level 1Comment:Cultural AwarenessDemonstrates an open-minded approach to understanding people regardless of their gender, age, race, national origin, religion, sexual orientation, religion, ethnicity, disability sta