ࡱ> MOLc "bjbjZZ *>8b\8b\xx T!tttttOOO|!~!~!~!~!~!~!$"%!OOOOO!tt!Ott|!O|! |!teF h!!0! ~5&5&$!5&!LOOOOOOO!!OOO!OOOO5&OOOOOOOOOx> : Performance ǿմý & Evaluation Form Administrative, Operational, Institutional Services Units and Division of Military and Naval Affairs UnitPEFORMANCE PROGRAM AND ANNUAL EVALUATION FORM__________________________________________________________________________________________________ INSTRUCTIONS TO SUPERVISORS AT THE START OF THE EVALUATION PERIOD Complete Sections 1 and 2AAT THE MIDPOINT OF THE EVALUATION PERIOD Complete Section 3AT THE END OF THE EVALUATION PERIOD Complete Sections 2B, 4, 5 and 6__________________________________________________________________________________________________ SECTION 1 - EMPLOYEE IDENTIFICATION Enter the following information: Employees Name:Agency/Facility: ǿմý/New Paltz Supervisor: Division/Section:  Title: Salary Grade: Item Number: Evaluation Period From: To: __________________________________________________________________________________________________ SECTION 2A PERFORMANCE PROGRAM *List the important tasks of the job and briefly describe how you expect each to be performed. Your expectations should be expressed in terms of quality and/or quantity where possible.SECTION 2B PERFORMANCE APPRAISAL *Describe the employees performance in accomplishing the tasks specified in Section 2A. Explain how the employees performance met, exceeded or failed to meet your expectations.   (Attach additional sheets, if necessary) I received a copy of this performance program. Employee Signature: _________________ Date:____________ Supervisor signature: ________________________ Date: _________ (Forward initial performance program to HR) SECTION 3 - SIX-MONTH RECERTIFICATION (OPTIONAL) We met within one month before or after the approximate midpoint of the rating period to discuss the employees performance, and to reaffirm or revise the performance program (If revised, changes have been reviewed and approved, and revisions are attached). If a rating were assigned today based upon service to date, I would propose that it be _______ Satisfactory _______Unsatisfactory (check one). This is not a rating; therefore it is not appealable. Supervisor ____________________________________ ____________________ (signature) (Date) Employee ____________________________________ ____________________ (signature) (Date) SECTION 4 - SUPERVISORS COMMENTS Comment on other aspects of the employees performance (such as skills, behaviors, personal characteristics and time and attendance patterns) which have affected the employees performance or the performance of other employees. Suggest ways in which performance can be improved. _____________________________________________________________________________________ Prepared by: ______________________ _________________________ _______ (Print or Type Name) (Signature) (Date) _____________________________________________________________________________________ SECTION 5 - PERFORMANCE RATING _____ SATISFACTORY: This is a broad category which covers a wide range of employees, all of whom are performing are performing acceptably. It is the expected and usual level of performance. The employee generally meets performance expectations as specified in the performance program for all tasks and performs in a good, competent manner. This is the level which can be minimally be expected from an employee in order for the work unit to function effectively. The employees performance may also be characterized as meeting minimal performance expectations for the job yet there may be areas of performance which should be improved. The employee may meet performance expectations for certain tasks or assignments, but some assignments may require extra follow-up and direction by the supervisor. It is only when the employees performance clearly shows that it is below the expected performance level that a rating other than Satisfactory should be considered. Note: Because this rating covers a wide range of performance, supervisors may want to consider the length of time the employee has been in the job as appropriate (i.e., employees in the same job title may be performing satisfactorily but at different levels due to length of time and/or experience on the job). _____ UNSATISFACTORY: The employee clearly does not meet performance expectations for one or more tasks, not even at a minimally acceptable level. The employee requires significant extra direction, or the supervisor finds it necessary to avoid assigning normal