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Briefly explain the form to ensure that the employee understands what is expected and answer any questions. Seta date for the employee to return the completed worksheet to you for your review before the performance appraisal meeting, and then schedule the meeting.  \nComplete PART III, Performance, Behavioral Traits and Supervisory Factors.  \nThis section contains five performance factors, seven behavioral traits, and six supervisory factors that are important in the performance of the employee’s job. All employees are to berated on Performance Factors and Behavioral Traits; the Supervisory Factors apply only to employees with supervisory responsibilities. The supervisor/rater should indicate the employee’s performance by checking the box next to the appropriate level of performance. NOTE: A rating of Unacceptable (1) or Needs Improvement (2) on any item requires explanatory comments.  \n1 = UNACCEPTABLE-Consistently fails to meet job requirements; performance clearly below minimum requirements. Immediate improvement required to maintain employment.  \n2 = NEEDS IMPROVEMENT – Occasionally fails to meet job requirements; performance must improve to meet expectations of position.  \n3 = MEETS EXPECTATIONS – Able to perform 100% of job duties satisfactorily. Normal guidance and supervision are required.  \n4 = EXCEEDS EXPECTATIONS – Frequently exceeds job requirements; all planned objectives were achieved above the established standards and accomplishments were made in unexpected areas as well.  \n5 = SUPERIOR – Consistently exceeds job requirements; this is the highest level of performance that can be attained.  \nAll comments should be included in Part IV,“Overall Performance Evaluation Narrative.” The“overall performance” evaluation should reflect the employee’s total performance, including the performance factors as related to the employee’s responsibilities and duties as set forth in the job description, behavioral traits and supervisory factors, if applicable.  \nPart V,“Overall Performance Score” should then be completed by following the instructions in that section.  \nPart VI, “For the Employee” is an opportunity for the employee to make any comments regarding the appraisal or the appraisal process.  \n\n| DISTRIBUTION INSTRUCTIONS | 1. Return the original form to CCLA Human Resources 1531 James M. Wood Blvd. , Los Angeles, CA 90015\u003Cbr>2. Maintain one copy for your departmental records.\u003Cbr>3. Provide one copy to the employee |\n| --- | --- |\n\nThe following rating scale guide is being provided to assist the supervisor/rater in assigning the most  \nappropriate measurement of the employee’s performance factors, behavioral traits and supervisory factors.  \nNOTE TO THE RATER: After completing the form, and before forwarding it to the next level, please be sure to attach the“Performance Appraisal Cover Sheet” sheet provided to you from Human Resources which contains the name and other pertinent information for each of your employees.  \nPART II  \nPERFORMANCE EVALUATION EMPLOYEE PRE-INTERVIEW WORKSHEET To be completed by employee  \nEMPLOYEE NAME:   REVIEW DATE:    \nJOB CONTENT:  \n1. Do you have a clear understanding of you current job responsibilities?  \na. Yes  No   \n2. In what ways, if any, should your position be structured differently?  \n3. What do you like about your job?  \n4. What elements of your job do you think you do best (e.g., ability to handle people, ability to type, ability to problem solve, etc.)?  \nJOB ACHIEVEMENTS AND PROBLEMS:  \n1. What were your major performance achievements since your last review?  \n2. Give one or more examples of thin","cbCaiu45dARHAW9f","https://ap.wps.com/l/cbCaiu45dARHAW9f","pdf",195763,"English","# PART I - INSTRUCTIONS\n## Instructions for completing the appraisal\n# PART II\n## Employee pre-interview worksheet\n# PART III\n## Performance, behavioral traits and supervisory factors","[{\"question\":\"What is required for the employee pre-interview worksheet before the annual review meeting?\",\"answer\":\"A copy of PART II must be given to the employee, who completes it in preparation for the annual performance review. The supervisor should briefly explain the form, answer questions, set a return date for review, and then schedule the meeting.\"},{\"question\":\"How should the supervisor/rater use the rating scale?\",\"answer\":\"The supervisor/rater indicates performance by checking the box for the appropriate level. Ratings of Unacceptable (1) or Needs Improvement (2) require explanatory comments.\"},{\"question\":\"When do supervisory factors apply in the appraisal?\",\"answer\":\"Supervisory factors apply only to employees with supervisory responsibilities. All employees are rated using performance factors and behavioral traits.\"}]","Performance Appraisal For Supervisory and Non-Supervisory Staff - Part I - Instructions | PDF",1790815873]