Staff Performance Appraisal Form - LEAP Academy University ...

Staff Performance Appraisal FormLEAP ACADEMY UNIVERSITY CHARTER SCHOOL549 Cooper Street, Camden, New Jersey 08102Phone: 856-614-0400 / Fax: 856-342-7190NameJob TitleSupervisorEvaluation YearDateChief SchoolAdministratorA: Performance Planning – Meet to set performance goals and plan the work for the year___ Identify individual and organizational goals for the year___ Discuss strengths and needs with respect to these goalsSignatures:___ Assign priority percentage to each goal___ Discuss and finalize individual and organizational goalsStaff member/Date Supervisor/Date Chief School Administrator/DateComments Attached:___ Yes ___ No ___ Yes ___ No ___ Yes ___ NoB: Progress Review – Meet to help the staff member meet criteria and plan for improvement___ Discuss performance with respect to each goal___ Assign advisory rating for each goalSignatures:___ Assign advisory rating for overall performance___ Remedial Plan Required ___ Yes ___ NoStaff member/Date Supervisor/Date Chief School Administrator/DateComments Attached:___ Yes ___ No ___ Yes ___ No ___ Yes ___ NoC: Annual Review – Meet to evaluate job performance___ Discuss performance over whole year___ Rate performance for entire year for each goalSignatures:___ Rate overall performance for entire year___ Remedial Plan Required ___ Yes ___ NoAnnual Review Summary Rating: ___ Exceeds/Excels ___ Meets ___ BelowStaff member/Date Supervisor/Date Chief School Administrator/DateComments Attached:Attendance Record___ Yes ___ No ___ Yes ___ No ___ Yes ___ No___ Number of days sick leave used___ Number of days off the payroll___ Number of personal days used___ Number of days tardy

Staff member Performance Appraisal FormA: Performance Planning – Meet to set performance goals and plan the work for the yearIn this stage of the performance appraisal process, the staff member meets with the supervisor to set three to five goals forthe year. The performance planning meeting should occur no later than the end of the first month of the school year. Thestaff member and the supervisor discuss the contributing role of the staff member to the school and identify performancegoals for the staff member (goals specific to the needs of the individual staff member as identified and agreed to jointly bythe staff member and the supervisor) and for the school as a whole (goals identified by the staff member’s supervisor ascritical to the organization as a whole). For each goal, the supervisor assigns a priority percentage to the goal and indicatesthe criteria by which the goal will be judged to receive, at a minimum, a rating of Meets. (The sum of all goals shall be 100percent.) Once the goals are finalized, the staff member, the supervisor, and the Chief School Administrator (if differentfrom the supervisor) sign the form. Each may attach additional comments, if desired.B: Progress Review – Meet to help the Staff member meet criteria and plan for improvementIn this stage, the staff member meets with the supervisor to discuss the staff member’s progress with respect to the staffmember’s individual and organizational goals. The supervisor (if different from the Chief School Administrator) assigns anadvisory rating for each goal, which serves as an indication of areas of strength or continuing need based on documentationand evidence the supervisor provides (e.g., classroom observations, participation in professional development, etc.). Thesupervisor then assigns an advisory rating for overall performance for the staff member. The staff member, the supervisor,and the Chief School Administrator may attach additional comments, if desired. If the staff member’s overall performancereceives a rating of Below, a remedial plan is required to assist the staff member in attaining a rating of Meets in the areasin which the staff member is performing below standards.C: Annual Review – Meet to evaluate job performanceIn this stage, the staff member meets with the supervisor to discuss the staff member’s job performance over the wholeyear. The supervisor (if different from the Chief School Administrator) rates the staff member’s performance for the entireyear for each goal and rates the staff member’s overall performance for the entire year. If the staff member’s overallperformance receives a rating of “below”, a remedial plan is required to assist the staff member in attaining a rating of“meets” in the areas in which the staff member is performing below standards. The staff member, the supervisor, and theChief School Administrator may attach additional comments, if desired. A yearly meeting is held with the staff member andthe Chief School Administrator to review the ratings and related percentages for pay for performance. The Pay forPerformance scale is: Exceeds/Excels (3%); Meets (2%); Below (0%).Rating CriteriaExceeds/ExcelsMeetsBelowThe staff member has consistently made exceptional contributions toward the school and consistentlyexceeded his or her personal and organizational goals. The staff member is considered a valued teammember and a productive individual contributor. Substantial evidence exists that the staff memberassumed additional responsibilities, made substantial accomplishments (such as the exercise ofleadership beyond his or her job description), and/or took initiative above and beyond the staff member’sregularly assigned responsibilities.The staff member has generally performed at the level expected of a valued team member and aproductive individual contributor. This rating encompasses a range of performance from satisfactorilymeeting job expectations to occasionally exceeding job expectations. Evidence exists that the staffmember is meeting most or all of the criteria identified for his or her personal and organizational goals.The staff member has not met most or all the criteria for successful performance with respect to his orher personal and organizational goals. The staff member’s performance may meet some of the jobexpectations but does not fully meet the remainder, or the staff member’s performance may beconsistently unacceptable. Significant improvement (as outlined in the Remedial Plan) may be needed bythe time of final review or disciplinary action may result. The staff member needs to improve anddemonstrate that he or she has the capacity to improve. The staff member is not satisfactorilycontributing to the organization and may have taken action that has created unnecessary problems forthe school.Page 2 of 7

Staff member Performance Appraisal FormGoal 1: Priority Percentage: /100(Description of Goal)Performance Criteria:(Performance is successful if…)Actual Performance:Progress Review___ Exceeds/Excels ___ Meets ___ BelowSupervisor Comments(Documentation/evidence of progress towards goal)Annual Review___ Exceeds/Excels ___ Meets ___ BelowSupervisor Comments(Documentation/evidence of progress towards goal)(Attach Additional Comments on Back if Necessary)Page 3 of 7

Staff member Performance Appraisal FormGoal 2: Priority Percentage: /100(Description of Goal)Performance Criteria:(Performance is successful if…)Actual Performance:Progress Review___ Exceeds/Excels ___ Meets ___ BelowSupervisor Comments(Documentation/evidence of progress towards goal)Annual Review___ Exceeds/Excels ___ Meets ___ BelowSupervisor Comments(Documentation/evidence of progress towards goal)(Attach Additional Comments on Back if Necessary)Page 4 of 7

Staff member Performance Appraisal FormGoal 3 Priority Percentage: /100(Description of Goal)Performance Criteria:(Performance is successful if…)Actual Performance:Progress Review___ Exceeds/Excels ___ Meets ___ BelowSupervisor Comments(Documentation/evidence of progress towards goal)Annual Review___ Exceeds/Excels ___ Meets ___ BelowSupervisor Comments(Documentation/evidence of progress towards goal)(Attach Additional Comments on Back if Necessary)Page 5 of 7

Staff Performance Appraisal Form - LEAP Academy University ...

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?