Use the UCSD Libraries' self-evaluation form. Include ratings for each item in Section I. Job Functions, II. Performance Review and III. Supervisory Performance Review (if applicable). You may also include an overall rating of your performance if you wish.
On the back of the form, complete Section V., Comments Supporting the Overall Evaluation. Attach additional pages if necessary. In this section you should document your achievements, reflect on the quality of your performance, and mention any areas in which you think you can improve.
This section should be no more than two pages.
Give your self-evaluation to your supervisor or workleader (see below) to be used as input into his or her evaluation of your work. After the evaluation process is completed, your supervisor will submit your self-evaluation along with his or her evaluation of your performance to the Library Personnel Office.
You are the person most familiar with your performance. Your self-evaluation helps your supervisor to gain an accurate picture of your performance during the past year.
Your supervisor should base the evaluation on his or her observations of your performance, plus all available input from other sources. Your own self-evaluation is essential input; to write an objective evaluation, your supervisor should have your record of your accomplishments available. If your supervisor does an evaluation without access to your self-evaluation, he or she will be missing important information.
Note also that the UCSD Implementing Procedures for HRMI* state, self-evaluations are provided "to the supervisor in advance of the supervisor writing the final performance evaluation."
You have two opportunities to voice any disagreements:
First, when your supervisor gives you the evaluation, it should be in draft form. Ratings should be in pencil. The final evaluation should be written only after you and your supervisor (or workleader) have met to discuss the evaluation. Changes can be made during that discussion.
Second, after the final evaluation is written, but before it is signed, the supervisor should return it to you for comments. At that point, you may write any concerns you have. These concerns will then be attached to the evaluation and forwarded to LPO.
Yes. LMG approved PERT's recommendation that self-evaluations be required for all library staff beginning with the August 1996 review cycle.
PERT's recommendation was based, in part, on the results of a staff survey conducted in the fall of 1995. In that survey, staff classifications who already do self-evaluations (MAP, A&PS, and Librarians) listed self-evaluations as one of the things they liked about the performance process, while staff who did not do self-evaluations listed them as one of the things they would like to see added to the process.
A goal is what you are trying to achieve, an objective is what you will do to achieve that goal. One goal can have one, several, or many objectives.
No, you can use whatever feels comfortable to you and your supervisor.
Goals should be realistic, i.e., practical and achievable. Realistic goals provide a "balance" between what is hard and what is easy to achieve. Goals should motivate people to improve and to reach for attainable ends. For a goal to be motivational, the person must feel that the goal can be achieved. Impossible goals demotivate and defeat the goal-setting process. Likewise, easy goals do not motivate any more than unattainable goals. You should review your goals on a quarterly or semi-annual basis to check your progress and to make any necessary adjustments.
Your self-evaluation should discuss your progress toward your goals and objectives during the past year. You should describe your successes and discuss why some goals (if any) were not achieved.
The supervisor (and/or workleader) should include, in their comments on the evaluation, an assessment of the progress you made toward achieving your goals and objectives. That progress, plus compliance with performance standards, should be the major criteria used in judging your performance.
One copy of your goals and objectives should be retained in the department and one copy for the upcoming year should be sent to LPO with the evaluations for the previous year unless your department has made other arrangements with LPO. You and your supervisor should review your goals and objectives on a regular basis and revise as needed.
They are developed as the final step in the performance evaluation process (see step #7 in the "Performance Evaluation Process Worksheet").
Since both goals and objectives and "Future Plans and Actions" refer to plans for next year, completion of the section labeled "Future Plans and Actions" is optional. Items in your goals and objectives do not need to be repeated in this section.
The supervisor and the employee set the employee's goals and objectives by mutual agreement. Some may be suggested by the supervisor, others by the employee. In some departments, an individual's goals grow out of the departmental goal setting process. Goals should be discussed and agreed upon as the final step in the evaluation process.
The supervisor may delegate some or all of the performance evaluation process to the workleader. For example:
Yes. The supervisor is legally responsible for the evaluation. Therefore he or she must:
The supervisor or workleader is responsible for evaluating the employee's performance as objectively as possible, using information from their own observations plus that from other available sources, such as coworkers, customers, and the employee.
The steps in the process are outlined in the Performance Evaluation Process Worksheet and in the UCSD Guide to Performance Management:
No, this worksheet is only intended as a guide to the steps in the process. Use it only if it is useful to you.
According to the UCSD Implementing Procedures for HRMI:
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