Form AOC-A-181 "Employee Performance Appraisal - Administrative Support for Judges" - North Carolina

What Is Form AOC-A-181?

This is a legal form that was released by the North Carolina Court System - a government authority operating within North Carolina. As of today, no separate filing guidelines for the form are provided by the issuing department.

Form Details:

  • Released on December 1, 2006;
  • The latest edition provided by the North Carolina Court System;
  • Easy to use and ready to print;
  • Quick to customize;
  • Compatible with most PDF-viewing applications;
  • Fill out the form in our online filing application.

Download a fillable version of Form AOC-A-181 by clicking the link below or browse more documents and templates provided by the North Carolina Court System.

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Download Form AOC-A-181 "Employee Performance Appraisal - Administrative Support for Judges" - North Carolina

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CONFIDENTIAL
EMPLOYEE PERFORMANCE
STATE OF NORTH CAROLINA
APPRAISAL
JUDICIAL BRANCH OF GOVERNMENT
ADMINISTRATIVE SUPPORT
Human Resources Division
FOR JUDGES
INSTRUCTIONS:
Complete both the front and back side and retain the original for your files. Forward a copy of the front side only to
the Administrative Office of the Courts, Human Resources Division, Courier Box 56-10-50, Raleigh, NC, OR, if
courier is not available, mail to P. O. Box 2448, Raleigh, NC 27602.
Name Of Employee
Social Security No.
Job Title
(Last Four Digits)
Overall Rating
Name Of Evaluating Supervisor
Title Of Evaluating Supervisor
LEVEL OF PERFORMANCE
(See definitions on reverse side)
PERFORMANCE AREAS
*Utilize Performance Areas A-H For Office Support/Court Reporters
5
4
3
2
1
Preparation, Processing or Reviewing Correspondence Mail, Records
A
Attendance and Punctuality
B
C
Public Contact and Working Relationships
Adherence to Work Deadlines, Policies, Procedures & Performance Standards
D
Operation and Maintenance of Equipment and Office Facilities
E
F
Preparation of Transcripts and Other Court Documents
Case Management
G
Jury Management
H
*Utilize Performance Areas I-M For Trial Court Administrators And Other Administrative Employees
Development of Programs, Goals and Policies
I
Compliance with Budget and Expenditure Controls
J
Communication and Coordination
K
L
Performance of Routine work
Preparation of Reports and Presentations
M
N
O
P
NOTE:
Mark any performance areas N/A (Not Applicable) in Priority Column when not appropriate for the employee being evaluated.
CERTIFICATION
I, the undersigned employee, certify that this performance appraisal and hiring authority/supervisory written comments have been
discussed with me and I have been given the opportunity to comment in writing (see reverse side). I understand that my signature does
not constitute agreement.
Date Of Annual Evaluation Review
Signature Of Employee
Date Of Annual Evaluation Review
Signature Of Evaluating Supervisor
Date Of Annual Evaluation Review
Signature Of Hiring Authority
AOC-A-181, Rev. 12/06
(Over)
© 2001 Administrative Office of the Courts
CONFIDENTIAL
EMPLOYEE PERFORMANCE
STATE OF NORTH CAROLINA
APPRAISAL
JUDICIAL BRANCH OF GOVERNMENT
ADMINISTRATIVE SUPPORT
Human Resources Division
FOR JUDGES
INSTRUCTIONS:
Complete both the front and back side and retain the original for your files. Forward a copy of the front side only to
the Administrative Office of the Courts, Human Resources Division, Courier Box 56-10-50, Raleigh, NC, OR, if
courier is not available, mail to P. O. Box 2448, Raleigh, NC 27602.
Name Of Employee
Social Security No.
Job Title
(Last Four Digits)
Overall Rating
Name Of Evaluating Supervisor
Title Of Evaluating Supervisor
LEVEL OF PERFORMANCE
(See definitions on reverse side)
PERFORMANCE AREAS
*Utilize Performance Areas A-H For Office Support/Court Reporters
5
4
3
2
1
Preparation, Processing or Reviewing Correspondence Mail, Records
A
Attendance and Punctuality
B
C
Public Contact and Working Relationships
Adherence to Work Deadlines, Policies, Procedures & Performance Standards
D
Operation and Maintenance of Equipment and Office Facilities
E
F
Preparation of Transcripts and Other Court Documents
Case Management
G
Jury Management
H
*Utilize Performance Areas I-M For Trial Court Administrators And Other Administrative Employees
Development of Programs, Goals and Policies
I
Compliance with Budget and Expenditure Controls
J
Communication and Coordination
K
L
Performance of Routine work
Preparation of Reports and Presentations
M
N
O
P
NOTE:
Mark any performance areas N/A (Not Applicable) in Priority Column when not appropriate for the employee being evaluated.
CERTIFICATION
I, the undersigned employee, certify that this performance appraisal and hiring authority/supervisory written comments have been
discussed with me and I have been given the opportunity to comment in writing (see reverse side). I understand that my signature does
not constitute agreement.
Date Of Annual Evaluation Review
Signature Of Employee
Date Of Annual Evaluation Review
Signature Of Evaluating Supervisor
Date Of Annual Evaluation Review
Signature Of Hiring Authority
AOC-A-181, Rev. 12/06
(Over)
© 2001 Administrative Office of the Courts
LEVEL OF PERFORMANCE DEFINITIONS
l DISTINGUISHED - LEVEL 5
Consistently outstanding in meeting and going beyond job requirements. Accomplishes duties in the performance area
with a sustained high level of proficiency and performs additional duties or assumes more responsibility resulting in
increased work flow in the department.
l COMMENDABLE - LEVEL 4
Meets job requirements with some distinction. Accomplishes duties in the performance area with an above average level
of proficiency, rarely makes errors and sets the pace for work flow in the department.
l SATISFACTORY - LEVEL 3
Fully meets job requirements. Accomplishes duties in the performance area in a reasonable and consistent manner with
normal expectations of proficiency and facilitates the normal flow of work in the department.
l MARGINAL - LEVEL 2
Marginally meets job requirements. Accomplishes some duties in the performance area but needs to improve proficiency
to facilitate the normal flow of work in the department.
l UNSATISFACTORY - LEVEL 1
Fails to meet job requirements. Fails to accomplish duties in the performance area or performs them so poorly that work
must constantly be redone, and normal flow of work in the department is frequently disrupted.
EMPLOYEE COMMENT
HIRING AUTHORITY/SUPERVISORY COMMENT
Please use this space to cite specific examples of work behaviors that support your rating or any other comments you wish
to make about employee performance or career plans.
AOC-A-181, Side Two, Rev. 12/06
© 2006 Administrative Office of the Courts
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