Performance Evaluation: Fiscal Year (2017/2018)

Name ______Title ______

Supervisor ______Title ______

Department ______

Purposes of the Performance Evaluation process:

  • To identify your planned work for the upcoming year, including your individual goals.
  • To assess your overall work performance and progress toward your individual goals.
  • To identify professional development goals and assess progress toward these goals.
  • To determine step advancement based on performance.

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  1. Individual Job Specific Goals:

Identify goals for (2017-2018). (goals should be measurable and connected to the Department Annual Plan) / Identify planned outcome(s) / Mid-year assessment: Fully, partially or not accomplished. Include comments. / Year-end assessment:
Within the employee’s control, what percentage of the goals and outcomes were completed?
(Complete this section between July 1 and September 1) / (complete by Feb 1) / (complete in May 2018)
1.
2.
3.
4.

II: Professional Development Goals.

  1. Grand Rapids Community College values professional development for continuous learning and improvement. Goals:
  • Help meet individual educational priorities (job specific or professional skills)
  • Include participation in training to improve department team effectiveness and communication
  • Meet institutional training and development priorities
  • May include up to five (5) hours of professional development achieved through wellness activities and/or volunteering on community board/involvement related to GRCC,with supervisor approval
  1. Professional development may be through the Staff Development Office and/or at off-site conferences or workshops.
  2. The employee and supervisor should identify a minimum nine (9) hours ofprofessional development. Supervisors must approve professional development goals and planned activities.
  3. Goals may be flexible to address changes in priorities or learning opportunities throughout the year. Changes must be approved by the supervisor.

Professional Development Goal / Activity to meet goal & number of hours / Mid-year check in
Note: Note any changes to goals or activities. / Year-end check in
Note: Note any changes to goals or activities.
(Complete this section between July 1 and September 1) / (complete by Feb 1) / (complete in May 2018)

III. TopPriority Job Responsibilities and Professional Skills

Job Knowledge (top priority items from job description) / Mid-year assessment: / Year-end assessment;Rate each as one of the following: Needs improvement, effective, highly effective.
Provide specific comments and point value
Needs Improvement 1
Effective 2
Highly Effective 3
(Complete this section between July 1 and September 1) / (complete by Feb 1) / (complete in May 2018)
1.
2.
3.
4.
5.
Total Points

Additional Supervisor Comments: ______

Additional Employee Comments: ______

*If the employee did not receive a step advancement, please ensure that the performance evaluation goals and professional development goals address areas of deficiency.

** Signatures indicate that the employee and supervisor have met for this performance review and have reviewed and updated the job description. Submit completed Evaluation and Job Description to HR by June 1st.

Employee’s Signature Date Supervisor’s Signature Date

Definitions of Rating Categories
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.

June 12 2015 wf