PERSONNEL POLICY 13 PERFORMANCE REWEW

(1)

It is the policy of the Chamber to constantly strive toward equity in salary administration. The attached performance appraisal procedures and forms are designed for this

purpose and to maintain competitive positions in our labor markets. (insert performance appraisal forms here)

(2)

greater omaha chamber of commerce

EMPLOYEE PERFORMANCE APPRAISAL PROCESS

Performance reviews and salary reviews are provided annually. Interim reviews may be necessary for the following reasons: job content change, additional responsibilities, promotions, re-evaluation of job due to local market conditions, or whenever any performance problems exist.

Fill in name, review date, review period, etc.

Sections should be completed using the following standards:

(3) (2) (1) (0)

Special Recognition Fully Meets Does Not Below Minimum — Consistently Requirements Consistently Meet Standards

Exceeds Requirements

Requirements

Performance Performance fully Performance Performance is consistently exceeds meets job sometimes meets below minimal requirements with requirements on a requirements but acceptable minimum consistent basis not consistently, standards,

supervision/direction; improvement is immediate

achievements are well necessary improvement

beyond those required

expected at this level

The section entitled SUMMARY COMMENTS REGARDING OVERALL PERFORMANCE is to be completed by the manager/supervisor and covers the employee’s performance behavior in general. This section also includes areas of strength and areas needing improvement.

The section entitled DEVELOPMENTAL AND CAREER RECOMMENDATIONS is to be completed for the coming year. Use additional pages as necessary to complete this section.

The EMPLOYEE COMMENTS portion should contain any observations he or she may have concerning the appraisal process, goals/objectives for the coming year, or career path plans.

Both the employee and the manager/supervisor are to sign the form.

The page entitled PERFORMANCE GOALS is to be completed by the manager and the employee based on the employee’s needs, wants, and desires, and includes the employee’s job specific goals.

Timeline for 2007 Annual Reviews November 5 November 5— 16 November 19—26 November 27 — December 7 9ecember 10— 20 )ecember 21

Roll-out process for annual reviews

Personal reviews, peer reviews completed

Managers complete performance appraisal forms President reviews completed forms

Performance appraisals conducted with employees

(3)

greater omaha chamber of commerce

Name_________________________________________ Review Period:_____________________ Review Date_____________________________________ Position:___________________________ Evaluator________________________________________ Date Prepared:_____________________

Job Specific

____Rating

The expectation is the employee consistently:

• Use a few bullets from annual goals and job description (main functions) .

.

Supervisor comments/examples: Employee comments/examp!es:

Organizational Vision, Mission and Values

____Rating

The expectation is the employee consistently:

• Can articulate the vision, mission and values of the organization

• Understands how his/her position relates to the goals and values of the organization

• Uses vision, mission and values as a framework for making decisions and conducting oneself • Provides a positive example by adhering to organizational policies and procedures

• Exhibits broad based Chamber product/service knowledge and can articulate it effectively • Provides information/participates in the quarterly reporting of our strategic plan

(4)

Quality and Quantity of Service

____Rating

• he expectation is the employee consistently:

• Completes work assignments accurately, errors are rare

• Is dependable, follows through with commitments and meets deadlines • Provides a prompt and courteous reply to external and internal customers

• Meets established department goals and records appropriately for plan measurements • Assesses outcomes against original purpose and learns from experiences

• Is flexible, able to adapt to changing work conditions and/or project requirements Supervisor comments/examples: Employee comments/examples:

Spirit of Service

____Rating

Dhe

expectation is the employee consistently:

• Has a positive attitude, showing enthusiasm and a desire to be excellent • Demonstrates collaboration and a willingness to cooperate with others

• Uses all his/her skills to do the best job possible, is passionate about the Chamber • Can accept suggestions or criticism and is able to reflect/discuss appropriately • Demonstrates impeccable integrity

• Is accountable, accepts responsibility for his/her job duties

(5)

