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Employee Compensation Study State and local contract opportunity
Solicitation number
26-004-JR
Issued by
Michigan

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This document contains a Performance Appraisal and Career Progress Check-In form from Oakland Community College (OCC) for evaluating an employee's job performance and professional development. The performance appraisal is a comprehensive four-page document that assesses an employee across multiple performance factors including quality of work, quantity of work, work habits, attitude, relationships with people, resourcefulness, and attendance. The evaluation uses a rating scale from 1 (Unsatisfactory) to 5 (Outstanding) and includes sections for defining performance levels, providing detailed feedback, and identifying areas for professional improvement.

The accompanying Career Progress Check-In documents are designed to support ongoing professional development, with three separate forms focused on setting annual goals, tracking accomplishments, identifying opportunities for growth, and documenting supportive measures from leadership. The forms are structured for three check-in meetings throughout the year, with spaces for the employee and their leader to document personal, departmental, and collegewide goals, key contributions, professional development opportunities, and leadership support. The process encourages continuous dialogue and development, with instructions to email completed forms to careercheckin@oaklandcc.edu and reference additional resources on the college's internal website, InsideOCC.

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RFP 26-004 - Attachment D - Job Titles List.pdf PDF
RFP 26-004 - Attachment A - Pricing Spreadsheet.xlsx XLSX spreadsheet
RFP 26-004 JR - Employee Compensation Study.pdf PDF

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Name

Evaluation Date Date of Hire

Position Title

Department Full-time Part-time

TYPE OF APPRAISAL: Regular Probationary Other

Evaluator Name Evaluator Title

Outstanding (5) Very Good (4) Satisfactory (3) Needs Improvement (2) Unsatisfactory (1)

PERFORMANCE APPRAISAL

PURPOSE OF APPRAISAL: To improve individual performance and to create an incentive to change their behavior if it is warranted.

DEFINITIONS OF DEGREES OF PERFORMANCE

Outstanding performance is consistently characterized by exceptionally high quality work that leaves little or nothing to be desired. Employee repeatedly makes contributions to the organization which are far above the requirements of their position. (5 points)

Very Good performance is marked by initiative and high quality and quantity of work. Employee regularly makes valuable contributions to the organization. Judgments are sound and employee demonstrates knowledge and mastery of their position. (4 points)

Satisfactory performance is that which meets the requirements of the position. The position is being covered in an adequate manner and the responsibilities are being handled competently. (3 points)

Needs Improvement performance is marginal. Employee requires frequent supervision. Does not meet minimum standards for performance; improvement is expected. (2 points)

Unsatisfactory performance does not meet the requirements of the position. (1 point)

PERFORMANCE FACTORS

A. Quality of Work:

Considered were the accuracy, planning, follow-through and attention to detail of your work together with the necessity for close supervision of your efforts. Volume of work produced was not considered.

HR 37 5/23

p. 1 of 4

B. Quantity of Work:

Outstanding (5)Very Good (4)Satisfactory (3)
Needs Improvement (2)Unsatisfactory (1)
Outstanding (5)Very Good (4)Satisfactory (3)
Needs Improvement (2)Unsatisfactory (1)
Outstanding (5)Very Good (4)Satisfactory (3)
Needs Improvement (2)Unsatisfactory (1)
Outstanding (5)Very Good (4)Satisfactory (3)
Needs Improvement (2)Unsatisfactory (1)

HR 37 5/23

p. 2 of 4Performance Appraisal (Continued)

B. Quantity of Work:

Considered was your ability to organize work load, amount of work completed, and extent to which work is kept on schedule.

C. Work Habits:

Considered was your adherence to established procedures and rules; your dependability, judgment, persistency and personal habits as they affect your work in general.

D. Attitude:

Considered was your attitude toward your work, your ability to make useful suggestions, your specialized knowledge of your job, your efforts to acquire new or broader knowledge of your job.

E. Relationships With People:

Considered were such traits as your tact, courtesy, self-control, patience, and discretion in dealing with your fellow employees, subordinates, superiors, and the public.

F. Resourcefulness:

Outstanding (5)Very Good (4)Satisfactory (3)
Needs Improvement (2)Unsatisfactory (1)
Outstanding (5)Very Good (4)Satisfactory (3)
Needs Improvement (2)Unsatisfactory (1)

Total Points: (add points from each category above)

Outstanding (32-35) Very Good (25-31) Satisfactory (21-24) Needs Improvement (14-20) Unsatisfactory (7-13)

Explanation/Comments:

Describe areas of improvement since last review.

HR 37 5/23

p. 3 of 4Performance Appraisal (Continued)

F. Resourcefulness:

Considered were ability to handle difficult situations, ability to work independently and ability to be flexible in adapting to changes.

G. Attendance:

Considered was whether you came to work on time each day in conformance with work hours.

OVERALL PERFORMANCE (check one)

EMPLOYEE’S COMMENTS

EVALUATOR’S COMMENTSEVALUATOR’S COMMENTS

EMPLOYEE’S COMMENTS

Yes No How Long?

Evaluator’s Signature Date

Employee’s Signature Date

Employee’s Signature Date

HR 37 5/23

p. 4 of 4Performance Appraisal (Continued)

Trial period/probationary period extension recommended: (if applicable)

EMPLOYEE’S ACKNOWLEDGEMENT

This evaluation has been discussed with me and my signature on this document acknowledges receipt of a copy of this evaluation and in no way signifies agreement with the aforementioned comments.

AREAS FOR PROFESSIONAL DEVELOPMENT

Identify areas in which professional development activities are necessary to further enhance the employee’s professional competence and success.

