Meet & Confer Performance Evaluation 2016-2017

Name ______Title ______

Supervisor ______Title ______

Department ______Review period: Fiscal Year 2016-2017

The purpose of the Performance Evaluation process is to record your planned work for 2016-2017 – established from your individual goals, department action plans and/or College Action Plan – and monitor your progress (Section I). Section II allows you to discuss professional development goals for the upcoming year and to monitor your 20 hours of development. In addition, this evaluation assesses the effectiveness of your job performance for the review period of fiscal year 2016-2017 (Section III).

·  Section I and Section II (first two columns) completed within the July 1 through August 31, 2016 time frame.

o  Mid year assessment of Section I and Section II completed by February 1, 2017

Final assessment on Section I and II, and completion of Section III must be done in May, 2017. Completed performance evaluations and worksheets are due to Jessica Berens (HR) by Monday, June 5, 2017.

·  Human Resources will send instructions to employees and supervisors regarding the process for submitting completed 2016-2017 performance evaluations and the merit compensation worksheet recommendations. These instructions will be sent via email by May 1, 2017.

·  BOT approval of the Meet & Confer merit compensation budget pool may occur at the June 19, 2017 board meeting.

Section I. Planning and evaluation of project work (from individual, department action plans or College Action Projects)

Identify project/goals for 2016-2017. / Identify planned outcome(s) for 2016-2017 project/goals.
Date met: / Mid year assessment comments (fully, partially or not accomplished)
Date met: / Year end assessment
Within the employee’s control, which of the planned outcomes were completed? / Rating
(complete in May 2017)
(complete this section within the July 1 through August 31 time frame) / (complete by Feb 1) / (complete in May 2017) / Needs
Improvement
(1 Point) / Effective
(2 Points) / Highly
Effective
(3 Points)
1.
2.
3.
4.
Notes/Comments for Section I:

Section II: Professional Development Goals.

Grand Rapids Community College values professional development for continuous learning and improvement. Your goals may be:

·  To help you meet your individual educational and professional development goals and needs, (either for job specific or professional skills/competencies)

·  To participate as a department for achieving team effectiveness and communication, (ex: DISC or Strengths Finder Training)

·  To identify, and facilitate the meeting of, institutional training and development needs (ex: sexual harassment training, BCO training, new organizational software training, HLC, AQIP or Baldrige Training)

Examples of professional development may be on-site offerings through the Staff Development Office or attendance at off-site conferences or workshops.

Special examples of professional development include: college-sponsored book study or a credit class (for work related courses). Personal or wellness development and volunteering or community board/involvement related to GRCC work, for the purposes of this section, will be limited to 5 hours

All GRCC employees are encouraged to consider participating in offerings through our Woodrick Center for Equity and Inclusion. You may find their training offerings and all other offerings through Human Resources/staff development at www.grcc.edu/currentlearning

Utilizing the previous year’s performance evaluation and looking forward to the work that needs to be accomplished in Section I, the employee and supervisor should identify goals for a minimum 20 hours of professional development for the 2016-2017 year. Final approval for professional development resides with the supervisor.

Professional Development Activity planned for 2016-2017 / Expectations for completion/rationale for attending.
How many hours will you complete with this activity?
Date met: / Mid year check in
Note: Add items that came up throughout the fiscal year.
Date met: / End of year check in
Note: Add items that came up throughout the fiscal year. / Hours Completed
(complete this section within the July 1 through August 31 time frame) / (complete by Feb 1) / (complete in May 2017)
2. 
3. 
4. 
If you completed a 360 degree evaluation, are there any areas of professional development that you wish to pursue?

(Note: Supervisors are required to document completed 20 hours for direct reports.)

1.  How many hours of professional development were completed for 2016-2017? ______

Section III. Evaluation of top priority job responsibilities and professional skills (where appropriate to position)

Definitions of Rating Categories
Evaluating what we do (job description requirements) and how we do it (professional skills that we use to carry out our work)
Highly Effective - frequently achieves outstanding results. Accomplishments and professional skills often exceeds requirements of the job.
Effective - fulfills requirements of the job description in a fully satisfactory manner.
Needs Improvement - does not consistently fulfill the requirements of the job and needs to improve.
Needs
Improvement
(1 Point) / Effective
(2 Points) / Highly Effective
(3 Points) / Comments – please provide specific feedback for all applicable areas.
Section III. a.
Job Knowledge (top priority items from job description)
Identify these items in July/August 2016
1.
2.
3.
4.
5.
Section III. b. (Please note if a professional skill is not appropriate to evaluate based on position responsibilities leave that section blank.)
Supervision/Management skills (if applicable)
Embraces performance management system for direct reports. Gives constructive feedback. Effectively communicates mission, vision, values to department work. Recognizes and rewards appropriately. Fiscally responsible leader (BCO’s have additional responsibilities)
Leadership
Provides leadership of projects, department teams or cross college teams. Effectively links GRCC mission, vision and values. Plans and coordinates work. Develops others and personally models in a team environment.
Needs
Improvement
(1 Point) / Effective
(2 Points) / Highly Effective
(3 Points) / Comments – please provide specific feedback for all applicable areas. (Please note if a professional skill is not appropriate to evaluate based on position responsibilities leave that section blank.)
Communication skills
Effectively express and exchange ideas through listening, speaking, reading, writing, and other modes of interpersonal expression
Seeks and considers others ideas on issues that affect them. Creates atmosphere for open and honest dialogue.
Critical Thinking / Problem Solving / Decision Making
Gather/seek input and synthesize relevant information and data, evaluate alternatives, and implement creative and effective solutions in a timely manner.
Diversity and Community
Strives to create an inclusive learning and working environment that recognizes the value and dignity of each person (students, staff, external partners and community).
Personal skills used for developing employment relationships.
Understands and expresses the lifelong skills necessary for physical, social, economic, mental, and emotional health
Manages self in a professional manner. Willing to learn. Encourages balance and supports wellness. Models accountability and integrity.
Accessible and responsive to others. Handles confidential information. Appropriate follow up. Positive attitude.
Technology
Understands and manages technology in professional, effective and efficient manner for this position

Additional Supervisor Comments: ______

Additional Employee Comments: ______

______

Employee’s Signature Date Supervisor’s Signature Date

______

Supervisor’s Supervisor Signature Date