Form AOC-A-175 "Clerk of Superior Court Employee Performance Evaluation" - North Carolina

What Is Form AOC-A-175?

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 January 1, 2015;
  • 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-175 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-175 "Clerk of Superior Court Employee Performance Evaluation" - North Carolina

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Clerk of Superior Court
Employee Performance Evaluation
Employee Name:
Supervisor Name:
Employee Title:
Date of Evaluation:
GENERAL INSTRUCTIONS
Performance management is a continuously shared communication process focusing on the individual development of each employee. It
is a cycle with expectations communicated at the beginning of the year and a formal evaluation of the employee’s performance at the end
of the year. However, ongoing communication and coaching are the key components of the process.
Carefully evaluate the employee’s work performance in relation to the key job responsibilities and performance standards of the job.
Assign points for each rating within the scale and write that number in the corresponding rating area. Points will be totaled and averaged
for an overall performance score. Indicate N/A if not applicable and do not count in the overall score.
There shall be at least a formal year-end performance evaluation meeting. The employee’s performance of key job responsibilities will be
evaluated based on the rating categories listed below.
The first pages of this form are intended to be kept for use by the supervisor and/or employee. Please submit the last page(evaluation
summary) to the NCAOC Human Resources Division.
PERFORMANCE RATINGS
(3) Exceeds Expectations:
Performance consistently exceeds documented expectations and measurements. The employee
consistently does work going far beyond what is expected in terms such as quantity, quality, timeliness, cost, and customer satisfaction.
Performance that “Exceeds Expectations” is due to the effort and skills of the employee. Performance is consistently characterized
by exceptionally high quality work that requires little or no improvements or corrections. An employee at this level repeatedly makes
exceptional or unique contributions to the organization that are above the requirements of his/her duties and responsibilities. An
employee performing at this level should be readily recognized by their organization as an outstanding contributor to the organization’s
mission.
(2) Meets Expectations:
Performance consistently meets and occasionally exceeds the defined job expectations and measurements.
The employee performs according to expectations. The employee does the job at the level expected for this position and consistently
meets what is expected in terms such as quantity, quality, timeliness, cost, and customer satisfaction. The performance is due to
the employee’s own effort and skills. An employee performing at this level is dependable and makes valuable contributions to the
organization. His/her judgments are sound, and he/she demonstrates knowledge and mastery of duties and responsibilities. Most
employees should meet expectations in a functional, performing work unit.
(1) Does Not Meet Expectations:
Performance does not meet job expectations and measurements and supervisory attempts to
encourage performance improvement are unsuccessful. The employee is performing the job at an unacceptable level in terms such
as quantity, quality, timeliness, cost, and customer satisfaction, and performance improvement counseling by the manager/supervisor
has not resulted in adequate employee performance improvement. Managers/supervisors are required to continue addressing
performance issues with an employee with this rating level, documenting management efforts to encourage acceptable performance, and
documenting subsequent results on a Performance Improvement Plan. Performance counseling sessions should be guided by next-level
management and/or HR, and may result in disciplinary consequences for the employee who fails to demonstrate improvement.
PERFORMANCE FACTORS
Please supply supportive details or comments for each factor.
1. Work Quality
Rating (
)
The accuracy, thoroughness, and acceptability of work performed.
2. Productivity Rating
Rating (
)
The extent to which the employee efficiently produces volume of work in a specified period of time.
AOC-A-175, Page One, Rev. 1/15
© 2015 Administrative Office of the Courts
Clerk of Superior Court
Employee Performance Evaluation
Employee Name:
Supervisor Name:
Employee Title:
Date of Evaluation:
GENERAL INSTRUCTIONS
Performance management is a continuously shared communication process focusing on the individual development of each employee. It
is a cycle with expectations communicated at the beginning of the year and a formal evaluation of the employee’s performance at the end
of the year. However, ongoing communication and coaching are the key components of the process.
Carefully evaluate the employee’s work performance in relation to the key job responsibilities and performance standards of the job.
Assign points for each rating within the scale and write that number in the corresponding rating area. Points will be totaled and averaged
for an overall performance score. Indicate N/A if not applicable and do not count in the overall score.
There shall be at least a formal year-end performance evaluation meeting. The employee’s performance of key job responsibilities will be
evaluated based on the rating categories listed below.
The first pages of this form are intended to be kept for use by the supervisor and/or employee. Please submit the last page(evaluation
summary) to the NCAOC Human Resources Division.
PERFORMANCE RATINGS
(3) Exceeds Expectations:
Performance consistently exceeds documented expectations and measurements. The employee
consistently does work going far beyond what is expected in terms such as quantity, quality, timeliness, cost, and customer satisfaction.
Performance that “Exceeds Expectations” is due to the effort and skills of the employee. Performance is consistently characterized
by exceptionally high quality work that requires little or no improvements or corrections. An employee at this level repeatedly makes
exceptional or unique contributions to the organization that are above the requirements of his/her duties and responsibilities. An
employee performing at this level should be readily recognized by their organization as an outstanding contributor to the organization’s
