Revised 5/2012
EFNEP
Performance Evaluation
Nutrition Program Assistant and Associate
NameEvaluator
Title FromTo To
(Dates of performance evaluation period)
OBJECTIVES
Performance evaluations enable employees and supervisors to work together to achieve performance expectations in key areas, promote both the organization’s development and personal development, and foster commitment and mutual understanding of the mission, vision, and values of the organization. Key objectives include:
Serve as an important communication tool for expectations and providing feedback on performance between employees and supervisors. Actively involve employees in the process, establish performance evaluation as an important aspect of meeting organizational goals.
Increase mutual understanding of job expectations and results. Provide information to plan for personal improvement and professional growth.
Enhance individual productivity for meeting organizational goals.
Provide a fair and objective basis for making personnel decisions, including salary determination, promotion, transfer and separation.
Ratings
UUnsatisfactory - significantly fails to meet the expectations for the criterion. Improvement in performance on specific recommendations is mandatory. Unsatisfactory rating willresult in disciplinary action up to and including termination (see progressive discipline policy).
NINeeds improvement - does not meet the expectations of the criterion. Specific areas of improvement are easily identified. Failure to improve may result in an unsatisfactory rating on future evaluations and may result in further disciplinary action (see progressive discipline policy).
MEMeets Expectations – meets the expectations of the criterion and requires minimal supervision.
EExceeds expectations - exceeds the expectations for the criterion. Work ishigh qualityand employee requires minimal supervision.
SSuperior - consistently provides superior level work. Demonstrates self-motivation to achieve goals and objectives for self, clients, and colleagues.
Criteria and performance matrix
For each criterion, indicate the level of performance you believe this person has demonstrated during the evaluation period. Use the matrix and rating descriptions as a guide for identifying performance ratings for each criterion.
- Teaching and Engaging Audiences
Unsatisfactory / Needs Improvement / Meets / Exceeds / Superior
Graduates less than 5 participants per month. Enrolls less than 20 participants per month. / Graduates 6 – 14 participants per month. Enrolls less than 30 participants per month. / Graduates an average of 15 participants per month (youth and adults). Enrolls at least 30 participants per month. / Graduates an average of 20 participants per month. Enrolls more than 30 participants per month. / Graduates 25 participants per month. Enrolls more than 30 participants per month.
Rating and Comments:
- Display Boards
Unsatisfactory / Needs Improvement / Meets / Exceeds / Superior
Does not use the SMNED displays for indirect teaching. / Has 1 SMNED in place each week with no corresponding material. / Has 1 SMNED in place each week with corresponding material. / N/A / N/A
Rating and Comments:
- Target Audience
Unsatisfactory / Needs Improvement / Meets / Exceeds / Superior
Does not teach youth and adult. / Teaches at least 3 target audiences, but does not include both youth and adult. / Teaches 3 of the target audience groups and has them preapproved by the Regional Coordinator. Teaches both youth and adults. / N/A / N/A
Rating and Comments:
- Curriculum
Unsatisfactory / Needs Improvement / Meets / Exceeds / Superior
Fails to use approved curriculum. / Deviates from approved curriculum. / Teaches approved curriculum and activities. Ensures materials are sent home with participants. / Teaches approved curriculum and activities, including taste-testing at half of teaching sessions. Ensures materials are sent home with participants. / Teaches approved curriculum. Follows up with participants to learn how they are using the materials at home.
Rating and Comments:
- Paperwork (i.e. timesheets, schedules, program information forms, evaluations, travel, etc)
Unsatisfactory / Needs Improvement / Meets / Exceeds / Superior
Fails to submit paperwork on time. Paperwork is not completed correctly. Does not complete electronic calendar. / Paperwork is submitted sporadically. Often is completed incorrectly. Electronic calendar not accurate and up to-date. / Submits paperwork every two weeks. Paperwork is completed accurately. Uses electronic calendar. Notifies Coordinator of any changes in advance / N/A / N/A
Rating and Comments:
- Professional Development
Unsatisfactory / Needs Improvement / Meets / Exceeds / Superior
Does not attend regional staff meetings on a regular basis or has multiple absences on training days. / Attends regional trainings but is not engaged in the discussions or training activities. / Attends regional staff meetings on a regular basis and is engaged in the trainings. / Attends regional staff meetings on a regular basis and is engaged in the trainings. Engages in providing feedback on trainings needed. / N/A
Rating and Comments:
- Professional Behavior
Unsatisfactory / Needs Improvement / Meets / Exceeds / Superior
Does not maintain effective internal and external partnerships. Does not communicate program value. Does not demonstrate personal accountability. / Effective internal and external partnerships are inconsistent. Communicating program value and demonstrating personal accountability is inconsistent. / Maintain effective internal and external partnerships.
Communicate program value. Demonstrate personal accountability. / N/A / N/A
Rating and Comments:
- Program Associate Duties (if applicable)
Unsatisfactory / Needs Improvement / Meets / Exceeds / Superior
Does not provide trainings for other professionals serving the low income audience / Training is not based upon needs identified. / Upon Coordinator’s approval, provides training for professionals serving the target audience / Upon Coordinator’s approval, provides training for professionals serving the target audience. Meets with agency professionals to determine future training needs. / Is invited to participate in committees involved in nutrition education within the community
Rating and Comments:
Overall Summary
Overall Ratings / U / NI / M / E / S
# of Ratings Total
Evaluators Comments
Areas of strength:
Areas for program improvement and professional growth:
Note: Any criterion that is rated unsatisfactory or needs improvement shall be addressed in this section. It shall include a statement on specific items that need attention and suggestions for improvement.
Goals for the next appraisal period:
Employee Input
Coaching, training or development activities that would help you pursue improved performance, job growth and learning:
Overall comments:
A formal performance counseling session was held on
______
Evaluator Signature (date) Employee Signature (date)
*Employees signature acknowledges that the contents of the performance evaluation were made known to the employee during the performance evaluation session and that his/her signature does not represent agreement or disagreement.
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