Attorney General Pam Bondi Records Requested, Leslie Jacobs Aug-04-2014

PAMBONDI
ATTORNEYGENERAL
STATEOFFLORIDA
OFFICEOFTHEATTORNEYGENERAL
ExecutiveStaff
PL-O1TheCapitol
Tallahassee,FL32399-1050
Phone(850)414-3990 Fax(850)487-2564
http://www.myj1orida/ega/.com
August4, 2014
Mr.NeilJ. Gillespie
8092 SW115
th
Loop
Ocala,FL34481
DearMr. Gillespie:
ThiswillrespondtoyourJuly28,2014letterinwhich,pursuanttoCh. 119,F.S.,you
makethefollowingrequestforpublicrecords:
1. Recordsof thepersonnelfileofSandraL. BurgeasaparalegalspecialisttoDiana
R. Esposito,ChiefAssistantAttorneyGeneral,TampaCivilDivision.
2. Recordsfor SandraL. Burgeandhercurrentposition,ifany,withtheOfficeof
theAttorneyGeneral.
3. RecordsforSandraL. Burgeforanyothercurrentorpastemploymentwiththe
StateofFlorida.
4. RecordsshowingthecurrentemploymentofSandraL. Burgeorhercurrent
employer'smailingaddress.
5. RecordsofSandraL. Burge'sfraudandimpairmentof yourPetitionNo. 12-7747
totheSupremeCourtoftheUnitedStatesduringheremploymentasaparalegal
assistant to DavidA. Rowland, General Counselof the 13
th
Judicial Circuit,
includingrecordsofanyinquirythereofbyaninvestigativelawenforcement
agency,oranyothergovernmentagency.
Enclosedpleasefindpublicrecordsresponsivetoyourrequest. PleasenotethatSections
817.568and817.569,FloridaStatutes,imposecriminalpenaltiesfortheunauthorizeduse
of personalidentificationinformationforfraudulentorharassmentpurposes,andforthe
criminaluseof apublicrecordorpublicrecords' information. Shouldyouhaveany
questionsorconcerns,pleasedonothesitatetocontactourofficeat850-245-0140.
Sincerely,
t ~ ~ ~
LeslieJacobs
PublicRecordsCoordinator
016H26525733
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08/.01I2D14
MailedFrom 32399
US POSTAGE