tasks to the employee. The employee cannot be relied upon to carry out critical assignments in a timely and effective fashion. There is a need for immediate and significant improvement in performance. Appeal Rights: Only ratings of UNSATISFACTORY are appealable. Disputes concerning issues such as an employees performance program, and the rating and appears process are not subject to appeal. Employees must file an appeal within 15 calendar days of the receipt of an UNSATISFACTORY rating. Appeals forms and procedural information are available from your personnel office. Employees have the right to a personal appearance and to CSEA-designated representation before the Appeals Board. _________________________________________________________________________________________________ SECTION 6 - REVIEW AND APPROVAL. The employees rating is not final until it is reviewed and approved. Approved by _____________________________ ________ (Print or type name) (Signature) (Date) _____________________________________________________________________________________ SECTION 7 - EMPLOYEE COMMENTS I met with my supervisor on ___________________ to discuss my work performance. I have read this evaluation and discussed it with my supervisor. My signature does not necessarily signify that I agree with this evaluation. My written comments concerning this evaluation follow (optional): _________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ (Signature) (Date) (MS 11/99) 09/2012 &# > A g  g     ' ( ) P Q R V W X Z [ u w y z | }  ŽŽŽŽŽŽųhaCJOJQJh 5CJOJQJ h5 hCJhC6h!h/Thh5CJOJQJha5CJOJQJhCJOJQJha5CJOJQJh5CJOJQJ<'# ? @ A g lf$If2kdO$$Ifl`''4 la $$Ifa$Ekd$$Ifl0d`'4 la $Ifgda$If   g XEkd$$Ifl0`'L4 laXkd$$IflF `'      4 la$If      * YEkd}$$Ifl0`'L4 la$IfEkd.$$Ifl0`'L4 la $Ifgd/T $Ifgdy/ * 7 8 9 S Y Z [ \ GMkd$$Ifl0`'L'4 layta $Ifgd/TXkd$$IflF `'      4 la$If\ ] ^ _ ` u v iggkdp$$Iflrp<`'p$ '4 layta $Ifgda$If v w x y z { | KOkdH$$Ifla0'`S(4 layta & F$If & F$IfOkd$$Ifl/0'`S(4 layta| } ~  KOkd$$Ifla0'`S(4 layta & F$If & F$IfOkd$$Ifla0'`S(4 layta COkd$$Ifla0'`S(4 layta $Ifgda & F$If $Ifgd OkdS$$Ifla0'`S(4 layta KL d%12y #p(d.13=\}"""ۼѲۡѲіьhCJOJQJh>*CJOJQJh5>*CJOJQJhBhBCJOJQJh 5CJOJQJhaCJOJQJhCJOJQJh5CJOJQJhah h5hahCJOJQJ3 LM d2v !"#$n$a$ &d P `gdaBcaH"""$a$"""hCJOJQJhalCJOJQJ(/ =!"#$% M$$If!vh#v#v:V l554?$$If!vh#v':V l5'4M$$If!vh#v #v:V l5 54M$$If!vh#vL#v:V l5L54M$$If!vh#vL#v:V l5L54M$$If!vh#vL#v:V l5L54M$$If!vh#v #v:V l5 54S$$If!vh#vL#v:V l'5L54yta}$$If!vh#v#vp#v#v#v$ :V l'55p555$ 4ytaW$$If!vh#v`#v:V l/S(5`54ytaW$$If!vh#v`#v:V laS(5`54ytaW$$If!vh#v`#v:V laS(5`54ytaW$$If!vh#v`#v:V laS(5`54ytaW$$If!vh#v`#v:V laS(5`54ytaW$$If!vh#v`#v:V laS(5`54ytas666666666vvvvvvvvv666666>6666666666666666666666666666666666666666666666666hH6666666666666666666666666666666666666666666666666666666666666666662 0@P`p2( 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p 0@P`p8XV~ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@ 0@_HmH nH sH tH D`D NormalCJOJQJ_HmH sH tH D@D  Heading 1$@&5CJOJQJJJ  Heading 2$$@&a$5CJOJQJDA D Default Paragraph FontVi@V 0 Table Normal :V 44 la (k ( 0No List @B@@  Body Text$a$ CJOJQJHP@H  Body Text 2$a$5CJOJQJ8Q@8  Body Text 3$a$PK![Content_Types].xmlN0EH-J@%ǎǢ|ș$زULTB l,3;rØJB+$G]7O٭VvnB`2ǃ,!"E3p#9GQd; H xuv 0F[,F᚜K sO'3w #vfSVbsؠyX p5veuw 1z@ l,i!b I jZ2|9L$Z15xl.(zm${d:\@'23œln$^-@^i?D&|#td!6lġB"&63yy@t!HjpU*yeXry3~{s:FXI O5Y[Y!}S˪.7bd|n]671. tn/w/+[t6}PsںsL. J;̊iN $AI)t2 Lmx:(}\-i*xQCJuWl'QyI@ھ m2DBAR4 w¢naQ`ԲɁ W=0#xBdT/.3-F>bYL%׭˓KK 6HhfPQ=h)GBms]_Ԡ'CZѨys v@c])h7Jهic?FS.NP$ e&\Ӏ+I "'%QÕ@c![paAV.9Hd<ӮHVX*%A{Yr Aբ pxSL9":3U5U NC(p%u@;[d`4)]t#9M4W=P5*f̰lk<_X-C wT%Ժ}B% Y,] A̠&oʰŨ; \lc`|,bUvPK! ѐ'theme/theme/_rels/themeManager.xml.relsM 0wooӺ&݈Э5 6?$Q ,.aic21h:qm@RN;d`o7gK(M&$R(.1r'JЊT8V"AȻHu}|$b{P8g/]QAsم(#L[PK-![Content_Types].xmlPK-!֧6 0_rels/.relsPK-!kytheme/theme/themeManager.xmlPK-!R%theme/theme/theme1.xmlPK-! ѐ' theme/theme/_rels/themeManager.xml.relsPK] > "" * \ v | "8@0(  B S  ?\e=? $ 2 = y QY33333  ()QRWXwwzz}} ! " [\. M R@> pRHBЇl:_  M RH                             7QlBh0tF al/Ty/C6!a@\\\\@UnknownG*Ax Times New Roman5Symbol3. *Cx ArialA$BCambria Math"hBCG$e* 0 0q20KQHP  $PC62!xx Performance Evaluation Program SHARON JOYkozlowsl$      Oh+'0  < H T `lt| Performance Evaluation ǿմý SHARON JOYNormal kozlowsl3Microsoft Office Word@G@P-@yQy@ ՜.+,0 hp  ǿմý0  Performance Evaluation ǿմý Title !"#$%&')*+,-./0123456789:;=>?@ABCEFGHIJKNRoot Entry F_PData  1Table(Y&WordDocument*>(<DocumentSummaryInformation8DCompObjr  F Microsoft Word 97-2003 Document MSWordDocWord.Document.89q