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EMPLOYEE’S NAME: DEPARTMENT: DATE OF HIRE: DATE DUE TO PERSONNEL: JOB TITLE: SUPERVISOR: REVIEW DATE: Check One:
Review Self-Review Supervisor’s Review Final
SECTION I: CORE VALUES AND OBJECTIVES
The performance criteria in Section I apply to all City of Somerville non-represented employees.
Definition: Reports for work regularly with a minimum number of absences and tardiness. Gives notice when absence or tardiness is unavoidable. Receives authorization when time off is needed. Observes appropriate lunch and break schedules. Submits justification for absences as required and/or requested. Standard: Be ready to work at the beginning of the workday or start time. Standard: Submit request for leave or vacation in writing at least 10 (ten) business days prior to time off being requested, for requests for time off longer than one day. Standard: Have no unexcused or unauthorized absences.
EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE
COMMENTS AND EXAMPLES:
2. Productivity and Use of Time:
Definition: Manages own time and uses appropriate work methods, techniques, and equipment to achieve the most effective and efficient result in the time available. Is mutually respectful of time and schedule of others. Balances multiple priorities and focused on desired outcome(s). Standard: Prioritize work assignments based on established guidelines. Standard: Complete all work assignments within designated deadline; notify appropriate staff in advance of inability to complete assignment within designated timeline. Standard: Use available technology to accomplish work expeditiously. Standard: Be considerate of meeting start times and other people’s time. Whenever possible, contact meeting organizer when you will be late or absent. Standard: When hosting meetings, have specific, identifiable outcomes. When coordinate meetings, inform participants of the beginning and ending time. Keep to schedule unless all participants agree to extend time. Develop and follow meeting agendas. Reserve meeting rooms in advance. COMMENTS AND EXAMPLES:
EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE
thorough. Standard: Treat co-workers with respect and professionalism at all time. Meets commitments to co-workers and employees in other departments. Customer Service and Communication: U U Definition: Responds effectively and in a timely manner to the needs of a diverse set of internal and external customers such that customer service is accurate. When making referrals. Standard: Provide rapid response to all community contacts. Generally. Standard: Know when to work collaboratively to ensure that workload for the work unit is completed and know when to work independently. courteous. place an automatic “out-of-office” message on your voicemail and email that designates an alternate contact to which inquiries can be directed. concise. ensure that community members are placed in direct contact with appropriate staff. Provides oral and written information and services in a clear. and timely fashion. COMMENTS AND EXAMPLES: U EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE 4. COMMENTS AND EXAMPLES: U EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE . provide written response within seven (7) business days of correspondence and respond to messages within two (2) business days of receipt. Standard: Maintain a positive attitude when responding to constituent requests. Is respectful of differing viewpoints. Standard: Contribute to the upkeep of shared department spaces. Barring technical difficulties. do not allow your voicemail box or email inbox to become full. accurate. Standard: If you are out of the office for more than one day.3. Willingly contribute to time-sensitive group efforts as they arise. Standard: Utilize telephone and email in accordance with Telecommunications Policy. Allow for differing points of view. Teamwork and Collaboration: U U Definition: Makes and sustains effective and productive relationships with other members of the workplace and the public. Standard: Meet commitments to coworkers and other employees at all time. and effective.
Initiative and Problem-Solving Definition: Adapts to organizational changes (e. Standard: Plan. Standard: Create solutions to problems by identifying issues. Standard: Take appropriate steps to ensure that all staff under your supervision is performing at Meets Expectations or higher level through regular feedback.5. resources. but not limited to SomerStat) to improve service delivery and to inform management of staff and initiatives.) throughout the year. technology. Standard: Advise supervisor first and appropriate staff in a timely fashion about impending problems or issues related to work responsibilities. Standard: Maintain performance documentation on all staff members (accomplishments. COMMENTS AND EXAMPLES: U EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE 6. Require minimal supervision. Standard: Understand and utilize current and relevant data from available resources (including. and personnel). Be resourceful with expenditures of City funds (“do more with less”). areas for improvement. COMMENTS AND EXAMPLES: U EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE NOT APPLICABLE . Include all relevant information to support ratings. Provides appropriate coaching and feedback. Completes performance appraisals on time and consistent with the City’s policy. Communicates City goals and policies with staff. policies. and major initiatives. Standard: Accept and understand constructive criticism. Makes responsible use of City resources (time and money). organize. Performance Management and Leadership U U (for supervisory/managerial/Dept. Standard: If applicable: Keep projects within proposed budget at all times. and delegate appropriately to achieve goals within scheduled time and fiscal limits. Standard: Complete all Performance Appraisals within established timelines. coaching. Head positions only) Definition: Sets clear expectations and communicates regularly with employees on performance issues. Adaptability. Align and prioritize work products toward these goals. Encourage employee input in improving departmental operations. Take appropriate action to correct and improve performance. Utilizes data in management and decision-making. Quality and Accountability: U U Definition: Follows through on assigned tasks to ensure high quality work products that match the City and Department objectives. Standard: Host regular staff meetings to ensure all staff are aware of goals.. Standard: Work products are completed on time with little or no errors and in accordance with relevant policies. working collaboratively to develop strategies and implementing innovative solutions.g. Follows City policies. Takes initiative in identifying any problems and takes appropriate steps to resolve them. and training. etc. COMMENTS AND EXAMPLES: U EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE 7. Standard: Demonstrate an understanding and support for established goals of the City and Department. Follows through on staff improvement action plans to enhance overall employee performance.
