HOW TO APPRAISE. a. Define the standard - rate each person against the requirements of the position. b. Be objective - avoid reference to personal likes and dislikes. c. Consider one factor of ability at a time. Each factor is distinct and does not necessarily relate to similar factors. d. Base appraisals on observed and proven performance - avoid impressions based on hearsay. e. Base appraisals on average daily performance - avoid rating occasional incidents which highlight a particularly good or bad performance. f. Written narrative explanation must accompany any areas designated as unsatisfactory.
Appears in 9 contracts
Samples: Classified Employee Agreement, Paraeducator Employee Agreement, Campus Supervisor Agreement
