Overall Rating. An overall rating is calculated by using the assessment-rating calculator. Such overall rating represents the outcome of the review/appraisal.
Overall Rating. The rating shall be consistent with the factor ratings. An overall rating of “Needs to Improve” or one factor rating of “Unacceptable” shall require documentation of “performance assessment(s)” as well as meeting with the employee to develop a plan for improvement. Continued need for improvement shall require additional performance assessment meetings or evaluations. An overall performance review rating of “Unacceptable” will, when applicable, prevent an employee from receiving his or her step increment for that year. The overall rating is not necessarily an average or composite of the individual category/factor ratings of a performance review.
Overall Rating i. An overall score in accordance with the assessment rating is provided as a summary of the outcome of the performance review for KRAs and CMCs.
ii. The assessment rating calculator may then be used to provide a final score based on adding the scores achieved for the KRAs and the CMCs.
Overall Rating. The following effectiveness ratings shall be assigned: Ineffective, Developing, Skilled, and Accomplished. Each category shall be considered comparable for purposes of Reduction-in-Force.
Overall Rating. 7.6.5.1 An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal
7.6.5.2 The assessment of the performance of the CFO will be based on the following rating scale for KPA’s and Core Managerial Competencies: Level Terminology Description Rating 5 Outstanding performance Performance far exceeds the standard expected of an employee at this level. The appraisal indicates that the Employee has achieved above fully effective results against all performance criteria and indicators as specified in the Performance Compact and maintained this in all areas of responsibility throughout the year. 4 Performance significantly above expectations Performance is significantly higher than the standard expected in the job. The appraisal indicates that the Employee has achieved above fully effective results against more than half of the performance criteria and indicators and fully achieved all others throughout the year 3 Fully effective Performance fully meets the standards expected in all areas of the job. The appraisal indicates that the Employee has fully achieved effective results against all significant performance criteria and indicators as specified in the Performance Compact. 2 Not fully effective Performance is below the standard required for the job in key areas. Performance meets some of the standards expected for the job. The review/assessment indicates that the employee has achieved below fully effective results against more than half the key performance criteria and indicators as specified in the Performance Compact. 1 Unacceptable performance Performance does not meet the standard expected for the job. The review/assessment indicates that the employee has achieved below fully effective results against almost all of the performance criteria and indicators as specified in the PA and Performance Plan. The employee has failed to demonstrate the commitment or ability to bring performance up to the level expected in the job despite management efforts to encourage improvement.
7.6.5.3 For purpose of evaluating the performance of the CFO, an evaluation panel constituted by the following persons will be established-
7.6.5.3.1 Municipal Manager/ Accounting Officer 7.6.5.3.2 Chairperson of the performance/audit committee 7.6.5.3.3 Member of the mayoral committee; and
Overall Rating. 7.3.5.1 An overall rating is calculated by using the applicable assessment-rating calculator. Such overall rating represents the outcome of the performance appraisal
7.3.5.2 The assessment of the performance of the DIRECTOR ECONOMIC DEVELOPMENT, PLANNING & ENVIRONMENTAL MANAGEMENT will be based on the following rating scale for KPA’s and Core Managerial Competencies:
Overall Rating. The overall rating is not a mathematical averaging of the previous categories, but is meant to represent a total comprehensive rating of the employee.
Overall Rating. The Teacher Performance Evaluation Rubric rating and the HQSD will be entered into the Ohio Department of Education OhioES System to determine an overall effectiveness rating. Teachers who have the same effectiveness rating shall be deemed to have “comparable evaluations.”
Overall Rating. An overall score in accordance with the assessment rating is provided as a summary of the outcome of the performance review for KRAs and CMCs.