mission.
(2) Meets Expectations:
Performance consistently meets and occasionally exceeds the defined job expectations and measurements.
The employee performs according to expectations. The employee does the job at the level expected for this position and consistently
meets what is expected in terms such as quantity, quality, timeliness, cost, and customer satisfaction. The performance is due to
the employee’s own effort and skills. An employee performing at this level is dependable and makes valuable contributions to the
organization. His/her judgments are sound, and he/she demonstrates knowledge and mastery of duties and responsibilities. Most
employees should meet expectations in a functional, performing work unit.
(1) Does Not Meet Expectations:
Performance does not meet job expectations and measurements and supervisory attempts to
encourage performance improvement are unsuccessful. The employee is performing the job at an unacceptable level in terms such
as quantity, quality, timeliness, cost, and customer satisfaction, and performance improvement counseling by the manager/supervisor
has not resulted in adequate employee performance improvement. Managers/supervisors are required to continue addressing
performance issues with an employee with this rating level, documenting management efforts to encourage acceptable performance, and
documenting subsequent results on a Performance Improvement Plan. Performance counseling sessions should be guided by next-level
management and/or HR, and may result in disciplinary consequences for the employee who fails to demonstrate improvement.
PERFORMANCE FACTORS
Please supply supportive details or comments for each factor.
1. Work Quality
Rating (
)
The accuracy, thoroughness, and acceptability of work performed.
2. Productivity Rating
Rating (
)
The extent to which the employee efficiently produces volume of work in a specified period of time.
AOC-A-175, Page One, Rev. 1/15
© 2015 Administrative Office of the Courts
3. Job Knowledge
Rating (
)
The extent to which the employee possesses the practical and technical skills and knowledge required on the job.
4. Judgment
Rating (
)
The ability to make sound decisions.
5. Reliability
Rating (
)
The extent to which the employee can be relied upon regarding task completion and follow-up.
6. Initiative and Work Habits
Rating (
)
T he ability to be a self-starter. Efficiently organizes duties. Completes assignments on schedule. Shows resourcefulness and works
with little or no supervision.
7. Communication and Customer Service
Rating (
)
The ability to effectively convey thoughts, ideas, and necessary information to others. Demonstrates courtesy and effectiveness
in dealing with job related internal and external customers and co-workers. Displays an overall professional and positive attitude.
Shows continued focus on customer satisfaction for internal and external customers.
8. Teamwork
Rating (
)
The ability to work well with co-workers, management, internal and external customers.
9. Attendance
Rating (
)
The extent to which employee is punctual, observes prescribed work/breaks/lunch periods, and has acceptable overall attendance.
(Acceptable in this case means does not abuse the call off/sick time policy.)
10. Adherence to Policy
Rating (
)
The extent to which employee follows good conduct rules and regulations and adheres to organizational policies.
AOC-A-175, Page Two, Rev. 1/15
© 2015 Administrative Office of the Courts
11. Supervision and Leadership
Rating (
)
The ability to effectively influence the work of others in order to meet goals and objectives.
PERFORMANCE DEVELOPMENT
1. Accomplishments or new abilities demonstrated since last review:
2. Specific areas of improvement:
(if applicable)
3. Action plan for continued growth:
(please be specific)
PERFORMANCE RATING
The total points divided by the number of performance factors not listed as N/A. The overall rating entered into BEACON will be rounded
to the nearest whole number.
Employee’s Overall Performance Rating:
SUPERVISOR SIGNATURE
This report is based on my observations, knowledge of the employee’s performance, and review of applicable information. It represents
my best judgment of the employee’s performance.
Date
Name Of Supervisor (type or print)
Signature Of Supervisor
EMPLOYEE SIGNATURE
I acknowledge that I have received a copy of this evaluation. I have had an opportunity to discuss it with my supervisor and the Clerk of
Superior Court. I understand that I may offer my comments below:
Date
Name Of Employee (type or print)
Signature Of Employee
AOC-A-175, Page Three, Rev. 1/15
© 2015 Administrative Office of the Courts
CONFIDENTIAL
STATE OF NORTH CAROLINA
CSC EMPLOYEE PERFORMANCE
EVALUATION SUMMARY
JUDICIAL BRANCH OF GOVERNMENT
HUMAN RESOURCES DIVISION
(ASSISTANT CLERK - DEPUTY CLERK -
DEPUTY CLERK/BOOKKEEPER)
INSTRUCTIONS:
Complete and forward this Performance Evaluation Summary form to the NCAOC, Human Resources Division,
Courier Box 56-10-50, Raleigh, NC 27602 or if courier is not available, mail to P.O. Box 2448, Raleigh, NC 27602.
Name Of Employee (First, MI, Last)
Personnel No.
Employee Classification Title
County
Area Of Work
Supervisory Position?
Administrative
Bookkeeping
Cashier
Civil
Criminal
Estates
Yes
No
Juvenile
Special Proceedings
Other:
Name Of Evaluating Supervisor
Title Of Evaluating Supervisor
Name Of Hiring Authority
PERFORMANCE AREA RATINGS:
3 - Exceeds Expectations
2 - Meets Expectations
1 - Does Not Meet Expectations
PERFORMANCE
Performance Factors:
Rating
1. Work Quality
2. Productivity
3. Job Knowledge
4. Judgment
5. Reliability
6. Initiative and Work Habits
7. Communication and Customer Service
8. Teamwork
9. Attendance
10. Adherence to Policy
11. Supervision and Leadership
OVERALL RATING
Rating Period Ending Date
(average of performance area ratings)
SMART GOALS (Specific - Measurable - Attainable - Relevant - Timely)
COMMENTS
Use this space for examples of work behaviors that support your rating or any other comments you wish to make about employee performance or career
plans.
CERTIFICATION
I, the undersigned employee, certify that this performance appraisal has been discussed with me and I have been given the opportunity
to comment in writing. I understand that my signature does not constitute agreement.
Date
Signature Of Employee
Date
Signature Of Evaluating Supervisor
Date
Signature Of Hiring Authority
AOC-A-175, Page Four, Rev. 1/15
© 2015 Administrative Office of the Courts
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