JOB KNOWLEDGE. A. Ability To Learn Unsatisfactory Needs Improvement Satisfactory Above Satisfactory Exemplary Responds slowly and with poor understanding Has some difficulty in comprehending Adequately learns new ideas and concepts Learns new things easily High capability to learn and apply new ideas Comments:
JOB KNOWLEDGE. Thorough working knowledge of job Well-informed working knowledge of job Acceptable working knowledge of job Limited working knowledge of job Inadequate working knowledge of job Comments/Improvement Plan:
JOB KNOWLEDGE. This factor measures the typical level of knowledge and skill required in the job. The general and specific knowledge necessary for the job is commonly acquired through some combination of schooling, special courses, on-the-job training and experience. It takes into consideration both the breadth and depth of know-how, however acquired, that are required for the job.
JOB KNOWLEDGE. [See Guide to Defining Performance Ratings for general definitions of 5 rating categories] Understanding job procedures, policies, and responsibilities; keeping up-to-date technically; acting as a resource person on whom others rely for assistance. SPECIFIC REQUIREMENTS IN JOB KNOWLEDGE (IF APPLICABLE): WEIGHT (3,2,1) HIGHLY IMPROVEMENT EXCEPTIONAL EFFECTIVE EFFECTIVE REQUIRED UNSATISFACTORY COMMENTS ON PERFORMANCE
JOB KNOWLEDGE. This factor measures the actual or full working level knowledge required to independently perform the full duties of the job assignment. A full working level knowledge is a combination of formal or self-education and training and program/function/organization- related knowledge gained through experience. Knowledge is considered to have four primary components. Job knowledge can consist of one or all of the following components: • Internal or organization related knowledge gained from experience working within Rainbow Youth Centre, • External knowledge of organizations and issues that have an impact on Rainbow Youth Centre, • Functional knowledge, and • Knowledge gained from training or formal education. This factor does not measure the knowledge of the incumbent. This factor measures the full working level knowledge necessary to do the job duties.
JOB KNOWLEDGE. The employee must know not only all about her own job, but to some degree the responsibilities in other jobs, so that a transfer may be made, if necessary or desirable.
JOB KNOWLEDGE. Extent to which the employee: (1) possesses knowledge and skills for both the major and minor components of performing job functions of her/his position; (2) aligns his/her performance in order to contribute to the overall mission of Winchester Public Schools; (3) contributes to the effectiveness of the department; and (4) performs all requirements of the job description. Rating Assigned: Comments:
JOB KNOWLEDGE. Rate how the employee utilizes efficient methods, processes, and techniques to perform their assigned duties, how they make effective and efficient use of available technology to service the needs of patrons. Also rate the employee’s knowledge of his/her position, their willingness to attend workshops and other continuing education opportunities, and other efforts the employee makes to keep abreast of current trends. Comments:
JOB KNOWLEDGE. [ ] E Understanding of all phases [ ] M of his/her work and related [ ] N matters. Knowledge applied [ ] U with respect to total job. 2. QUALITY OF WORK – [ ] E Thoroughness, neatness, [ ] M accuracy, meeting [ ] N expectations of new position. [ ] U 3. DEPENDABILITY – [ ] E Reliability in following through [ ] M assignments and instructions. [ ] N [ ] U 4. COOPERATION – Ability and [ ] E willingness to work with [ ] M associates supervisors, and [ ] N others. Effectiveness in [ ] U working with others. 5. PRODUCTIVITY – [ ] E Demonstrated accom- [ ] M plishments, volume of work. [ ] N Work output relative to [ ] U schedules, expectations.
