Pc Form 80 22 PDF Details

Are you looking to secure a tourist or business visa to the United States? If so, then you're probably familiar with PC Form 80-22. This form is an important part of the Department of Homeland Security's immigration process and there are many steps to submitting it correctly. From gathering documents to filling out sections accurately - the process can be daunting without proper guidance. In this blog post, we'll cover everything about PC Form 80-22 from what documents you need for submission all the way through receiving your approved visa. Whether it's your first time applying for a US visa or if you want extra information on navigating this particular application form - keep reading to learn more!

QuestionAnswer
Form NamePc Form 80 22
Form Length2 pages
Fillable?No
Fillable fields0
Avg. time to fill out30 sec
Other namesJOBIdentify, dependability, deficiencies, H-260

Form Preview Example

LOS ANGELES UNIFIED SCHOOL DISTRICT – PERSONNEL COMMISSION

PERFORMANCE EVALUATION FOR PERMANENT UNIT D CLASSIFIED EMPLOYEES

(Please read the instruction on the other side before completing this form.)

Full Name (Las Name First)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Employee Number

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Job

Title (Assigned Class)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Name of

W ork Location

 

 

Report

from _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

to _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

indicate time period

during which

employee is

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

is being

evaluated.

 

 

 

 

 

 

 

 

1 .

ATTENDANCE:

Note the number

of hours absent

each

day during the past year, excluding religious holidays of the

 

 

 

 

 

 

 

 

 

 

 

 

 

 

employee’s faith,

vacations and

 

school

holidays or

recesses.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Pay Period

 

 

 

 

 

 

1 st

W eek

 

 

 

 

 

 

 

2 nd W eek

 

 

 

 

3 rd W eek

 

 

 

 

4 th W eek

 

Subtotals

 

 

Pay Period

 

M

 

T

 

W

 

T

F

 

M

 

T

 

W

 

T

F

M

T

 

W

 

T

F

 

M

T

 

W

T

 

F

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

First

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Second

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Third

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Fourth

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Fifth

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Sixth

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Seventh

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Eighth

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Ninth

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Tenth

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Eleventh

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Twelfth

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Thirteenth

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Comments:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Total Hours Absent

_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

 

Exceeds Standards

Meets Standards

Below Standards

2 . W ORK PRODUCT

If “Below Standards” is checked,

see Paragraphs 5 & 6 on the reverse side.

Quality of W ork

Quantity of W ork

£ £ £

£ £ £

Consider job knowledge, job- related judgment, thoroughness, neatness, skill level, employee workload, output volume, the extent to which work schedules and established priorities of work assignments are met .

3 . W ORK HABITS

Consider dependability, punctuality, and ability to comply with instructions, and the ability to work without close supervision.

£ £ £

4 . RELATIONS W ITH OTHERS

Consider attitude towards and acceptance by other employees, supervisors, school- based personnel, students and the public.

£ £ £

5 . ADDITIONAL JOB-RELATED FACTORS

Identify critical job factors not considered above.

£ £ £

6 . OVERALL W ORK PERFORMANCE

£ £ £

7 .

CLASSIFICATION OF POSITION:

 

 

 

 

 

 

 

Are the assigned job duties within

the scope of the classification? If in doubt,

 

 

Yes

No

 

Review

class description.

If either

indicates No”, attach a statement of the

 

Supervisor

£

£

 

 

Out - of- class duties to a copy of this form and send it to the Personnel Com-

 

 

 

 

 

 

mission, Room H- 2 6 0 , Administrative Offices.

 

Employee

£

£

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EMPLOYEE: The signing of this form is merely an acknowledgment of having seen

 

 

 

 

 

 

 

and discussed the evaluation. Your signature does not

 

 

 

 

 

 

 

necessarily

imply

agreement with the conclusions of your supervisor.

Signature

of

Evaluator

Title

Date

 

If you wish, you

may attach an explanation.

