Performance Appraisal for Library Manager - ABOA
Answer
Category: Personnel
Policy Number: 502
Title: Performance Appraisal for Library Manager
Guidelines and Procedures:
1. Library Manager shall complete a Goal-Setting Questionnaire (Appendix D) and submit it to
the Board at the last regular Board meeting prior to their anniversary date.
2. At this Board meeting, a Committee of at least two shall be formed to fill out a Performance
Appraisal (Appendix E) and set a date for meeting with the Library Manager
3. The Committee will meet at least two weeks prior to conferring with the Library Manager.
4. Their evaluation shall be provided to the Library Manager at least one week prior to stated
meeting.
5. Any recommendations by the Committee will be discussed at the time of Appraisal and
presented to the Board for Final Approval.
6. All employees of the Library shall be evaluated on regularly scheduled intervals:
• first year-3 months, 6 months, 1 year
• subsequent years--once a year on the anniversary of employment
Amended April 28, 2018
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Policy #502
Perfonnance APPraisal
Name:
APPENDIX E
Policy #502
PERFORMANCE APPRAISAL
-------------------------
Position: - -----------------------
Appraisal Period: __________ to _________ _
Evaluation of an employee's performance must be conducted in an atmosphere of trust, confidence and
support. They are to be open, honest and concise. The evaluation shall be used to assist in any wage
negotiations or grid movement, disciplinary action or promotion.
Performance Level Definitions
1. Unsatisfactory
2. Satisfactory
3. Excellent
above
4. Outstanding
Staff operates below standards.
Staff meets all basic requirements of the position.
Staff consistently operates above all standards. Results well
those expected in this position.
Extraordinary and exceptional accomplishments. The results
achieved obviously far exceed normal requirements of the post.
While the following is not a complete list of all the criteria which constitutes an effective employee, it
is intended to provide guidelines. These guidelines should assist employees in determining
performance expectations. The criteria are not in rank order.
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Performance of Duties
Comments:
completes assigned duties
plans and organizes work
works with minimum supervision
adapts to changing work demands
performs work accurately
completes duties in a timely fashion
initiative (thinks constructively and makes suggestions)
creativity (has new ideas and finds new and better ways of doing things)
receptive to suggestions
ensures work area is orderly and clean
---------------- ----------------- -
Job Knowledge/Skills
Comments:
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demonstrates knowledge required to perform primary functions
understands and complies with accepted operational methods and procedures
demonstrates operational knowledge of required tools/machinery/equipment
typing/word processing skills: accuracy and neatness
composition skills, letters, reports, minutes
filing skills, storage and retrieval
telephone skills: efficiency and manner
stats and record-keeping
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Interpersonal Skills
Comments:
responds appropriately to Board's decisions
delegates to other staff effectively
communicates effectively to and with Board
communicates effectively to and with other staff
communicates effectively to and with the public (able to respond in an appropriate,
clear, concise, and business-like manner)
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Personal and General Conduct
attendance (comes to work faithfully, conforms to work hours, and is punctual)
reliability (follows through on assignments and instructions)
stability (withstands pressure and remains calm in crisis situations)
progressive and pro-active in attitude and action
effort towards self-improvement
good grooming and appropriate dress for the position
Comments: - - ----------------------------- ---
Training and Development
What training and development has the employee undertaken to improve his/her skills since the
previous evaluation and what would be beneficial in the future?
Identify any outstanding qualities and/or areas of improvement not indicated elsewhere in this report.
Average Score
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Overall Comments
This rating is based on my observation and/or knowledge of this employee's work and represents my
best judgment of this person's performance.
Name Date
Name Date
Employee's Comments
I have been made aware of the Board's comments and recommendations. My signature on this
document does not mean that I agree or disagree with the information but appears as a matter of record
that I have been made aware of this information. I have the right to add any additional information that
I wish to this Appraisal. A copy of the completed form is available to me upon request. I confirm that
the "Questionnaire Goal-Setting Session" has been completed in conjunction with this Performance
Appraisal.
Signature of Employee
Reviewed April 28, 2018