7       INSTRUCTIONS FOR ANNUAL PERFORMANCE EVALUATION Section 1 Supervisor completes this section. Section 2 State objectives previously developed for your employee during the last performance evaluation meeting. Section 3 a) Describe how well the employee did in accomplishing the objectives stated Section 2. b) Indicate whether the employee completed the objective on time. Section 4 a) Describe specific areas of development the employee requires to become successful in accomplishing his/her objectives. b) State resources required to accomplish this developmental requirement. c) Describe specific areas of development the employee requires to continue to grow professionally in his/her job. Section 5 a) Describe each objective in clear narrative and measurable terms. Objectives can cover specific job tasks, areas of concern, and/or employees development. b) Objectives for Managers must contain the following, in addition, to other objectives, which you may develop: 1. Timely evaluation of Managers staff. 2. Managers compliance with safety program. 3. Effective management of assigned budget. 4. Managers effective training of staff. 5. Managers compliance with established university policies and procedures. c) Consider any information provided to you by your employee on his/her perceived developmental needs. This may come from their self-evaluation form. d) Consider asking for information (from inside or outside) from those to whom this employee/dept. provides service. Section 6 a) Review the employees existing PDQ to ensure it is up to date with his/her current job duties. b) Call Human Resources if you do not have a copy. c) Make needed revisions on the PDQ. d) Ensure that new/deleted duties are reflected in Section 5 of employees performance evaluation. e) Sign and date revised PDQ, keep copy, and send original to Human Resources. Section 7 a) Sign and date the form, then meet with employee to discuss your evaluation of her/her attainment of objectives, performance development needs, and next years objectives. At the conclusion of the meeting ask employee to sign/date the performance evaluation form, make a copy for your employee, and electronically forward a copy to Human Resources to be placed in the employees personnel file. You should retain the original in your file. b) If employee does not wish to sign the evaluation, indicate employee refused to sign in employee signature section, date this, and give employee a copy. 5-31-01 St06:ww/dev1.doc   hS[E[Zd WORDZbin1525627350197rne3?bdn~      @  @ !!345?bcdn;<~  UVrs Ǽ~~ynh]R  GG GGG GG GG GG 88 88$  9e)u|} wx 5 6 M N ·zticcccccccccG 88 88 88 88 88 888 88GG &       GEEG !Body Text Indent( S! @! @      =/B