Talent Management, SPEC Kit 344 (November 2014)

Taylor, Meredith A.; Lee, Elida

120 · Representative Documents: Performance Assessment
UNIVERSITY OF GEORGIA
Libraries’ Faculty Performance Evaluation
http://www.libs.uga.edu/staff/libfacultyperfevalform.doc
The University of Georgia Libraries
Libraries’ Faculty Performance Evaluation
Employee name: Rank:
Department: Internal position title:
Employment date: Annual Evaluation Other (specify):
Period of evaluation from: to:

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SPEC Kit 344: Talent Management (November 2014) resources

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120 · Representative Documents: Performance Assessment
UNIVERSITY OF GEORGIA
Libraries’ Faculty Performance Evaluation
http://www.libs.uga.edu/staff/libfacultyperfevalform.doc
The University of Georgia Libraries
Libraries’ Faculty Performance Evaluation
Employee name: Rank:
Department: Internal position title:
Employment date: Annual Evaluation Other (specify):
Period of evaluation from: to:

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SPEC Kit 344: Talent Management · 119
UNIVERSITY OF GEORGIA
Classified Employee Performance Evaluation
http://www.libs.uga.edu/staff/classifiedemplevalform.doc
4 Rev. 2001
Section IV -Evaluation Summary
Completed by the Supervisor
Supervisory assessment of overall job performance during the last performance review cycle is described and rated
below. All portions of this performance appraisal are considered and weighed in summarizing performance. In the
event of an overall rating of “needs improvement” or “unsatisfactory” an action plan for improvement should be
included. The overall evaluation rating will determine the merit level.
Consistently exceeds expectations in all areas of performance or, exceeds expectations in
most areas with an outstanding additional contribution.
Exceeds expectations in most areas.
Meets expectations.
Overall job performance does not meet expectations and indicates a need for improvement.
Overall job performance is unsatisfactory.
Supporting Supervisory Comments:
Section V -Signatures
Completed by the Employee
1. I was given the opportunity to review and discuss my job description, and to review and discuss the work
standards to be rated during the next performance review cycle.
Yes No
2. Comments on this performance evaluation (optional):
Supervisor Signature: Date:
Employee Signature: Date:
(Signature acknowledges receipt of the report not necessarily agreement.)
Department Head Signature (if different than supervisor): Date:

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SPEC Kit 344: Talent Management (November 2014) resources

SPEC Kit 344: Talent Management · 121
UNIVERSITY OF GEORGIA
Libraries’ Faculty Performance Evaluation
http://www.libs.uga.edu/staff/libfacultyperfevalform.doc
2
Section I -Activities and Accomplishments
Completed by the Libraries’ Faculty member
Summarize major accomplishments and activities for the year. Comments should be formatted using the criteria for
Librarian/Archivist rank and promotion (http://www.libs.uga.edu/staff/facprom.html#facpromguide). In your
comments, you may wish to include:
• Progress toward the goals set during your last performance appraisal and proposed goals for the coming year
• Activities that were particularly helpful or especially challenging as you attempted to achieve your goals.
• Ideas to improve job conditions and/or solve work problems (such as new equipment or procedures that would
increase efficiency)
Highlights of basic job achievements:
Service to the University/Libraries:
Professional activities:
Contributions to research and other
creative activities:
Service to the community:
Section II -Continuing Goals
Completed by the Supervisor and/or Libraries’ Faculty member
The areas outlined in this section should reflect the major areas included in the “duties and responsibilities” section
of the position description. Space is provided for five you may address fewer or more than five based on your
judgement. Supervisory assessment of actual performance in these areas may be described in the Performance
Comments area.
1.
Duty /responsibility:
Expectation for
performance:
Performance Comments:
Goals for the coming
year in this area/ action
plan for improvement:
2.
Duty /responsibility:
Expectation for
performance:
Performance Comments:
Goals for the coming
year in this area/ action
plan for improvement:
3.
Duty /responsibility:
Expectation for
performance:
Performance Comments:
Goals for the coming
year in this area/ action

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Page 7Survey Results click to expand contents

Page 71Representative Documents click to expand contents

Page 73Competency Models click to expand contents

Page 109Staff Development Plans click to expand contents

Page 115Performance Assessment click to expand contents

Page 179Selected Resources click to expand contents

SPEC Kit 344: Talent Management (November 2014) resources

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SPEC Kit 344: Talent Management (November 2014) resources

SPEC Kit 344: Talent Management (November 2014) resources