HAYWOOD COUNTY Supervisory/Department Director Performance Evaluation The following information is offered as a guide to evaluating employee performance. Each criterion is explained, followed by behaviors which may characterize each of the ratings. This guide is not intended to be a substitute for the Supervisor’s judgement, nor is it to be inclusive of all potential performance characteristics. The following criteria apply ONLY TO EMPLOYEES IN SUPERVISORY/DEPARTHMENT DIRECTOR POSITIONS. BUDGETING: How well does this employee develop realistic budget requests to accomplish established goals and objectives within the established boundaries for his/her position with the County? A rating of 1 may be A rating of 2 may be A rating of 3 may be A rating of 4 may be A rating of 5 may be A rating of 6 may be characterized by: characterized by: characterized by: characterized by: characterized by: characterized by: *Routinely exceeds *Occasionally exceeds *Generally operates within *Expenditures are within *Monitors budget *Does not exceed appropriated funding in appropriated funding in department budget established department expenditures closely and departmental budget department budget department budget budget limits stays within limits limitations *Unable or unwilling to project *Departmental budget * Department budget requests *Adequately plans for ongoing *Considers cost of *Requests are based on expenditures so that requests do not always reflect are generally sufficient to activities and future departmental goals and plans realistic expectations for requested funds are adequate an accurate picture of support ongoing operational plans for accordingly ongoing and future to support departmental operational needs requirements, but may lack department operational initiatives operations adequate planning for new or expanded projects *Takes a proactive approach in finding ways to save money and/or resources within department budget
HAYWOOD COUNTY Supervisory/Department Director Performance Evaluation The following information is offered as a guide to evaluating employee performance. Each criterion is explained, followed by behaviors which may characterize each of the ratings. This guide is not intended to be a substitute for the Supervisor’s judgement, nor is it to be inclusive of all potential performance characteristics. The following criteria apply ONLY TO EMPLOYEES IN SUPERVISORY/DEPARTHMENT DIRECTOR POSITIONS. BUDGETING: How well does this employee develop realistic budget requests to accomplish established goals and objectives within the established boundaries for his/her position with the County? A rating of 1 may be characterized by: A rating of 2 may be characterized by: A rating of 3 may be characterized by: A rating of 4 may be characterized by: A rating of 5 may be characterized by: A rating of 6 may be characterized by: *Routinely exceeds appropriated funding in department budget *Occasionally exceeds appropriated funding in department budget *Generally operates within department budget *Expenditures are within established department budget limits *Monitors budget expenditures closely and stays within limits *Does not exceed departmental budget limitations *Unable or unwilling to project expenditures so that requested funds are adequate to support departmental operations *Departmental budget requests do not always reflect an accurate picture of operational needs * Department budget requests are generally sufficient to support ongoing requirements, but may lack adequate planning for new or expanded projects *Adequately plans for ongoing activities and future operational plans for department *Considers cost of departmental goals and plans accordingly *Requests are based on realistic expectations for ongoing and future operational initiatives *Takes a proactive approach in finding ways to save money and/or resources within department budget