Supervisor Evaluation Sample Clauses

Supervisor Evaluation. A. 1. All monitoring or observation of the work performance of a supervisor shall be conducted openly, with full knowledge of the supervisor, by a duly certificated person.

Supervisor Evaluation. At the end of your service experience have your supervisor fill out this form Supervisor must fax form back to ▇. ▇▇▇▇▇ at (▇▇▇) ▇▇▇-▇▇▇▇ If you had an exceptional experience this is a great time to ask for a letter of recommendation Turn in the white copy to the Service-Learning office, yellow copy is for your records, and the pink copy is for your instructor Please have the supervisor at your site fax back this form to ▇. ▇▇▇▇▇ at (▇▇▇) ▇▇▇-▇▇▇▇

Supervisor Evaluation. Supervisors should also list major pieces of work assigned to the analyst during the previous 12-month period, whether job expectations were met or exceeded, and areas for training and growth. Feedback should be as specific as possible.

Supervisor Evaluation a. In June of each year Union workers will be invited to complete an anonymous evaluation of the Site Supervisors, the Directors, and the CEO. The results of the evaluations will be tabulated and presented to the CEO for inclusion in the Executive Session Agenda for the next Board of Directors' Meeting. The Labor-Management Committee will develop this evaluation.

Supervisor Evaluation. The Site Supervisor is required to send a final Performance Evaluation to the Assistant Head of Academic Affiars. This evaluation must be received before the last day of the semester in order for a passing grade to appear on the student's grade report.

Supervisor Evaluation. After reviewing the employee’s self-evaluation, please rate the employee’s performance for each criterion in the evaluation which includes some of the following areas: quality and quantity of work performed, customer focus, initiative, process improvement, work ethic, communication, adherence to County policies, overall achievement of business results, supporting effective teams, and employee development. There is also a section for employees supervising others that includes: develops and communicates performance expectations, monitors job performance, effectively communicates performance results, provides timely evaluations, and recognizes individual accomplishments. If you rate the employee as a Developmental Performer, you are required to have verbally counseled the employee on the areas you consider below standard prior to the evaluation. If you rate the employee as a Non-Performer, you are required to have counseled and documented the discussion(s) prior to the evaluation. After you have rated the employee’s performance, you will then provide comments in the following areas:  General comments—Provide general comments about work performance. Your comments should include additional feedback or clarify your ratings in this section. You are not limited to commenting only on the criteria included in the work performance section. If you have comments you would like to add about other areas of work performance, it would be important to include them in this comment section.  Strengths demonstrated in past year—Identifying strengths is very important to the person being evaluated. This allows the person to make a concerted effort to continue doing what they do well.  Opportunities for Improvement—As an organization that is committed to continuous improvement, staff must be focused on improving performance. Input from the employee’s supervisor is valuable in this process and helps guide the employee’s development efforts in the coming year. Often, opportunities for improvement identified in the evaluation will help the employee to develop his/her self-development goals. It is important to remember that each employee wants to improve performance and this feedback serves as a guide. When providing comments on opportunities for improvement, be sure they are constructive in nature.

Supervisor Evaluation. Those Bargaining Unit Members who receive the

Supervisor Evaluation