Administrative Assistant Support
Resume:
State of Maryland Performance Evaluation
For Non-Supervisory Employees
This evaluation is intended to facilitate communication between supervisors and employees regarding
expectations of job performance and to provide a mechanism for the evaluation of actual performance.
Employee Name: Amy Wicker Beginning Date: January
Supervisor's Name: Johanna Mitterhammer Fiscal Year: 2025
Employee Status: Special Appointment Management Service
Executive Service Political Special Appointment
Does the employee's Position Description (PD) accurately reflect the current, and anticipated, duties and
responsibilities for the upcoming review period? (If no, modify the PD as required before beginning the
review period.)
Yes No - Date Modified:
Ratings:
Outstanding (3) Exceptional performance. Achievements are clearly superior
to the level of performance required for the job.
Satisfactory (2) Met the required and expected results for the job. Good
performance which is expected of a fully experienced
or competent employee.
Unsatisfactory (1) Performance is unacceptable and shows no significant
progress or improvement. Improvement is critical.
Performance of Job Duties (Position-Specific Performance Standards are taken from Mid
Part IV of the Position Description (MS-22)) Cycle
Rating
Overall Work Quality
If rated on Overall Work Quality, show individual Performance Standards below but do not rate them. See PEP Guidelines
1 Provide administrative assistant to the Administrator.
Assures that fixed asset database is complete and accurate by scanning old items
2 and correctly entering new items.
3
4
5
Number of Position-Specific Performance Elements Rated: 0
Behavioral Elements Mid
Work Ethic Cycle
1 Maintains good attendance (The use of FMLA-qualifing leave should not be Rating
considered)
2 Follows call-in/leave policies
3 Reports to work area on time and does not leave until designated time
Team-Work
4 Works cooperatively with others to implement the Department's goals
Communication
5 Speaks effectively
6 Writes effectively (clear, organized, appropriate grammar,
punctuation)
7 Interacts positively with co-workers
Customer Service
8 Strives to meet customer requirements
9 Is courteous to customers and co-workers
10 Provides timely, accurate and appropriate information to internal
and external customers
11 Presents a professional image to customers in attire and maintenance of
workspace
12 Keeps commitments and follows through on customer requests
Initiatives
13 Solves problems without being asked
14 Works to continuously improve processes
15 Engages in opportunities for self-improvement
Work Performance
16 Appropriately prioritizes work
17 Completes assignments accurately and on time
18 Maintains confidentiality
19 Exercises appropriate judgment
20 Follows directions
Number of Behavioral Elements Rated: 0
Total Number of Elements Rated: 0
Mid Cycle Rating:
Outstanding Satisfactory Unsatisfactory
3.00 - 2.75 2.74 - 1.75 1.74 - 1.00
Tasks to be Achieved Before the End of Cycle Rating (if no specific Tasks, state "None"):
Training Recommendations:
Supervisor's Comments:
Employee's Comments:
I understand that this is a: Special Appointment; Management Service; Executive Service;
Political Special Appointment position in which I serve at the pleasure of the appointing authority.
Employee Signature: Date:
No personnel action shall be taken or refused as a reprisal against an employee who
refuses to sign this evaluation. The supervisor shall note the refusal on the employee's
signature line.
Supervisor Signature: Date:
By my signature I attest that I understand and adhere to the Governor's Code of Fair Employment Practices,
01.01.2007.16.
Division Manager: Date:
End Cycle Rating:
Outstanding Satisfactory Unsatisfactory
1.45
3.00 - 2.75 2.74 - 1.75 1.74 - 1.00
Tasks to be Achieved Before the Next Mid-Cycle Rating (if no specific Tasks, state ("None"):
Comple Fixed access inventory of the different health centers. All other tasks as assigned
Training Recommendations:
Complete any required training. Google sheet training.
Supervisor's Comments:
There are frequent mistakes made by Amy in the performance of her duties. As a result, close
supervision is required, and frequently she needs to be reminded of her tasks. Lack of effective solutions
on her assigned tasks.
Unfortunately, despite ongoing training, Amy has not been able to perform her essential job functions
independently. She requires close supervision and is unable to perform many of her duties without it.
Amy has not yet been able to perform all of the essential duties of her role as an Admin Aide.
