88-28 REGARDING PAY MANAGEMENT SERVICE

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INSTRUCTIONS FOR COMPLETING MANAGEMENT PERFORMANCE EVALUATION PART I List five ma�or pre-determined goals and ob�ectives/projects/major job duties or special assignments which the employee is to be evaluated. This section is used to identify special major activities with which to evalu- ate the employee's performance. When possible, refer to Part III of the previous evaluation, and evaluate based on pre-determined goals. Realizing that mid-year projects and special aaaignments do arise, which will from time to time take precedence over pre-determined goals and objectives. In those cases, evaluate the employee based on new assignments and results obtai.ned. � PART II Written justification must appear for all ratings above or below "Meets Standarda". Comments may also be given for ratings of "Meets Standards" although it is not a requirement in all cases. Rating definitions for Part II are as Follows: Needs Improvement. Marginal to unsatisfactory performance should be as- signed this rating. An explanation of the rating should appear in the space provided in each category. Please explain the degree in which im- provement is needed. Show specific inatances where possible. Meets Starsdards. This rating indicates that the employee is performing his/her duties as they should be done. The quality of performance is good, maintains high performance standards for self and others under his/ her supervision. Although not required in all cases, v�ritten justifica- tion may accompany this rating as needed to further explain the rating. Exceeds Standards. This rating indicates performance above what is ex- pected of a person in this classification or performance above what others are doing within the same or similar classification provided that their performance meets standards. In all cases, a written explanation must accompany the rating of exceeds standards. PART III -- Setting of Goals 1. Goals and objectives are to be set by mutual agreement between the supervisor and the employee. 2. The employee should sign in the appropriate space to acknowledge the acceptance of the goals. 3• If a goal or objective is not met, a written explanation should be produced by the employee at the next evaluation meeting. Accomplish- ments in lieu of established goals and objectives should also be noted.