CCRPC Planning and Community Development Annual Evaluation
Welcome to the Planning and Community Development Employee Performance Evaluation.
The ability of the Division to achieve our goals is based on consistent application of our values and cornerstones of success.
The evaluation asks about contributions in several areas. There is a numeric rating, and areas for comments, and strengths, growth, challenges and goals.
In each area, provide a rating on a scale of 1-4 for that area, and provide commentary about specific actions taken to demonstrate a commitment to that area.
1 =Not meeting expectations
2 = Building
3 = Strong
4 = Leading
After completing the evaluation, you will receive an email back. You can use this for the annual employee performance evaluation.
If you have any questions, please contact this email: kberger@ccrpc.org
Welcome to the Planning and Community Development Employee Performance Evaluation.
The ability of the Division to achieve our goals is based on consistent application of our values and cornerstones of success.
The evaluation asks about contributions in several areas. There is a numeric rating, and areas for comments, and strengths, growth, challenges and goals.
In each area, provide a rating on a scale of 1-4 for that area, and provide commentary about specific actions taken to demonstrate a commitment to that area.
1 =Not meeting expectations
2 = Building
3 = Strong
4 = Leading
After completing the evaluation, you will receive an email back. You can use this for the annual employee performance evaluation.
If you have any questions, please contact this email: kberger@ccrpc.org
Enter your work (CCRPC) e-mail:
Enter employee name:
Please select your Department:
Select supervisor or manager's name:
Which period does this evaluation cover?
Ratings Explanation:
1= Not Meeting Expectations
2= Building
3=Strong
4 = Leading
Job Knowledge and Skills
How well does the employee know their job responsibilities, and do they perform the skills necessary to be successful? Does the employee provide innovative high quality, sustainable services that improves the lives of the clients? Does the employee take initiative to complete work and find creative solutions or does the employee require consistent direction? Does the employee take direction and corrections well? Does the employee make changes in areas that they need improvement?
1
2
3
4
Job Knowledge & Skills Comments
Professionalism
Does the employee come to work every day, punctual and ready to work? Does the employee consistently follow agency procedures for absences, tardies, time-off, etc.? How dependable is this employee to complete tasks on time and to be responsive during work hours? Does the employee display professional behavior in all facets of their work?
1
2
3
4
Professionalism Comments
Leadership
Does the employee currently behave as a leader in some capacity, if so, in what way(s)? What qualities does the employee possess that contribute to their leadership skills or potential? (e.g. self awareness, ethics, positive influence, respect, knowledge, etc.) How comfortable/willing/confident is the employee in leadership roles? Are there any identifiable ways or avenues that leadership could/should be developed?
1
2
3
4
Leadership Comments
Ratings Explanation:
1 = Not Meeting Expectations
2 = Building
3 = Strong
4 = Leading
External Communication and Customer Focus
Does the employee build and maintain relationships internally within RPC and with community partners? Is the employee able to communicate clearly and productively with clients and partner agencies? Is the employee comfortable and effective providing presentations, answering questions, and sharing other visual or written information in a way that is clear and appropriate for different audiences? Does the employee follow up when appropriate?
1
2
3
4
External Communication and Customer Focus Comments
Internal Communication and Teamwork
Is the employee able to communicate clearly and productively with other members of the team and other employees (including leadership) within the agency? Does the employee know what questions to ask and pro-actively seek additional information and/or training when necessary? Does the employee actively engage in coaching and reflective practices? Is the employee responsive and supportive to other employees?
1
2
3
4
Internal Communication and Teamwork Comments
Professional Development/Engagement
Does the employee seek out opportunities and engage in activities to develop professionally? How quickly is the employee getting the required trainings done? Does the employee keep abreast of developments/best practices/emerging topics in the larger field? Is the employee able to apply new knowledge/skills/ideas to their role/work/projects at the local level?
1
2
3
4
Professional Development/Engagement Comments
Is the Employee on Probation?
Yes
No
Probation Period Performance
Has the employee successfully completed the probation period?
Yes
No
If no, make recommendation to end employment or extend the term of probation.
Cornerstone Goal #1
Financial Stability – What will you do to control costs, enhance revenue and/or utilize organizational resources in a way that assures that RPC receives the best possible value?
Cornerstone Goal #2
Operational Excellence – What will you do to promote teamwork, maintain a positive work environment and assure that we consistently operate according to the highest professional standards?
Cornerstone Goal #3
Customer, Client and Partner Focused – What will you do to ensure that we show respect, practice professionalism, maintain positive relationships and build partnerships with those whom we serve and work?
Cornerstone Goal #4
Organizational Development – What will you do to contribute to the ongoing evaluation of our programs, services and organization in pursuit of continuous improvement to help us better serve the needs of our region?
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