Criteria for Overall Performance Evaluation
Professional Exempt Non Contractual (PENC) and Support Non Exempt (SNE) Employees
A standard evaluation form is available on the Human Resources
website. This form should be completed and
sent through administrative channels to Human Resources.
Quality of Work:
This is the measurement of the degree of
excellence of the work performed over the entire rating period. In rating this
factor, attention should be given to the consequence of poor quality of work.
Comments: Is the
employee's work neat, accurate, thorough and acceptable? Must the work be
redone, thus reducing the potential volume of acceptable work which could have
been produced? Do errors in the employee's work affect the effort of others?
Does poor work frequently reflect adversely upon the office, department or
Quantity of Work:
Refers to the quantity of satisfactory work turned
out during a given period of time. Does the employee consistently accomplish a
full day's work? Does the employee produce enough work so that he/she is
clearly an asset to the department?
term exceptions to the quantity standard can sometimes be made for such
reasons as the employee's poor health, home problems, length of service.
However, care should be exercised to ensure maximum quantity for departmental
- Job Knowledge:
This factor should not be restricted to the
technical knowledge an employee is required to bring a specialized job. It is
much broader and includes particularly the range of pertinent policies,
regulations and procedures relating to his/her assignment. It does relate to
the mental and/or physical skills required in a given position. A craftsman's
basic skills are readily identified, while many office occupations include job
skills which are relatively obscure.
Comments: Does the
employee consistently demonstrate at a proper level the job knowledge
prerequisites in the job specification? Has the probationary employee acquired
an acceptable level of job knowledge? Is the permanent employee keeping
up-to-date with changing policies and procedures and with technological
advances in his/her occupational field?
The degree of supervision an employee requires in
accomplishing assigned duties and how successful his/her planning and
organizing are in achieving desired results.
Does the employee take time to plan the sequence of steps required in carrying
out his/her tasks? Does he/she perform his/her job thoughtlessly or without
enthusiasm which ultimately results in lost time or needless mistakes? Is the
employee self-motivated? Does he/she take opportunities to exercise
independence of action or must he/she be prodded into action? Is he/she alter
to operating efficiency and cost cutting?
Refers to the degree of willingness an employee
exhibits when given responsibility and the manner in which he/she relates to
other personnel in carrying out that responsibility.
Comments: Does the
employee demonstrate that he/she accepts instructions by performing duties to
the best of his/her ability? Does the employee chronically challenge
supervision, instructions or orders? Is he/she resentful of direction or
supervision? Does he/she readily accept responsibility or direction but
complain about it to fellow employees? Does he/she voluntarily assist others
and maintain cooperative relationships?
Attendance and Punctuality:
Attendance, appearance and punctuality may be
considered significant in fulfilling the requirements of a particular
Intangible qualities such as integrity, patience, and courage
usually refer to character and personality traits, not to employee's
performance, and should be avoided as evaluation factors unless a direct
relationship between such traits and job performance can be demonstrated.
In addition, a
staff/non-contractual employee shall be evaluated just prior to the completion of the
90 calendar day probationary employment period. Probationary evaluations shall
contain a specific recommendation for either continued employment or termination