Get the free Performance Evaluation - Sub-Managerial Supervisory Positi - bmcc cuny

THE CITY UNIVERSITY OF NEW YORK PERFORMANCE EVALUATION MANAGERIAL SUPERVISORY POSITIONS IN BUILDINGS AND GROUNDS Assistant Principal Custodial Supervisor, Senior Custodial Supervisor, Custodial Supervisor

How to fill out performance evaluation - sub-managerial

How to fill out a performance evaluation for sub-managers:

Gather necessary information:

1. Review any documentation related to the sub-manager's performance, such as their job description, goals, and any previous evaluations or feedback.
2. Collect supporting evidence or examples of the sub-manager's achievements, areas of improvement, and any specific incidents or projects that stand out.

Introduction:

1. Start the evaluation by introducing the purpose of the evaluation, which is to assess the sub-manager's performance in their role.
2. Mention that the evaluation will focus on key competency areas, such as leadership, communication, decision-making, and teamwork.

Define performance criteria:

1. Clearly state the performance criteria used to evaluate sub-managers, which may vary based on the organization and role.
2. Examples of criteria could include meeting or exceeding team targets, demonstrating effective leadership skills, fostering a positive work environment, and effectively managing resources.

Evaluate each criterion:

1. Provide a point-by-point evaluation for each performance criterion.
2. Start with a brief description of the criterion, then assess the sub-manager's performance against it.
3. Use specific examples, facts, and evidence to support your evaluation, ensuring fairness and objectivity.

Identify strengths and accomplishments:

1. Highlight the sub-manager's strengths, accomplishments, and areas where they have excelled.
2. Recognize their contributions to team or departmental goals, successful projects they have led, or positive feedback received from colleagues or superiors.

Address areas for improvement:

1. Identify any areas where the sub-manager may need improvement or further development.
2. Provide constructive feedback, suggestions, or recommendations for growth.
3. Offer specific examples or situations where the sub-manager's performance could have been improved.

Set goals and create a development plan:

1. Collaborate with the sub-manager to set goals and objectives for their future performance.
2. Create a development plan that outlines necessary steps or training opportunities to support their growth in the identified areas for improvement.
3. Clearly define expectations and deadlines for accomplishing these goals.

Summary and final thoughts:

1. Summarize the evaluation, highlighting the overall performance and any exceptional achievements or areas for improvement.
2. Close the evaluation by expressing appreciation for the sub-manager's contributions and dedication.

Who needs performance evaluation - sub-managerial?

1. Organizations: Performance evaluations for sub-managers are crucial for organizations to assess the effectiveness of their management structure.
2. Managers: Performance evaluations provide valuable insights into the strengths and weaknesses of sub-managers, enabling managers to make informed decisions regarding promotions, training opportunities, or performance improvement plans.
3. Sub-managers: Performance evaluations help sub-managers understand their strengths, areas for improvement, and future growth opportunities. It enables them to align their goals with the organization's objectives and improve their performance in their role.

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What is performance evaluation - sub-managerial?

Performance evaluation - sub-managerial is a process where the performance of employees who hold sub-managerial positions within an organization is assessed and reviewed.

Who is required to file performance evaluation - sub-managerial?

Supervisors or managers who oversee sub-managerial employees are generally required to file performance evaluations for them.

How to fill out performance evaluation - sub-managerial?

Performance evaluations for sub-managerial employees can be filled out by assessing their job responsibilities, goals, strengths, areas for improvement, and providing feedback on their performance.

What is the purpose of performance evaluation - sub-managerial?

The purpose of performance evaluation - sub-managerial is to provide feedback to sub-managerial employees, identify areas for development, and make decisions about promotions, raises, or disciplinary actions.

What information must be reported on performance evaluation - sub-managerial?

Performance evaluations for sub-managerial employees typically include ratings on job performance, behavior, communication skills, teamwork, and any other relevant criteria.