Employee Performance Evaluation And

EMPLOYEE PERFORMANCE EVALUATION AND

DEVELOPMENT REVIEW

Non-Supervisor/Director Positions

Employee Name: Supervisor:

Position: Program:

Introductory Period Performance Review Regular Performance Review

Evaluation Period: to

This form serves as a tool for employees and supervisors to jointly review and plan goals, performance standards and commitments. Direct and open communication about all aspects of the employee's current job performance measured against specific goals, tasks and projects is essential to make this discussion valuable to both the agency and the employee. This form is intended for use by employees and by their respective supervisors and managers; each will retain a copy. The signed original will also be kept in the employee’s personnel file; please return it to the HR office.

Levels of Performance

There are three possible levels of performance: 1) The employee meets or exceeds job expectations; 2) The employee needs continued improvement in performance, but is not currently below the minimum expectations; and 3): The employee is currently below minimum expectations for the position in one or more areas and must show immediate and continuous improvement in order to continue employment.

Performance Evaluation

Part I is the EVALUATION section; its focus is the performance of the employee during the time period covered by this appraisal. Performance is evaluated on job responsibilities as indicated in the employee’s job description. Strengths, assets, and growth areas (or areas needing improvement) and any areas of performance that have been below minimum expectations during the evaluation period (if applicable) should be discussed as part of the evaluation meeting with the employee. Areas requiring improvement or that are below minimum performance standards should be noted in the appropriate boxes. Efforts made by the employee to improve performance should also be noted.

Development Planning

Part II is the Staff Development Plan; its focus is on present and future professional development of the employee, and includes identifying specific goals for the next evaluation period related to the employee’s ongoing knowledge and skill development.

Any area below minimum, if applicable, is not an area of growth, but rather an area of required change. These areas are addressed in Part I, and require a work improvement plan. The future refers to goals for performance in the coming review period. If there are any job functions below minimum in Part I, or that require improvement, the first goal becomes successful completion of the required work plan.

PART I: EVALUATION OF PERFORMANCE

BASIC DAY-TO-DAY JOB FUNCTIONS

Satisfactory Unsatisfactory

Punctuality

Dependability

Attendance

Safety

Use of Leave*

*Do not include any leave which has a protected status such asfamily medical leave, military leave, jury duty.

JOB REQUIREMENTS COMPLETED IN A TIMELY MANNER

YesNo Not Applicable

Orientation I

Orientation II

Orientation III

Orientation IV

First Aid/CPR

Food Handlers

TB Test

NPI Obtained **

Bloodborne Pathogens/UP

Mandatory Reporting

Behavior Management Training

Environmental Emergencies

Other – Identify

** NPI # required for staff at Annex I, Annex II, Buckman House, Cordero House and Imani House

JOB DESCRIPTION REVIEW AND PERFORMANCE RATING

DESCRIPTION REVIEW

Supervisor and employee have met and reviewed the employee’s job description (copy attached). Essential functions, duties and responsibilities have been reviewed.

SATISFACTORY PERFORMANCE

Employee is fully meeting or exceeding performance expectations in all areasof job responsibility as written in the job description.

Recognized Strengths and/or Contributions:

CONTINUOUS IMPROVEMENT NEEDED

Employee is expected to show improvement in areas described on the attached work plan.

Efforts Made by Employee to Improve Performance:

BELOW MINIMUM PERFORMANCE EXPECTATIONS

Employee is not currently meeting job performance standards in one or more areas as described on the attached work plan.

PART II: EMPLOYEE DEVELOPMENT PLAN

Identify specific goals for the next evaluation period related to the employee’s ongoing knowledge and skill development. (Goals should include ongoing development in the area of cultural competency and in the area of safety enhancement among other goals identified by the supervisor and employee.)

1.

2.

3.

4.

5.

PART III:” CONCLUSION AND SIGNATURE

INTRODUCTORY EMPLOYEE

Employee has successfully completed the introductory period of employment andis now considered a regular status employee.

Employee is being provided up to a maximum of days to demonstrate the ability to meet at least minimum performance expectations in all areas of the job description. Work plan is attached.

REGULAR EMPLOYEE

Employee currently meets or exceeds job performance expectations in all areas of responsibility.

Employee is being placed on a work plan. A follow-up review will be completed within the next days to determine employee’s progress in meeting performance expectations in identified problem areas.

Employee is being placed on probation for days. A follow-up review will be completed within the next days to determine employee’s progress in meeting performance expectations. This is not a guarantee of employment through the probationary period. In accordance with current personnel practices, employees of Janus Youth Programs are “at will” and are employed without any commitments as to duration of employment. This means that you may resign or that the organization may terminate the employment relationship at any time for whatever reason the employee or the organization consider appropriate.

Employee Signature **Date

Supervisor SignatureDate

Program Director SignatureDate

** Employee signature indicates that the written evaluation was reviewed with her/him by the supervisor. It does not necessarily indicate agreement with the content. Employee has the right to attach additional written information within seven days of the review.

cc: Personnel file

REV 08/2015