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OfficeoftheAttorneyGeneral
PL01,TheCapitol
400 SouthMonroeStreet
Tallahassee, FL32399-1050
Mr.Neil1. Gillespie
8092 SW l1S
th
Loop
Ocala,FL34481
PAMBONDI
ATTORNEYGENERAL
STATEOFFLORIDA
OFFICEOF THEATTORNEYGENERAL
ExecutiveStaff
PL-O1TheCapitol
Tallahassee,FL32399-1050
Phone(850)414-3990 Fax(850)487-2564
http://www.myfloridalegal.com
July30,2014
Mr.NeilJ. Gillespie
8092 SW 115
th
Loop
Ocala,FL34481
DearMr. Gillespie:
TheAttorneyGeneral'sofficehasreceivedyourpublicrecordsrequestdatedJuly28,
2014forthefollowingdocuments:
1. Recordsofthepersonnelfile ofSandraL. BurgeasaparalegalspecialisttoDiana
R. Esposito,ChiefAssistantAttorneyGeneral,TampaCivilDivision.
2. Recordsfor SandraL. Burgeandhercurrentposition,ifany,withtheOfficeof
theAttorneyGeneral.
3. Recordsfor SandraL. Burgeforanyothercurrentorpastemploymentwiththe
StateofFlorida.
4. RecordsshowingthecurrentemploymentofSandraL. Burgeorhercurrent
employer'smailingaddress.
5. RecordsofSandraL. Burge'sfraudandimpairmentofyourPetitionNo. 12-7747
totheSupremeCourtof theUnitedStatesduringheremploymentas aparalegal
assistanttoDavidA. Rowland,GeneralCounselof the 13
th
JudicialCircuit,
includingrecordsofanyinquirythereofbyaninvestigativelawenforcement
agency,oranyothergovernmentagency.
TheAttorneyGeneral'sofficecanonlyproviderecordsinthepossessionof thisoffice.
YourrequestwillbesenttoourHumanResourcesofficetodeterminewhattheyrecords
theypossesswithregardtoMs. Burge'semploymentwiththeAttorneyGeneral'soffice.
Thisletterwillserveasanacknowledgementofyourrequestandnotificationthatwewill
beintouchwithyouas soonaswedetermineifwehaveresponsiverecords. Pleasenote
thattheremaybeafee forcopyingandthereviewinvolvedintheproductionofthese
records. Intheeventthatyouhaveadditionalquestions,feel free tocontactourofficeat
850-245-0140.
Sincerely,
LeslieJacobs
PublicRecordsCoordinator
'.- . ,_. 1It@- t r_t.] '.'1'.'II! 1('. -./ "" III 1 I "crr' J. 'TO 'tell'l,nll '.i IIITrll "1r t ..
Office of the Attorney General
016H26525733
PL 01, The Capitol
Tallahassee, FL 32399-1050
CLI
$00.489
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f)7 <30/2014
:i
:.!t:.. 32399
US POSTAGE
Mr. Neil J. Gillespie
8092 SW 115
th
Loop
Ocala, FL 34481
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I Ji11"' Jj t! JII JII J' jJ, JI j IJJ Jl' jIf ijj"hJ1 JJJ JJiJII jf jIJJIjf HI
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VIA UPS No. 1Z64589FP298506078 J uly 28, 2014
Attorney General of Florida
Office of Attorney General
State of Florida
107 West Gaines Street
Tallahassee, FL 32399-1050
PUBLIC RECORDS REQUEST, RE: Sandra L. Burge
This is a request for public records for Sandra L. Burge. An employment application to the
Hillsborough County Courts for a paralegal/legal assistant position, signed by Sandra L. Burge
J une 4, 2012, shows Ms. Burge was previously a paralegal specialist to Diana R. Esposito,
Florida Chief-Assistant Attorney General, from December 1, 2005 through J une 1, 2012, Office
of the Attorney General, Tampa Civil Division, 501 E. Kennedy Blvd., Suite 1100.
1. Provide records of the personnel file of Sandra L. Burge as a paralegal specialist to Diana
R. Esposito, Florida Chief-Assistant Attorney General, Office of the Attorney General, Tampa
Civil Division, 501 E. Kennedy Blvd., Suite 1100.
2. Provide records for Sandra L. Burge and her current position, if any, with the Office of
the Attorney General.
3. Provide records for Sandra L. Burge for any other current or past employment with the
State of Florida.
4. If Sandra L. Burge is not employed by the State of Florida, provide records showing her
current employment, or her current employers mailing address.
5. Provide records of Sandra L. Burges fraud and impairment of my Petition No. 12-7747
to the Supreme Court of the United States during her employment as a paralegal assistant to
David A. Rowland, General Counsel of the Thirteenth J udicial Circuit, including records of any
inquiry thereof by an investigative law enforcement agency, or any other government agency.
Sincerely,
Neil J . Gillespie
8092 SW 115th Loop
Ocala, Florida
Telephone: (352) 854-7807
Email: neilgillespie@mfi.net
....... __o....UIItr-- .a-.
Tile: fAtlA lc
StateofFlorida
EMPLOYMENT
APPLICATION
Eq".Oppof'tuftityEmplo,er/AffinnatlMAdonEmploy...
TheStili 01FIoncMdoeanot tolerate In tlHf
WheretoFindVacancyInfottNdlon: Positaon Number: 0...Ava":__. .._..._..."_" _
On the.ntemet: httpu,fJobtdJteclMate.flu.
Counlli.of InllftSt Iti I f:, bt it
JoblandBenetlsCenters CcniUI 'jQXbcaI te#sd'IaJecitac:by
Stlt,Agency PersonnelOffices
GENERAL iNSTRUCTiONS
TypeorprintInInkthisapplication mttsentirety.
SpecHythepodiontorwhIChyou.reappaying.
(Nottr.A........application mustbesubmittedforeach
vacancy. Photoccpl8l8reacceptable.)
SutJm6tyourapplicationto theoffice aMounctngthevacancyno
l..l1anthedo.ofbusinessontheImounceddeadl....date.
SignyournameInthe C8rt1ficationsection(page4).All
InfOrmationyouIUbtnitilsubjecttoverification.
NoIIfythe-oenCYIhiringauthotttyinadvanceifyou require
apecIItdIaabIttyaccommodationstoparticIpatein the
employmentprocesa.

