U. of A. C.E.S. Policy Manual: C.E.S.P. 1-66: Personnel: Annual Performance Evaluation: Program Assistants.

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Annual Performance Evaluation
Program Assistants

Policy Number: C.E.S.P. 1-66
Date Revised: 11-11-2004
Supersedes: 9-11-2001

Introduction • Section I. Performance Categories • Section II. Performance Ratings • Section III. Procedure • Section V. Probation • Section VI Appeals • Annual Performance Evaluation Forms • Printer friendly version

Introduction

It is the policy of the Arkansas Cooperative Extension Service to regularly evaluate the performance of each of its employees. Employees at all levels of the organization receive an evaluation of their performance each year. Through this process, your supervisor will tell you the strong and weak points in how you do your job. You will also have an opportunity to discuss your concerns with your supervisor.

The evaluation is used to determine training needs, to monitor your progress on the job, and as a tool for wage rate adjustments.

Section I. Performance Categories

Your performance will be evaluated in several categories, broadly divided into two areas – program delivery and work habits. These categories may include the following, or others, as appropriate. The specific categories are listed on the performance evaluation form which is provided with this handbook.

Program Delivery

Program Understanding

Your knowledge of the program and how you communicate it to your clients and others.

Teaching Techniques

Your use of official curriculum and innovative (new and different) teaching methods.

Knowledge of Foods and Nutrition

Your working knowledge of basic nutrition, meal planning, food preparation, food buying and storage.

Progress With Families

The number of your clients who graduate from the program, show improvements in diet and food preparation practices, and move into other Extension programs.

Progress With Youth

The number of youth clients who move into the regular 4-H program, involvement of volunteers, and maintenance of recommended number of youth groups.

Work With Volunteers

Your recruitment, training, and involvement of volunteers in areas such as providing meeting places, transportation, assisting with teaching or providing supplies

Number of Program Participants

Maintenance of the recommended workload (adults, youth, volunteers) by practicing good recruitment skills.

Referrals

Your knowledge of community resources and making appropriate referrals.

Civil Rights Compliance

Maintenance of balanced enrollment representing the area served and sensitivity to individual needs.

Work Habits

Reliability

Submitting your work schedule on time and keeping your supervisor informed of changes in advance.

Following Instructions

Following instructions consistently and accurately.

Attendance/Punctuality

Being on time; scheduling leave according to guidelines.

Records Maintenance

Keeping accurate records and submitting them on time.

Confidentiality

Maintaining confidentiality of records and client information.

Section II. Performance Ratings

Within each performance area your performance will be rated at one of the following levels:

Excellent
Very Good
Satisfactory
Marginal
Unsatisfactory

Each performance level is assigned a point value based on the relative importance of the performance area. The scores from each area are totaled to determine the overall performance rating. The rating scale is shown on the last page of your performance evaluation form.

Overall Rating
Excellent
Very Good
Satisfactory
Marginal
Unsatisfactory

Excellent: Represents the highest possible estimate of how well the job is

Very Good: Performance of unusually high quality which exceeds position

Satisfactory: Performance which is of good quality and meets position requirements at

Marginal: Performance which is marginally acceptable, but significant

Unsatisfactory: Performance which is considerably below position requirements.

Section III. Procedure

During the 30 days prior to your anniversary date, your County Extension Agent - Staff Chair, in consultation with your supervising agent and others, as appropriate, will prepare the Annual Performance Evaluation form. The staff chairman will discuss the evaluation with you and you will be asked to sign the evaluation form. Signing the form does not necessarily imply that you agree with the rating. After the evaluation conference, you will be given a copy of the forms.

Section IV. Wage Rate Increases

Wage rate increases are usually in the form of across-the-board increases in the wage scale in the Compensation Plan. Wage scale increases are usually made on July 1.

Section V. Probation

If your performance falls below a satisfactory level your supervisor will initiate probation procedures to allow you an opportunity to regain a satisfactory level of performance.

1. Your supervisor will counsel with you to review the specific areas in which your performance is less than satisfactory and explain what you must do to return to a satisfactory level.

2. You will be notified in writing that you are being placed on probation for a period of up to 90 days, during which your performance will be monitored. If your performance improves, but does not reach the satisfactory level by the end of the probation period, your supervisor may elect to extend probation for another period of up to 90 days.

3. At the end of the probation period, your supervisor will discuss your progress with you.

4. If your performance has reached a satisfactory level, you will be released from probation. However, if your performance drops below the fully satisfactory level during the ensuing year, your employment will be terminated.

E.E.V.A.L. -171, Program Assistants - E.F.N.E.P.
E.E.V.A.L. -172, Program Assistants - 4 - H

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Personnel Annual Performance Evaluation Program Assistants