|
|
Cooperative Extension Service |
 |
|
|
|
|
|
Agricultural
Experiment Station |
|
|
|
|
|
U of A Board Policies
Dale Bumpers College
|
PurposePerformance evaluation is an integral part of Extension planning, teaching, supervision, and salary administration. It is a continuing day-to-day activity. It occurs whether we realize it or not, whether we do it formally or informally. It occurs in each situation where one person is responsible for or interested in the work of another. Its primary purpose is to aid in providing the highest possible level of educational service for the people of Arkansas through improved performance. The evaluation process should encourage employees in areas that indicate strength and aid them in those which need improvement. Performance evaluation is a measurement process for determining the level of effectiveness of an employee in the assigned job. Results obtained through the evaluation procedure are expressed in what is commonly referred to as a performance rating. The terms "performance evaluation" and "performance appraisal" are essentially synonymous. Performance evaluation increases the effectiveness of Extension employees by:
The performance evaluation process at the University of Arkansas Cooperative Extension Service is based on the following principles:
StructureI. Responsibility Primary responsibility for performance evaluation rests with the immediate supervisor. II. Frequency Performance evaluations are conducted annually at the end of the program year. The required documents are due based on the following timeline:
III. Performance Against Standards Extension Project/Program Support Professionalsare evaluated against established standards in the four areas. Performance areas to be evaluated are:
Each Performance area will be rated as follows:
IV. Supervisory Comments Supervisory comments in the following areas are for counseling purposes and are optional.
V. Performance Rating Categories On the basis of scores obtained in the performance evaluation, the Extension Project/Program Support Professionals will be assigned an overall rating, reflecting performance for the year:
ProceduresI. Position Description At the beginning of each review period, the employee and supervisor will review the position description and make any revisions necessary. This position description, as approved by the supervisor, will serve as the base document for the annual performance evaluation. III. Narrative Report When appropriate, each support specialist or technical support specialist may be asked to submit a brief narrative report by October 15, including such topics as those listed below. The time frame for the report is October 1 through September 30 of the past fiscal year.
Employees for which the narrative report would not be appropriate may instead be asked to submit a self-evaluation. This may be accomplished by having the employee complete an EEVAL-165 or through another format deemed appropriate by the supervisor. IV. Performance Evaluation and Review A. Form EEVAL - 165, Annual Performance Evaluation Using the employee’s narrative and other appropriate input, the supervisor will complete Form EEVAL - 165, Annual Performance Evaluation. The standards to be rated are Job Accomplishment, Human Relations, Professional Development and Behavioral Dimensions. The Job Accomplishment standard is further divided into Technical Competence and Program Implementation, which are separately rated. Technical competence is intended to measure the employee’s knowledge of the job. Program implementation measures how well the employee applies that knowledge to the performance of required duties. Specific job duties may be listed on the performance evaluation form and rated individually. These ratings may be used to support and justify the Technical Competence and Program Implementation ratings. The Human Relations standard may include, but is not limited to, the following:
Professional Development includes, but is not limited to, the following:
Behavioral dimensions may include the following:
B. Review The rating will be discussed with the employee by the appropriate supervisor. The employee will be given a copy of the completed performance evaluation. All evaluation conferences will be completed within 90 days of the end of the rating period. Ratings will be certified by the supervisor and the employee and must be submitted to the appropriate associate director or Assistant Director for review and concurrence. C. Disposition The original copy of the performance evaluation will be submitted to the Human Resources office for filing in the employee's Official Personnel Folder. V. Career Counseling During the performance evaluation conference, the employee and supervisor will complete Career Counseling Record, which becomes a part of the performance evaluation file. Appeal ProceduresAn employee who disagrees with the overall performance rating has a right to appeal that rating through PMGS-08-1.6, University of Arkansas Division of Agriculture Non-Classified Performance Evaluation Appeals Procedure. |
|
© 2006 |
|
|
University of Arkansas • Division of Agriculture |
Mission
•
Disclaimer
•
EEO
•
|
