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<br />EXAMPLE <br />PERFORMANCE EVALUATION SYSTEM OVERVIEW <br />(Specific provisions are tailored to each or!!anization) <br /> <br />CREATING A PERFORMANCE PLAN <br /> <br />· Performance plans will be developed for all classified positions. <br />· The Plans will cover a twelve month period which begins with each employee's hire date. <br /> <br />Setting Performance Objectives <br /> <br />Linking Individual Ernployee Objectives To Department Objectives <br /> <br />There are basically two different types of Performance Objectives to be developed: <br /> <br />I. Task Objectives (Based on Job Description) <br /> <br />2. Developrnental Objectives <br /> <br />Setting Performance Factors <br /> <br />In addition to identifying at least three (3) Performance Objectives, each employee will be <br />evaluated on six Performance Factors. Five of the Performance Factors are pre-selected and <br />rnandatory. The Supervisor, with Department Head and Hurnan Resources Approval, will select <br />one additional Performance Factor from the remaining five. <br /> <br />The following Performance Factors are required for every employee's Performance Plan: <br /> <br />1. Dependability <br /> <br />2. Quality of Work <br /> <br />3. Custorner Service <br /> <br />4. Teamwork <br /> <br />5. Job Knowledge <br /> <br />Supervisors rnust choose one additional factor from the following list for each of their <br />ernployees: <br /> <br />6. Quantity of Work <br /> <br />7. Judgment <br /> <br />8. Safety <br /> <br />Compensation & CI""sification Study and ).crforman<-'C I<~valuation System <br />'I'hc Mcrcer C;roup, Inc. August 24, 2006 <br />Pege 24 City of Sunny Isles lIeach, )~Iorida <br /> <br />SIB <br />