Commendations. Criterion #1: Job Knowledge Definition: Demonstrates competency in required job knowledge and skills of… [FILL IN]. and Recommendations Comments: Overall Rating EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE . Standard: [FILL IN] Standard: [FILL IN] U EXCEEDS EXPECTATIONS MEETS EXPECTATIONS IMPROVEMENT NEEDED UNACCEPTABLE COMMENTS AND EXAMPLES: SECTION III: REVIEW OF GOALS SET DURING PREVIOUS REVIEW PERIOD Status of Goal Review Goal #1: Completed In Progress Tabled Explanation of Status Review Goal #2: Completed In Progress Tabled Review Goal #3: Completed In Progress Tabled SECTION IV: OVERALL EVALUATION Overall Comments.SECTION II: POSITION-SPECIFIC PERFORMANCE CRITERIA Performance criteria are to be filled in based on any primary tasks outlined in the employee’s job description that have not been addressed in Section I. 1.
Goals Goal #1: Action Steps Time Required Resources Needed How does this goal support the Dept.e. Direct Supervisor): SIGNATURE: ND .. It does not necessarily signify agreement.SECTION V: SETTING NEW GOALS WITH AN ACTION PLAN You may wish to use an additional sheet of paper if more space is needed.’s/Mayor’s goals? Goal #2: Goal #3: SECTION VI: EMPLOYEE COMMENTS (OPTIONAL) The employee may choose to provide additional comments about his/her performance. SECTION VII: SIGNATURES The signature of the employee signifies the employee has had a review meeting with his/her supervisor and has read and received a copy of his/her appraisal. EMPLOYEE SIGNATURE: 1 2 ST DATE: DATE: DATE: REVIEWER REVIEWER SIGNATURE (I.
Section IV: Based on the performance ratings and evidence provided in Sections I and II. Section I: The performance criteria in Section I apply to all City of Somerville non-bargaining-unitrepresented employees. Immediate and sustained improvement is required. may only apply to Dept. coaching. Improvement Needed Performance does not consistently meet the essential job standards and performance expectations of the position. This section is optional. Section II criteria are specific to the job description for the position being reviewed. supervisors will be in charge of reviewing their direct subordinates (“1st Reviewer”). read and signed by the Dept. This goal-setting section should be referenced regularly throughout the year and treated as a fluid. These signatures are required in Section VII. If significant progress is still needed toward a particular goal. Section V: Section V is to be used to set new goals for the upcoming review period. with all Dept.INSTRUCTIONS FOR COMPLETING THE PERFORMANCE APPRAISAL FORM Overall Instructions: At this time. . Heads and other managers. Whereas Section I criteria apply to all City employees. As in Section I. In other words. the supervisor.” Section VI: The Employee may provide any additional performance-related comments that s/he wishes to become part of her/his permanent record. note the status of the goal as either “Completed. Certain criteria. Unacceptable Performance demonstrates an inability or unwillingness to meet job standards and performance expectations of the position. with all appraisals in that Dept. the reviewing supervisor should provide a rating as well as evidence by way of Comments and Examples that support that rating. or Mayor’s goals). Meets Expectations An employee at this level consistently meets the established job standards and performance expectations. and standards are prior to completing the appraisal. The employee is performing at a level well beyond what is normally expected of the majority of employees with similar duties. Resources Needed (e.. Based on the job description. unless otherwise discussed with the Personnel Dept. “living document. Heads will be reviewed by the Mayor or Mayor’s Executive Office Designee (“1st Reviewer”).” “In Progress. Section III: Section III provides an opportunity to review progress in meeting goals set during the previous review. RATINGS KEY Exceeds Expectations The performance of an employee at this level consistently exceeds all of the job standards and performance expectations. and Link to Dept/Mayor’s Goals (how the employee’s goals supports the Dept. These goals will be formally reviewed at the next review period (in Section III). Development. it is recommended that this goal be included in Section V. The reviewing structure should follow the reporting structure of the Department’s Organizational Chart. provide an explanation for the progress status for each goal. the following information needs to be provided: Action Steps (what the employee needs to do to reach the goal). For each goal. Section II: Section II performance criteria are to be filled in based on any primary tasks outlined in the employee’s job description that have not been addressed in Section I. For each criterion. an overall performance evaluation will be provided in Section IV to summarize the employee’s performance. only employees who are not represented by a collective bargaining unit are subject to the Performance Appraisal Process. namely “#7 Performance Management and Leadership” or which are otherwise noted. The results consistently achieved are those the City would expect of employees in this position level.” or “Tabled. Head (2nd Reviewer). Heads’ appraisals read and signed by the Mayor (“2nd Reviewer”). Section VII: Appropriate signatures are required in this section. definitions.” In addition. For each goal. or training is needed to reach full effectiveness. Time Required (approximately how long it should take to reach the goal).g. including Department Heads and other managers. This form is to be completed by the supervisor upon meeting with his/her subordinate employee. or is marginally acceptable. Dept. training or other resources recommended). Comments and Examples are an important and required part of completing the form. and with consideration of progress made toward goals as described in Section III. in conjunction with the employee must determine what the appropriate criteria. a rating and supportive Comments and Examples need to be supplied for each criterion. A rating and supportive comments are required.