Annual Evaluation |
Management Performance Evaluation |
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A. Instructions: Definitions for performance level degreesM
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5. Performance is exceptional. Meets definition as stated in #4 but has also demonstrated outstanding success in meeting a specific mission of the district. (Appraisal Factor #5 requires justification comments- see section C
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4. Performance is above average, showing consistent and important contributions which exceed expectations in this position.
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3. Performance shows satisfactory attainment of the principle objectives expected in this position.
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2. Performance has not reached a satisfactory level and is below average because of a specific deficiency.
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1. Performance show more than one deficiency which seriously interferes with the attainment of the expected objectives of the position. (Appraisal Factor #1 requires justification comments-see section C )
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B. Performance Criteria |
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Overall Evaluation (Circle One)
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* Exceptional
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* Above Average
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* Satisfactory
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* Less than Satisfactory
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* Deficient
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C. PERFORMANCE LEVELS 1 AND 5 REQUIRE JUSTISFICATION COMMENTS:
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D. PLEASE IDENTIFY ANY UNIQUE CONDITIONS that existed which influenced the evaluation of the management employee, such as” being a new employee “or “on an unusual assignment”.
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E. PLEASE COMMENT ON THE MANAGER’S COMMUNITY INVOLVEMENT relative to district interest, if appropriate.
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G. I have discussed this report with my supervisor and have received a copy of it. I understand that my signature does not necessarily indicate that I am in agreement with the rating but is merely acknowledgement that the discussion has taken place.
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