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Print Form SECRETARIAL/CLERICAL STAFF PERFORMANCE APPRAISAL GUIDELINES FOR SUPERVISORS Purpose: This performance appraisal procedure is instituted at Teachers College in order to: Assess performance

How to fill out secretarialclerical staff performance appraisal

How to fill out a secretarial/clerical staff performance appraisal:

1. Begin by providing a clear and concise description of the employee's role and responsibilities as a secretarial/clerical staff member. This will help set the expectations for their performance appraisal.
2. Evaluate the employee's job performance against specific criteria, such as accuracy, attention to detail, organizational skills, time management, communication, teamwork, and customer service.
3. Use a rating scale or performance indicators to assess the employee's performance in each criterion. For example, you can rate their accuracy on a scale of 1 to 5 or use terms like "Needs Improvement," "Meets Expectations," or "Exceeds Expectations."
4. Provide concrete examples and evidence to support each evaluation. Include specific achievements, projects completed, or areas where improvement is needed. These examples should be based on objective observations, feedback from colleagues or clients, and any relevant data or metrics.
5. Include space for the employee to reflect on their own performance. This self-assessment can provide valuable insights and help facilitate a constructive dialogue between the employee and their supervisor during the performance review meeting.
6. Set goals and development objectives for the employee in the coming year. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART). They should align with the employee's role and responsibilities and reflect areas where improvement or growth is needed.
7. Provide an overall performance rating or summary based on the evaluations and goal achievements. This can help summarize the employee's performance and provide a basis for determining any salary raises, promotions, or performance improvement plans.

Who needs secretarial/clerical staff performance appraisal:

1. Organizations that employ secretarial/clerical staff members benefit from conducting performance appraisals to ensure their employees are meeting expectations and performing at a high level.
2. Supervisors or managers who oversee secretarial/clerical staff should conduct performance appraisals to assess their team's productivity, identify areas for improvement, and recognize exceptional performance. These evaluations help supervisors make informed decisions about promotions, training opportunities, or performance improvement plans.
3. Secretarial/clerical staff themselves may also benefit from performance appraisals. This feedback can help them understand their strengths, identify areas for growth, and set goals to improve their performance and advance in their careers.

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What is secretarial/clerical staff performance appraisal?

Secretarial/clerical staff performance appraisal is the evaluation process conducted to assess the performance and achievements of secretarial and clerical employees.

Who is required to file secretarial/clerical staff performance appraisal?

Managers or supervisors responsible for overseeing the secretarial/clerical staff are required to file the performance appraisal.

How to fill out secretarial/clerical staff performance appraisal?

To fill out the appraisal, managers need to assess the employee's job performance based on set criteria, provide feedback, and set goals for improvement.

What is the purpose of secretarial/clerical staff performance appraisal?

The purpose of the appraisal is to provide feedback to the employees, identify strengths and weaknesses, and establish goals for performance improvement and development.

What information must be reported on secretarial/clerical staff performance appraisal?

Information such as job responsibilities, goals achieved, areas for improvement, professional development needs, and overall performance ratings should be reported.