American Red Cross DISASTER RELIEF OPERATION

American Red Cross DISASTER RELIEF OPERATION

WORK PERFORMANCE EVALUATION

OVERALL PERFORMANCE ON THIS RELIEF OPERATION

Satisfactory Needs Improvement

Performance Criteria

SUPERVISORY PERFORMANCE(applicable for staff serving in a supervisory position)

* Items marked “Needs Improvement” require specific examples of deficiency and improvement recommendations documented

in the “performance narrative” on the reverse side of this form.

Performance Narrative: (Attach an additional sheet if necessary)

Disaster training recommended to enhance or improve knowledge and skills:

Additional experience recommended to enhance or improve knowledge and skills:

Based upon performance on this relief operation: I recommend the following for consideration: (check one)

Reviewer’s Comments: ______

Reviewer ‘s Signature ______Date ______

Staff Member’s Signature ______Date: ______

(Signature does not imply agreement, but indicated review has been conducted)

Staff Member’s Comments: ______

Instructions for Completing The

Disaster Relief Operation Work Performance Evaluation

Note: All performance evaluations are to be completed by the worker’s direct supervisor.

1. Name—The name under which the worker’s DSHR System records or unit records are maintained.

2. Unit of Affiliation—The name of the unit contacted to request the worker’s assignment to a disaster relief operation. In some cases, this may not be the unit in which the worker resides.

3. City—The city of the worker’s unit of affiliation.

4. State, Chapter Code, Unit Code—The state in which the worker’s unit of affiliation is located, the chapter code or unit code. If the worker does not know the chapter code or unit code, contact Staff Services for this required information.

5. Personnel Classification—Check the appropriate box for the worker’s personnel status. Exemption status information is not required. “Volunteer” should be checked for staff from other voluntary agencies. Do not check “National Employee” for disaster reserves.

6. Name of Disaster—The name assigned to the disaster relief operation.

7. DR No.—The number assigned to the disaster relief operation.

8. DSHR System Member—Check the appropriate box.

9. Group/Activity/Position—The name of the group, activity and position within the DSHR System; e.g., service associate supervisor, manager, administrator.

10. Assignment Description—Thespecific assignment for the worker; e.g., ERV crew member, shelter manager, client caseworker, supervisor, shelter manager, hot line worker.

Note: Regardless of the DSHR system position held, the worker must be evaluated solely on quality of the work assigned and performed. When the worker is assigned to a position of greater responsibility than usually expected of someone with the level of training and/or experience associated with the DSHR System position, the worker is held to the same expectations as all other workers assigned to perform the same duties.

11. Specialty Track—The DSHR specialty track within the activity, where applicable.

12. Length of Time Above Position was Held—Enter the date the worker began performing the assigned duties, the date the worker is being released from the relief operation or transferring to other duties, and the number of days of the present assignment.

13. Length of Time Supervised by This Evaluator—The number of days you personally supervised this worker. If you are combining your evaluation with information provided by a previous supervisor who did not supervise the worker for 7 days and who was not requested to provide an evaluation, note this information on the back of the form under “Reviewers’ Comments.”

14. Place(s) of Assignment—Enter all locations where the worker was assigned during the period in which you provided supervision.

15. Overall Performance on this Relief Operation—This section should be completed after evaluating each of the performance criteria. Any rating of “needs improvement” requires an explanation on the back of the form under “Performance Narrative.” If the worker’s performance was rated “needs improvement” because of a lack of training orexperience, the narrative statement must be supported by entries in the “training” and/or “additional experience” sections directly below the “Performance Narrative” section.

16. Performance Criteria

Note: All items in each category bear approximately equal weight; however, there are times when the failure to complete one item will seriously compromise the ability to successfully complete other items. For example, if a worker arrives late, leaves early, and takes a long lunch hour it does not matter how well the worker completes the assigned task(s), the performance in that category is not satisfactory.

a. The “Work Requirements” and “Interpersonal Skills” sections must be completed for all workers assigned to a relief operation. Each of the listed items should be marked according to the criteria measures. If any of the items listed in the measures requires improvement, but, overall, the performance for that measure was satisfactory, place a check mark in the “satisfactory” box and note the area needing improvement in the “Performance Narrative” section. If an equal number of items or more than half of the items were rated as needing improvement, place a check mark in the “needs improvement” box and explain on the back of the form under “Performance Narrative.” If the worker’s performance was rated “needs improvement” because of a lack of training or experience, the narrative statement must be supported by entries in the “training” and/or “additional experience” sections directly below the “Performance Narrative” section.

b. The “Supervisory Performance” section is completed only if the worker was assigned to a supervisory position, regardless of the worker’s DSHR System position (see item 10). In addition to “satisfactory” and “needs improvement,” there is an opportunity in this section to note if any of the criteria were not observed by the reviewer or not a part of the supervisory responsibilities assigned to the worker.

17. Performance Narrative—This section should document the strengths of the worker and the worker’s readiness to move to a position of greater responsibility. The narrative must also document any items marked “needs improvement.” If an extra page is required, ensure that the worker receives a copy. The worker must sign all additional pages.

18. Training—List any suggested training that would help the worker be better prepared for the next assignment, whether it is at the same level or a position of greater responsibility.

19. Experience—List any experience, either at the local level or on future disaster relief operation that, in your opinion, would enhance the worker’s ability to complete the responsibilities of the type of assignment just completed or to be promoted to a position of greater responsibility.

20. Recommendation—Check the box that corresponds best with your summary evaluation of the worker’s performance and your recommendation for future assignments. If you are recommending the worker be promoted, the “Performance Narrative” must reflect the reasons for the recommendation. If you are recommending the worker not be assigned to future operations without further training/counseling, the “Performance Narrative,” “Training,” and “Experience” sections must justify the recommendation and present possible remedies, as appropriate.

21. Direct Supervisor’s Name—Enter your printed name, title and the date, and sign the form.

22. Reviewers—All performance evaluations are prepared by the worker’s direct supervisor and must be reviewed for concurrence or change by the direct supervisor of the person who evaluated the worker. In some cases, such as in service centers and at the relief operation headquarters, the direct supervisor of either the worker or the evaluator may be assigned to Operations Management rather than the same activity as the worker. For example, a Client Casework supervisor or Health Services supervisor report directly to the service center manager and would be evaluated by that person. In this case, technical input would be provided by the Client Casework manager or the Health Services manager. For administrators, the evaluation is prepared by the director (or deputy director) of the relief operation and the technical reviewer would be the group lead (not the DOC) at national headquarters.

DRO Work Performance Evaluation (Rev.10-08)