HOWDO CONTACT YOU?
YOUI MdlngAddrl.
City

SUHCOt.t(Stllte Empioyeea) Hom.Phone
YOURHAME..fDFFEAENTWH'LE ATTENDINGSCHOOL: _
COLLEGE. UNiVERSITY OR PROFESSIONALSCHOOL: (TRMJSCR,PTS UAY BE
NAME OFSCHOOL lOCATION
MAJOR/MItOA
COORSEOF
STUDY
TYPEOF
DEGREe
EARNEC
YOUR NAMI,IFDIFFERENTWHILEATTENDING SCHOOL; ..........."':""""'.........
JOBHElATEDTRAININGORCOURSE\VORK: tRAOE, GOVERNMENTAL,BUSINESS, AfWEOfeRCtS,ETC,)
NAMEOFSCHOOL LOCATION
OATESOF
AmNOANCE
(MONTHIYEAR)
CREDfT
t<lOAS
EARNED
COURSEOf'
STVOY
TRAINING

FROM TO ClASS CLOCK YES NO
Wtl/'
YOUR NAME, IfDIFfERENTWHILEATTENDING SCHOOl.: . _
LICENSURE, REGISTRATION, CERTIFICATION EXAMPLES: OrtverLtc.nu.TeaCherCeniflcaUoo,RN. LPN. PE, CPA.
UCENSE, REGfSTRATION ORCERTfFICATJON: Number DateRot:etved EJp!ratlonDate St4te licc(tsmgAgenCI
KNOWLEDGE I SKILLSI ABILITIES (KIA.)
Ust KSAsyou posse'landbelleve ,elevanttothepoaillonyou _k.suchISoperatingheavyequipment. computer skills,fluency intanguage(s), etc.
EXEMPTION FROM PUBLIC RECORDS DISCLOSURE
ARE YOU ACURRENTORFORMER LAWENFORCEMENTOFFlCER,OTHEREMPLOYEE"ORTHE SPOUSE :1:.'
ORCHILOOFONE. WHO ISEXEMPTFROMPUBUCRECORDSDISCLOSUREUNDER 119.07, F.S.? 0 YES
01hercoveredjobs lndude: correctionalandoorrectionaiprobationoffice,..firefighters. certainjudges. as&jstantstateattorneys, stateattorneys, aItItanland
statewide prosecutors, personneldthe Departmentof Revenueorlocelgovernmentswhole inetude revenuecollectionandenforcementorchid
supportenforcement, andctrtaanlnvestigatorstn the DepartmentofChldren and Famll (see119.07, F.S.).
BACKGROUND INFORMATION
HAVEYOU EVERBEENCONVICTEDOFAFELONYOR AFtRSTDEGREEMlSDeMEANOR? DYES