Physical inventory of all sites was not completed by the due date on the PIP. Further training was
necessary. All instructions and training have been provided on several occasions.
Maintain accurate database for the Department fixed asset inventory and do physical inventory: Despite
ongoing training, Amy has not been able to perform the inventory correctly and independently. Amy is
unable to follow instructions, which has led to an increase in burnout among other staff members.
It is important that you take the necessary steps to meet the expectations of the position. This includes
following instructions, double-checking work assignments for accuracy before submitting, and
responding to requests accurately and timely.
Communication needs to improve. In several instances, emails have been sent with others copied on
them, but you have only replied to the sender and not to the full group. This leaves others out of the
email trail.
Back in December 2024, we created a performance improvement plan with some goals to achieve.
There have been some improvements in the P-card documentations and in completing purchase
requisitions. However, some mistakes are still being made. .
Employee's Comments:
1. In the supervisors notes the statement was made that close supervision was stated
that I needed. Can I please get carification on what close supervision is? Rarely do I need
to be reminded as to what I need to do since my manager (Johanna) doesn't trust me to
do anything (per meeting with Johanna, Jennifer Powell and myself). I do not lack
effective solutions to assigned tasks but do ask questions to get answers to make a
decision. When I do ask questions there are repercusions ( write up or suspended) and
talked down to or disrespected as a consequence. 2. I have been able to perform my job
functionsI understand that this isand
with few questions a: answers. Special Appointment;
Situations or scenariosManagement
come up andService; I ask Executive Service;
Political Special Appointment position in which I serve
questions so I don't make a mistake ( again for the fear of not being treated respectfully). at the pleasure of the appointing authority.
How is "close supervision" being applied when I am either in the office by myself or the
other employees stay in their office all day and don't speak or contact me? 3. If further
training is necessary why haven't I been contacted about this training. If this training has
Employee
been completedSignature:
and nothing has been brought to my attention then I can only come to Date:
the conclusion that I am performing thisaction
No personnel taskshall
correctly,
be taken or yet noasmention
refused of this
a reprisal against in this who
an employee
evaluation. 4. I am not sure I understand how
refuses to sign this I am The
evaluation. notsupervisor
maintaining
shall notean
the accurate
refusal on thedatabase
employee's
signature line.
for fixed assets. If I am performing the inventory according to the instructions but have a
question or two then how is this causing burnout. Isn't part of learning asking questions?
Am I not allowed to ask questions? 5. Taking necessary steps implies that I ask questions
andSupervisor
get answers Signature:
in a timely manner. This is something I do not get. Almost everytime I Date:
By my signature
ask a question I either Iget
attest
an that
answerI understand
that is vague, and adhere to the Governor's
takes numerous emails back Code andof Fair Employment
forth orPractices, 01.01.2007.16.
I get not answer at all. How is this productive? I, for the majority of the time,
respond to requests accurately and timely. There have been occasions, such as, working
on a large project that I could mess up that I will not see a request that has come in and
get to it a little later than desired. 6. This has been recitified as I have been informed that
Appointing
there Authority:
is a setting in email that allows the first option to be reply all. This I have been using Date:
and still I get no no positive feedback that this has gotten much better or has been
recitified. 7. During the times that Johanna and I have met there have been numerous
times that this could have been addressed as a follow-up to see what has been
(Revised 5/20/19)
completed and what needs to be addressed. This does not all fall on me this. This is a
team effort but there is not team. I also want to address that after my 10 day suspension it
was brought up to me from an employee that they knew I was suspended. This is not
public knowledge and is a violation of my privacy. I also want to say nowhere in this
evaluation does it state that I have ADA accommodations.
garding
rmance.
duties and
nning the
End
Cycle
Rating
1
1
2
End
Cycle
Rating
2
2
2
1
2
2
2
2
2
1
2
1
1
1
1
1
1
2
1
1
20
22
ive Service;
thority.
ment Practices,
None"):
ose
ctive solutions
b functions
s without it.
de.
ng was
ntory: Despite
ntly. Amy is
mbers.
This includes
and
s copied on
out of the
achieve.
rchase
cutive Service;
g authority.
oyment
sed 5/20/19)
Contact this candidate