Upload
lamdat
View
214
Download
0
Embed Size (px)
Citation preview
NCCRC EPDP – Annual Summary Page 1 of 12 Form Revised: August, 2007
Northern California Carpenters Regional Council
ANNUAL SUMMARY Employee ____________________ Period_________ to _________
Job Title_____________________ Department ________________
PERFORMANCE DEFINITIONS
Highly Satisfactory
Performance exceeds job requirements and expected achievement levels in most of the employee‛s areas of responsibility. All Core Values have been demonstrated and productivity and overall quality of work were decidedly above average. The outcomes of the Development Plan have been met or exceeded.
Satisfactory
Performance has successfully met the performance requirements and expected achievement levels of the position. Core Values have been demonstrated. Productivity and overall quality of work are good and meet what would normally be expected as standard for the position. The outcomes of the Development Plan have been met.
Improvement Needed
Improvement is needed to meet the performance requirements of the position in one or more respects. While the employee may or may not have demonstrated the Core Values, productivity and quality of work generally is not at a level that is required for the position. The employee may, or may not, have completed the outcomes of the Development Plan. With additional learning, effort, experience and coaching, it is likely that performance can be improved. This rating may mean that the employee is on an acceptable learning curve to meet the performance requirements of the position in the near future; if so, this should be noted in the Annual Performance Summary.
Unsatisfactory
Performance is unsatisfactory and does not meet the performance requirements of the position. Normally, Core Values have not been demonstrated and productivity and/or quality of work are consistently below what is expected for the position. Normally, the outcomes of the Development Plan have not been achieved. When an employee earns this rating, specific action is required to ensure immediate and sustained improvement. Otherwise, termination of employment will result.
Not Enough Information
If an employee has been on the job for fewer than six months and is still on probationary status, it may not be possible to evaluate his/her performance. This includes new hires and employees who have made recent position moves. In this case, the rating is “Not enough information”, and the employee will receive a review at the completion of a year of service.
NCCRC EPDP – Annual Summary Page 2 of 12 Form Revised: August, 2007
Job Skills:
Job Understanding HS S IN U NI
Judgment HS S IN U NI
Work Ethic HS S IN U NI
Decision-Making HS S IN U NI
Ability to Set Goals HS S IN U NI
Ability to Reach Goals HS S IN U NI
NCCRC EPDP – Annual Summary Page 3 of 12 Form Revised: August, 2007
Performance:
Amount of Work Performed HS S IN U NI
Accuracy of Work Performed HS S IN U NI
Thoroughness, Attention to Detail HS S IN U NI
Oral Expression HS S IN U NI
Written Expression HS S IN U NI
Are Deadlines Met? HS S IN U NI
NCCRC EPDP – Annual Summary Page 4 of 12 Form Revised: August, 2007
Work Habits:
Effective Use of Time HS S IN U NI
Observance of Chain of Command HS S IN U NI
Follows Instructions HS S IN U NI
Plans and Organizes Work HS S IN U NI
Attention to Duty HS S IN U NI
Job Attitude/Interest HS S IN U NI
NCCRC EPDP – Annual Summary Page 5 of 12 Form Revised: August, 2007
Work Habits Continued:
Makes Sound Decisions HS S IN U NI
Use of Initiative HS S IN U NI
Coordinates With Others HS S IN U NI
Care of Equipment HS S IN U NI
Attendance/Observance of Work Hours HS S IN U NI
Sick Leave Hours Used:
Required to Provide Doctor‛s Certificate? Yes No
NCCRC EPDP – Annual Summary Page 6 of 12 Form Revised: August, 2007
Personal Relations:Ability to Deal Effectively With: Other Employees HS S IN U NI
Supervisor HS S IN U NI
Public HS S IN U NI
Appropriate Attire For Position HS S IN U NI
Communication Skills HS S IN U NI
Membership Interaction HS S IN U NI
NCCRC EPDP – Annual Summary Page 7 of 12 Form Revised: August, 2007
Leadership Skills:
Performance in New Situations HS S IN U NI
Performance in Emergencies HS S IN U NI
Acceptance of New Ideas and Methods HS S IN U NI
Willingness to Take on New Responsibility HS S IN U NI
Creativity and Innovation HS S IN U NI
NCCRC EPDP – Annual Summary Page 8 of 12 Form Revised: August, 2007
Other Skills and Abilities (Specific to Department):
Computer Skills HS S IN U NI
Community Involvement HS S IN U NI
Union Offices Committee Trusts HS S IN U NI
Weekly Reports HS S IN U NI
Expense Reports HS S IN U NI
List Community Involvements, Union Offices, Committees, and Trusts:
NCCRC EPDP – Annual Summary Page 9 of 12 Form Revised: August, 2007
Supervisory Ability (If Applicable):
Leadership Ability HS S IN U NI
Accepting Responsibility HS S IN U NI
Planning and Assigning Skills HS S IN U NI
Training Skills HS S IN U NI
Disciplinary Control HS S IN U NI
Approachability HS S IN U NI
NCCRC EPDP – Annual Summary Page 10 of 12 Form Revised: August, 2007
Supervisory Ability (If Applicable) Continued:
Evaluating Performance (Subordinates) HS S IN U NI
Decision-Making HS S IN U NI
Fairness and Impartiality HS S IN U NI
Demonstrated Ability to Motivate Others HS S IN U NI
NCCRC EPDP – Annual Summary Page 11 of 12 Form Revised: August, 2007
INDIVIDUAL DEVELOPMENT PLAN
1. Formalized Training or Educational Activities:
2. On-the-Job Development Activities:
3. Leadership/Coaching/Working with Others:
__________________________________ Employee‛s Signature Dated__________________________________ Supervisor‛s Signature Dated
NCCRC EPDP – Annual Summary Page 12 of 12 Form Revised: August, 2007
OVERALL PERFORMANCE: HS S IN U NI
__________________________________Supervisor‛s Signature Dated__________________________________Employee‛s Signature Dated __________________________________District Manager/Director‛s Signature Dated
Employee‛s Comments (Optional):