Professionalism

____Rating

ie expectation is the employee consistently:

• Has a professional, well groomed personal appearance

• Is seen as an ambassador to the Chamber (poised, helpful, knowledgeable)

• Demonstrates technical knowledge and ability to operate office machinery and software • Looks to other professionals and organizations for ideas/knowledge

• Is conscientious about neatness of immediate work area, as well as the Chamber in general • Maintains expected attendance (reports to work on time, takes appropriate breaks, communicates

schedule changes to co-workers, works a full day)

Supervisor comments/examples: Employee comments/examples:

‘udgmentlProblem Solving

____Rating

The expectation is the employee consistently: • Is thorough in investigating problems

• Is innovative in developing solutions, using the framework of the organization’s goals and values as guidance

• Demonstrates ability to be flexible and adaptable • Recognizes and sets realistic priorities

• Demonstrates ability to make decisions and solve problems effectively based on available information Supervisor comments/examples: Employee comments/examples:

(6)

Communication

____Rating

• ne expectation is the employee consistently:

• Listens and is able to reflect back

• Clearly articulates information to others, is a concise and effective speaker • Develops accurate, professionally written communications

• Facilitates and/or participates in group discussions • Shares information appropriately

• Leads and/or participates in regularly scheduled department meetings

Relationship Management

expectation is the employee consistently: • Recognizes and respects diversity

• Develops and/or participates in productive group efforts, recognizing the value of teams • Is able to provide feedback in an appropriate manner

• Selects competent staff and/or volunteers

• Provides effective and on-going coaching, training and support to staff and/or volunteers • Is able to resolve conflict appropriately

(7)

Resource Management

____Rating

e expectation is the employee consistently: • Is a good steward of Chamber resources

• Operates within budget parameters, monitoring income and expenses to ensure financial stability • Process invoices and/or bills in a timely manner

• Assigns tasks to staff/volunteers that will optimize their skills, time and interest • Anticipates current and future needs, and articulates them appropriately

• Plans, organizes and implements personal and organizational goals and tactics Supervisor comments/examples: Employee comments/examples:

Professional and Personal Development je expectation is the employee consistently:

• Uses his/her strengths as often as possible • Has made progress on this year’s goals

• Is interested in improving performance by increasing knowledge and skills • Periodically scans other organizations/sources for new ideas

• Is involved in industry related education and/or professional organizations

Job specific score:

_________

Total of all other scores:

_________

TOTAL OF ALL RATING SCORES:

_______

(8)

Summary Comments Regarding Overall Performance

Developmental and Career Recommendations (For the Next 12 Months)

Employee Comments Signed: ___________ Evaluator Employee Date: ________________________ Date:______

(9)

2008 PERFORMANCE GOALS

me__________________________________________ Review Period:

Chamber Vision:

The Chamber will be the catalyst organization that ensures greater Omaha is a vibrant place to do business, work and live.

Chamber Mission:

To increase business, investment and employment in the Greater Omaha area

2008 Division Objectives

• Use the objectives from your 2008 Program of Work

b Specific Goals for 2008

1.

2. 3.

4.

5.

Personal and Developmental Goals for 2008

1.

2. 3.

4.

(10)

greater omaha chamber of commerce

2007 MID-YEAR PERFORMANCE UPDATE

Employee:

____________________________

Reviewer:

___________________

REVIEW OF 2007 PROGRAM OR PROJECT SPECIFIC GOALS Goal 1:

Goal 2: Goal 3: Goal 4:

- What is going well? Not so well?

- What is getting in the way of your success?

- What can I (as your manager) do to help you achieve your goals?

REVIEW OF 2007 PERSONAL GOALS Goal 1:

Goal 2: Goal 3: Goal 4:

- What is going well? Not so well?

- What is getting in the way of your success?

(11)

Overall comments by reviewer (concerns, revised goals for remainder of the year): Comments by employee: Employee Signature: Reviewer Signature: Date: _____________