If"YES, whatcharges?
Where convieted? _
Data 01 COnviction:
DYES

Date:
HAVEYOUEVERHADTHEADJUDICATIONOFGUILTWITHHELD FORACRIMEWHICH ISA
FELONYOR AFIRST DEGREE MiSDEMEANOR? DVES
If-Yes-, whatcharges?
Where? _
Date:
NOTE:A"YES"answertothesequestionswill notautomaticallybaryoufromemployment. Thenature.JotHetatedness.severityanddateoftileoffenseinreldonto
thepositionforwhich you...applying areconsidered.
CITIZENSHIP
The State of Florida hiresonlyU.S. citizensandlawfunyauthorizedalienworkers. If aconditionalofferofemploymentis made. you will be requiredtoprovide
ldentlllcationand proof ofcllizenship 01' authorizationtoWCl/I( in the U.S. L
ARE YOU AU.S.CITIZENOR ARE YOU LEGALLY AUTHORIZEDTOWORK IN THE U.S.? Es 0 NO
RELATIVES
TO YOURKNOWLEDGE.00YOU HAVE ANY RELATIVESWORKING IN THIS AGENCY? DYES
SELECTIVESERVICE SYSTEM REGISTRATION
All malesbetweentheagesof 18 and26 mustberegis1ered with the Selective S8fVice Systemorexempted.
IFYOU AREAMALE BETWEEN THE AGESOF 18ANO 26. DO YOU HAVEPROOFOF REGlSTRAT10N
WITH THESELECTIVE SERVICESYSTEM OR EXEMPTION FROM SUCHREGISTRATION? DYES ONO
CERTIFICATION
tam aware that any omilsJonl, falslflcatlons, mlnt.tementa, ormlarepreHntttlona above may disqualify me fOf' employment consideration and, ifIam
hired.maybegroundsforterminationatafaterdate.runderstandthatanyinformationIgivemaybeinvestigatedasallowedbylaw.Iconsenttothereleaseofinfofmation
about my ability. employmenthiStory. and fitne'$ for employment by ampfoyers, schools. law enforcement agencies. and oUler indivtduafs and organizations to
investigators.personnelstaff,andotherauthorizedemployeesofFloridastategovernmentforemploymentpurposes.ThtSconsentshallcontinuetobe effectiveduring
myemploymentKIamolr .Iunderstandthatapplicationssubmitted fOf slateemploymentarepublicrecorda exceptasexemptedabove.Icertifythattothebestof
myknOwledgeand . II01 the statements heretnand on anyattachmentsare true.corrtet.complete,andmadeingoodfai
DATE: __
OP.f16 Rev, 12/98
4
PERIODS OF EMPLOYMENT
Describe your WOfi experience in d.td, begInning witn your current Of moat teC8fi job. lnctude milUary service (lndica'e rank) and )Ob--f.tated volunteer work. napplicable. Indicate numb. of
employ- U......ttlook to cll.." .... potltIon Of PI '" _ployfMftt. If needed. attach 1dctl1lonal '""tI, ulrng Itt, ........ format u on the application. AU Information
in thit section mUtt be completed.,..,.... may be to pro..de Iddltlonallnformatton.
Ruton For Leaving: _
Name of Next PrwIouI Empfoyer: _
Add.....: _
PhoM No.: _
Your Job Title: _ SupeM.,r'a Name: _

Duti and RponalbiUtie.:
ro:
_
Reason For leaving: _
Name ofN,xt PntvloUl _
Addr...:
Phone No.: _
Your Job Tltte: _ Supervisor'. Name: _
ro:
Dutiea and Responeibilltits: - _
Renon ForLving: _
2
Mameof Next P"vloua Employer: .__ _
Add....: _
Phone No.: __----
Your Job Title: _
Supervisor'. Name:
FROU: UftU'rU

I ....
--m-"' ,-.
TO: 1----.1__
on TUA
HOURS PER WEEK: __
Dulin and Reaponalbmtlu: _
---------------_..__.._--_..._----_.

R.lson For Leavmg: _
Name 01 Next P1'evlou. Employer: - _
Addreu: _
Phone No.: (__) _
Your Job Title: _
SUpervisor'l Name: ------ _
FROM: __1__1_._
tItOHTtt OAY 'EAR
TO: I I
--m;r-
HOURS PER WEEK: __ (\-
TOUR NAMlIF DWRAlPfT IMINO .W\.OTIIIIff
Dutht. and RponaibiUtlea: -- _

