Common use of Leadership Performance Clause in Contracts

Leadership Performance. ● Clearly communicate organization’s mission and goals to staff ● Provide regular ongoing feedback to staff ● Facilitate, coach, and support staff’s efforts to succeed ● Provide meaningful recognition of staff success ● Support diversity in the workplace. ● Set clear direction and follow through ● Make effective employee selection and promotion recommendations ● Other: Appendix B.2 Performance Evaluation Classified Staff Performance Evaluation Employee Name: Department: Position: Supervisor: Appraisal: Probation mid-point Probation end Annual Other ● Strengthen communication ● Make sure goals and performance expectations are understood ● Recognize achievements ● Create plans for improvement or change where appropriate ● Create Professional Development Plan to enhance strengths ● Review job description A. Step 1: Independently fill out all sections of the Performance Evaluation form in preparation for meeting together: (1) things done well, (2) change needed, and (3) the professional development plan. B. Step 2: Meet to discuss and compare the Performance Evaluation and the supervisor will fill out the final Performance Evaluation form based on this meeting. C. Step 3: Review present job description. If more than 25% has changed, refer to the reclassification process. D. Step 4: Sign the Performance Evaluation form and the supervisor will submit it to Human Resources.

Leadership Performance. ● Clearly communicate organization’s mission and goals to staff ● • Provide regular ongoing feedback to staff ● • Facilitate, coach, and support staff’s efforts to succeed ● • Provide meaningful recognition of staff success ● • Support diversity in the workplace. ● • Set clear direction and follow through ● • Make effective employee selection and promotion recommendations ● Other: • Other Appendix B.2 Performance Evaluation Classified Staff Performance Evaluation Evaluation‌ Employee Name: Department: Position: Supervisor: Appraisal: Probation mid-point Probation end Annual Other ● • Strengthen communication ● • Make sure goals and performance expectations are understood ● • Recognize achievements ● • Create plans for improvement or change where appropriate ● • Create Professional Development Plan to enhance strengths ● • Review job description A. Step 1: Independently fill out all sections of the Performance Evaluation form in preparation for meeting together: : (1) things done well, , (2) change needed, and and (3) the professional development plan. B. Step 2: Meet to discuss and compare the Performance Evaluation and the supervisor will fill out the final Performance Evaluation form based on this meeting. C. Step 3: Review present job description. If more than 25% has changed, refer to the reclassification process. D. Step 4: Sign the Performance Evaluation form and the supervisor will submit it to Human Resources. The Supervisor is responsible for making sure the Performance Evaluation is completed.