STAFF PERFORMANCE EVALUATION January 1, 2013 to March 31, 2014 Employee Employee Job Title: Name: Supervisor Employee Name: Department: Georgian Court University is committed to the development of its staff and believes that an employee’s performance should be evaluated on a regular basis to achieve the highest levels of individual and organizational performance. The evaluation process is a useful management tool and a vital communication link between supervisor and employee. Because the University bases its behaviors and decisions on its core values, all performance can be viewed through these values. CORE VALUES INTEGRITY JUSTICE Extends energy and RESPECT Embraces the joys Demonstrates Works to right resources on the Shows concern for and sorrows of honesty in relations with all behalf of others. the welfare, dignity, others. Considers interactions and persons and to Acts to satisfy the and feelings of the needs of the transactions, is advocate for needs of students, others to build and person and the trustworthy. protection of the faculty and staff. enhance a positive organization in vulnerable. community. moving to action. SERVICE COMPASSION The performance evaluation process is conducted as follows: Step One: Employee Self-Assessment Step Two: Supervisor Assessment Step Three: Supervisor reviews with PAT Member Step Four: Supervisor/Employee Review Assessment and develop Professional Development Plan PERFORMANCE RATINGS
STAFF PERFORMANCE EVALUATION January 1, 2013 to March 31, 2014 Employee Name: Employee Job Title: Supervisor Name: Employee Department: Georgian Court University is committed to the development of its staff and believes that an employee’s performance should be evaluated on a regular basis to achieve the highest levels of individual and organizational performance. The evaluation process is a useful management tool and a vital communication link between supervisor and employee. Because the University bases its behaviors and decisions on its core values, all performance can be viewed through these values. CORE VALUES RESPECT Shows concern for the welfare, dignity, and feelings of others to build and enhance a positive community. INTEGRITY Demonstrates honesty in interactions and transactions, is trustworthy. JUSTICE Works to right relations with all persons and to advocate for protection of the vulnerable. COMPASSION Embraces the joys and sorrows of others. Considers the needs of the person and the organization in moving to action. SERVICE Extends energy and resources on the behalf of others. Acts to satisfy the needs of students, faculty and staff. The performance evaluation process is conducted as follows: Step One: Employee Self-Assessment Step Two: Supervisor Assessment Step Three: Supervisor reviews with PAT Member Step Four: Supervisor/Employee Review Assessment and develop Professional Development Plan PERFORMANCE RATINGS