 

 

 

 

 

 

 

 

 

 

Signature

of

Reviewer

Title

Date

 

 

 

 

 

 

 

 

 

 

W ritten comments made by the reviewer

should be discussed with the

 

Signature of Employee

Supervisor

&

the employee.

 

 

 

 

 

 

 

PC Form 8 0 .2 2 (Rev. 3 / 0 1 )

 

 

 

 

INSTRUCTIONS FOR PREPARING PERFORMANCE EVALUATION FORMS

 

 

 

1 .

An

evaluation must be completed at least once a year for each regular employee who is not serving an initial probation period.

 

Every reasonable effort should be made to evaluate employees at least twenty (2 0 ) working days prior to the end of their

 

 

assignment for the school year.

 

 

 

 

 

 

 

 

2 .

The

evaluation

is to be completed by the person who is at a supervisory level or higher.

W here applicable, other supervisors or

 

managers responsible for directing employee’s work must be consulted. The evaluator must consider the employee’s performance

 

over the entire evaluation period.

 

 

 

 

 

 

 

 

3 .

The

evaluation

is recorded by placing an “X” in the appropriate box opposite the factor being evaluated.

Evaluations should be

 

based on observations or knowledge and not upon unsubstantiated or undocumented charges or rumors. No evaluation can be

 

based on derogatory materials in the employee’s personnel file unless the employee has been given prior notice and an

 

 

opportunity to review and attach his or her comments to such material.

 

 

 

 

 

 

 

The

evaluator

should:

 

 

 

 

 

 

 

 

 

a.

Discuss the evaluation with the employee.

 

 

 

 

 

 

 

 

b.

Sign the performance evaluation form and obtain the signature of the employee in duplicate.

 

 

 

c.

Give the employee the duplicate copy of

the

completed form . If the

employee

has left

the work

location, forward

the

 

 

employee’s copy to the home address.

 

 

 

 

 

 

 

 

 

d.

Retain

the original copy.

 

 

 

 

 

 

 

 

 

e.

Follow

the above procedures whether or

not

the employee signs the

evaluation.

If

the

employee

refuses to sign, indicate

 

 

it on the employee signature line.

 

 

 

 

 

 

 

 

4 .

Attendance:

A number should be placed in the

appropriate box to indicate

number of

hours for each day the employee was

 

absent due

to

illness, industrial illness, bereavement, personal necessity or unauthorized

(unpaid) time away from the job.

Do

 

not

include

personal necessity taken for religious holidays.

 

 

 

 

 

 

5 .

Factor Definitions:

 

 

 

 

 

 

 

 

EXCEEDS STANDARDS - This means that performance for the factor being rated is consistently and noticeably above a proficient level. This performance is clearly obvious.

MEETS STANDARDS - This means that performance for the factor being rated is consistently at a proficient level. The employee has, overall, achieved the expected level of performance.

BELOW STANDARDS – This means a lack of consistent performance at a proficient level for the factor being rated. The employee’s performance is inadequate and inferior, and the employee has not achieved the expected level of performance. This rating must be documented by the following:

∙A statement of the problem or concern

∙The desired improvement

∙Suggestions on to how to improve

∙Provisions for assisting the employee

6 .

Overall

W ork

Performance: Before an

employee can be rated as “Below Standards” on overall work performance solely due to

 

excessive absences, the employee must

have been given the opportunity to discuss the reasons for absence and must have been

 

warned

that

the absences are considered excessive.

If overall work performance is rated as “Below Standards” for reasons other than excessive absences, the evaluator must note on the evaluation whether or not the employee has been previously advised of the specific deficiencies and, if not, the reasons why.

7 .

Classification

of Position:

If there is doubt whether a job duty is appropriate to the current classification, call the Personnel

 

Commission,

Classification

Section at (2 1 3 ) 6 2 5 - 6 5 2 3 .

PC Form 8 0 .2 2 (Rev. 3 / 0 1 )

Pc Form 80 22 isn’t the one you’re looking for?

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