1. TIPS FOR COMPLETING PERFORMANCE EVALUATIONS FOR HOURLY EMPLOYEES

2. Introduction
New Hourly Employee Performance Evaluation Program Effective February 2, 2013.
Resources:
Instructions
Criteria Description,
Employee Performance Review Form
Employee Self-Assessment Form (optional)

3. Performance Factors
Summarize, comment on or give an example of a performance expectation for the factor listed, then circle or highlight the applicable rating. Examples:

4. PERFORMANCE FACTORS
PERFORMANCE EXPECTATIONS: COMMENTS OR EXAMPLES
RATING
JOB KNOWLEDGE
Degree of technical knowledge, understanding of job procedures, methods, use of tools and technology
Effectively applies knowledge of MaineStreet Marketplace and applicable policies and procedures to research, recommend, and purchase supplies and equipment.
Outstanding
Commendable
Effective
Needs Improvement
Unsatisfactory
ORGANIZATION & COMMUNICATION SKILLS
Planning and organizing own work, problem solving, decision making, following directions, communication skills, judgment, adaptability to change
Follows specific directions and procedures in a satisfactory manner, but has difficulty identifying and resolving more non-routine problems that require adapting directions/procedures to different situations.

5. Specific Achievements – Comment on things the employee successfully accomplished during the past year. Examples:
George received many thank you notes and “way to go” comments from faculty and staff about the neat appearance of the facilities and grounds.
Martha consistently ensured that lab equipment and materials were in working order and ready on time for student use.

6. Performance Goals for the Past Year – List the goals you and the employee set last year, indicate whether they were achieved, and state the reason if not achieved. Examples:
Goals and Accomplishments Were Goals Achieved? Reason if Not Achieved
Attend document imaging training Attended training April 2012
and begin imaging work orders
Prepare menus for fall semester dining months of menus were completed Absences of other staff meant
common meals Gretchen had to do more
cooking than planned

7. Performance Goals for the Next Year – Discuss goals for the year ahead with the employee, then list the goals established, steps to reach them, and target date to complete them. Examples: taking on a new responsibility, learning a new skill, making modifications or improvements in the way a duty is performed, improving customer service:
Goals
Steps to Achieve Goals
Target Date
Find and implement ways to streamline monthly budget reconciliation process to reduce the time it takes and eliminate paper copies of documents.
1. Analyze current process
2. Meet with budget director and others who reconcile budgets to explore alternate methods
3. Recommend process changes to supervisor.
4. Implement new process.
By 6/30/13
Improve attendance.
1.Use sick leave and annual leave more wisely so it is available when you need it.
2. Make annual leave requests at least 1 week in advance.
Starting now and continuing

8. Training and Development Recommendations – Discuss training and/or professional development needs and interests with the employee and document them. Training and development may be related to the employee’s current job or help the employee develop skills for advancement. Examples:
1. Participate in Supervisor Development Institute to expand supervisory knowledge and skills.
2. Ricky has expressed interest in beginning to take courses toward an Associate’s degree using her tuition waiver, starting with Introduction to Computer Science next semester.

9. If you have questions or would like help developing performance evaluations for your employees, talk with your supervisor or contact Human Resources. For more information about how to conduct the performance evaluation meeting, goal setting, avoiding common rating errors, and managing performance throughout the year, please visit