Career Progress Check-In 1

CAREER PROGRESS CHECK-IN

Employee Name: ID:

Job Title:

Leader: Department:

ANNUAL GOALS for year 2024-2025 Personal goal(s):

Department goal(s):

Collegewide goal(s): Learn more about OCC’s Strategic Directions & Objectives

ACCOMPLISHMENTS/CONTRIBUTIONS

Share key accomplishments and contributions https://www.oaklandcc.edu/about/strategic_plan/strategic

Career Progress Check-In 2

OPPORTUNITIES

Identify opportunities to address areas of professional improvement and growth

SUPPORTIVE MEASURES FROM LEADERSHIP

Provide measures to help reach accomplishments

EMPLOYEE FEEDBACK

Add attachment with additional information if necessary

Career Progress Check-In 3

ADDITIONAL COMMENTS

First Check-In (Set expectations and goals)

Employee Signature Date

Leader Signature Date

Second Check-In (Check-In status, offer supportive measures)

Third/Final Check-In (Review accomplishments and opportunities)

Please send to careercheckin@oaklandcc.edu after each meeting

For more information, please see the Career Progress Check-In page on InsideOCC mailto:careercheckin@oaklandcc.edu https://oaklandcc.sharepoint.com/sites/HR/SitePages/Career-Check-in.aspx

Classified Performance Appraisal Form (HR-37).pdf
Teamster and Exempt Career Progress Check-In Form 2024-2025.pdf
enter name:
enter evaluation date:
enter date of hire:
enter position title:
enter department:
check box indicating full-time employee: Off
check box indicating part-time employee: Off
check box indicating regular appraisal: Off
check box indicating probationary appraisal: Off
check box indicating other appraisal: Off
enter evaluator name:
enter evaluator title:
check box indicating Outstanding (5) for A:
Quality of Work: Off
check box indicating Very Good (4) for A:
Quality of Work: Off
check box indicating Satisfactory (3) for A:
Quality of Work: Off
check box indicating Needs Improvement (2) for A:
Quality of Work: Off
check box indicating Unsatisfactory (1) for A:
Quality of Work: Off
enter notes/comments for A:
Quality of Work:
check box indicating Outstanding (5) for B:
Quantity of Work: Off
check box indicating Very Good (4) for B:
Quality of Work: Off
check box indicating Satisfactory (3) for B:
Quality of Work: Off
check box indicating Needs Improvement (2) for B:
Quality of Work: Off
check box indicating Unsatisfactory (1) for B:
Quality of Work: Off
enter notes/comments for B:
Quantity of Work:
check box indicating Outstanding (5) for C:
Work Habits: Off
check box indicating Very Good (4) for C:
Work Habits: Off
check box indicating Satisfactory (3) for C:
Work Habits: Off
check box indicating Needs Improvement (2) for C:
Work Habits: Off
check box indicating Unsatisfactory (1) for C:
Work Habits: Off
enter notes/comments for C:
Work Habits:
check box indicating Outstanding (5) for D:
Attitude: Off
check box indicating Very Good (4) for D:
Attitude: Off
check box indicating Satisfactory (3) for D:
Attitude: Off
check box indicating Needs Improvement (2) for D:
Attitude: Off
check box indicating Unsatisfactory (1) for D:
Attitude: Off
enter notes/comments for D:
Attitude:
check box indicating Outstanding (5) for E:
Relationships with People: Off
check box indicating Very Good (4) for E:
Relationships with People: Off
check box indicating Satisfactory (3) for E:
Relationships with People: Off
check box indicating Needs Improvement (2) for E:
Relationships with People: Off
check box indicating Unsatisfactory (1) for E:
Relationships with People: Off
enter notes/comments for E:
Relationships with People:
check box indicating Outstanding (5) for F:
Resourcefulness: Off
check box indicating Very Good (4) for F:
Resourcefulness: Off
check box indicating Satisfactory (3) for F:
Resourcefulness: Off
check box indicating Needs Improvement (2) for F:
Resourcefulness: Off
check box indicating Unsatisfactory (1) for F:
Resourcefulness: Off
enter notes/comments for F:
Resourcefulness:
check box indicating Outstanding (5) for G:
Attendance: Off
check box indicating Very Good (4) for G:
Attendance: Off
check box indicating Satisfactory (3) for G:
Attendance: Off
check box indicating Needs Improvement (2) for G:
Attendance: Off
check box indicating Unsatisfactory (1) for G:
Attendance: Off
enter notes/comments for G:
Attendance:
enter total points (add points from each category above):
check box indicating outstanding (32-35): Off
check box indicating very good (25-31): Off
check box indicating satisfactory (21-24): Off
check box indicating needs improvement (14-20): Off
check box indicating unsatisfactory (7-13): Off
enter explanation/ comments about overall performance:
describe areas of improvement since last review:
check box indicating yes extension recommended: Off
check box indicating no extension recommended: Off
enter how long to be extended:
enter areas of professional development:
enter evaluator's comments:
enter date of evaluator's signature:
enter employee's comments:
enter date of employee's signature 1:
enter date of employee's signature 2:
Name:
ID:
Job Title:
Leader:
Department:
Personal Goals:
Department Goals:
Collegewide Goals:
Accomplishments 2:
Accomplishments 3:
Opportunities 2:
Opportunities 3:
Supportive Measures 2:
Supportive Measures 3:
Employee Feedback 1:
Employee Feedback 2:
Employee Feedback 3:
Add'l Comments 1:
Add'l Comments 2:
Add'l Comments 3:
Employee Date 1_af_date:
Leader Date 1_af_date:
Employee Date 2_af_date:
Leader Date 2_af_date:
Employee Date 3_af_date:
Leader Date 3_af_date:

File details come from the government source that posted it. Updated .