R.aon For Lelving: _
Heme of Next Previous Employer: _
Addre..: , _
Phone No..: (\-__-1 _
Your Job Title: -_ Supervisor's Name: - . _
FROM: __/----1_._
MOHTH DAY ftAR
TO: I ' __
-m-" YEAR
HOURS PER WEEK: __
Duties and Responsibilities: _
----
Reason For _
It needed, attach addlttonal Sheets. US1ng ttle same format 8S on the applIcation. RL1met mey be attached to provide addition" Information.
3
YOUR NAME: k I' G
POSITIONTlTLEfORWHICHYOU AREAPPLYlNG: A POSITIONNUMBER: _ JLC:Ff{ llii!..T
VETERANS'PREFERENCE INFORMATION
Completionofthe Veterans'Preference section below18 madeonavoluntarybasisand kept confidential in acoordance withtheAmericanswith DisabilitiesAct Usted
below arethefour Veterans'Preferencecategories.
1. Aveteranwithaservice-eonnecteddisabilitywho is eligbletOt or receivingcompensation, disabilityretirement,orpensIOn underpooRe taws administeredbythe
U.S.DepartmentofVeterans' AHa." andthe DepartmentofDefense, or
2. Thespouseofaveteranwho cannotqualify foret\1>loymentbecause01 8total andpermanentdisabilityI Of thespouseofaveteranmissinginaction,captured.Of
forciblydetainedbya foreignpower, or
3. AveteranofanywarWho hasIlrvedonactivedutyforonedayor moreduringawartime period, excludingactive dutyfortraining,and who was dischargedunder
honorablecondiUonsfromthe ArmedForcesofthe UnitedStatesofAmenca. Of
... The unremarried widow or widower of a veteran who died of aseMce..conne<:led disability.
ADD214orcomparabledocumentwtUch lervesasacertificateofrelease ordischargemU8tbefumilhed attIMtimeofIpplication. Inaddition, applicantsc1auncng
categories 1,2,or4abovemustfurnishsupportingdocumentationin accordancewith the provisions01 Rule55A7.013, F.A.C. Wartirooperiods aredefinedin1.01.
F.B. Veterans
l
PreferenceahalexpireafteraneIigib'epersonhasbeen 8fTl)IoyedbythestateoranagencyofapoliticalsubdivlS10nof thesta1e. UnderFlcridalaw,
preferencein appointmentshall be givenbythestatetotholepersona incategones 1and 2and thenthoseinC8tegonea3and4. Veterans' Preference"onlyavailable
toFlOrida feS4d8nts.
Itanapplicantclaiming Veterans' Preference foravacantpositionis notselected. he/shemayfrie acOl1'1'lalntwiththe RoridaDepartment01 Veterans' Affairs.
P.O.Box31003, 51. Petersburg,Florjda33731-8903. ACOITlp-iaintmustbefiled within21 daysof theapplicantreceiving noticeoftheh.rrngdSClSK>n madebythe
employingagencyorwithin 3monthsofthe datethe appUcationisfiled with theemployer ifnonotice isgiven.
VETERANS'PREFERENCECLAIM
IFELIGIBLE.WHICH VETERANS' PREFERENCECATEGORYARE YOUCLAIMING?
(P1easeindicate numberfromVeterans'PreferenceInformationsectionabove.)
HAVE YOU EVERBEEN EMPLOYEDBYANY GOVERNMENTALENTITYWITHIN THE STATE OF FLORIDA? DYES
ARE YOU ARESIDENTOFTHESTATEOF FLORIDA?

NOTE:IfyouareclaimingVeterans' Preference you mustmeetthecriteriaandsubstantiate yourclaim by furnishing aDO 214(Certificateof Release orDischargefrom
Acttve Duty)and anyotherrequfredsupportingdocumentationwith your application.
EEO SURVEY
Althoughthe following informationisnot mandatory.It isrequestedtoaidtheStateof Floridainits commitmenttoEqualErT1:>loyment OpportunityandAffirmativeActJon. Refusal
toanswerwillnotresultinadversetreatmentofanyapplicant. Applicantswhobelievetheyhavebeen disctimtnatedagainstmayfieacomplaintwiththeFloridaCommiss,on
on HumanRelations,BuildingF, Suite240.325JohnKnoxRoad, Tallahaas8e, Florida32303. I
POsmONTITLE FORWHICH YOUAREAPPLYING: {JPI-(fl../t <. ec. ..... -
POSITION NUMBER: .cr
SEX:
DATE OFBIRTH:
0 MALE IlS-FEMALE
.a- It,.. l.{:
RACE (CheckOnly t):
(NorrHlspanic) 0 BLACK 0 HISPANIC 0 ASIANor PACIFIC ISLANDER 0 NATIVEAMERICAN
oOTHER (Specify)
PERIODS OF EMPLOYMENT
Describe aU work experience in detail
l
.:ginning with your current or most recen\.. ,D. Include military service (indicate
rank), internships and job-related volunteer work, if applicable. Indicate number of employees supervised. Use a separate
block to describe each position or gap in employment. If needed, attach additional sheets, using the same format as on the
a lication. All information in this section must be com feted. Resumes may be attached to rovide additional information.
Name of Present or Last Employer: the Attornev General - Civil Division
Address:
E Kennedy Blvd. Suite 1100 Your Job Title: Specialist
Supervisor's Name:
From:
Duties and
Responsibilities:
biaoa R Esposito Phone No.: II I
1012005 I To: stolrl Hours Per Week: bo ha I
(MM/YVVY) , (MM/yyyy) (Your name if different during employment)
sist attorneys in defense of the State and its agencies in civil litigation.
esearch/lnvestigate peoplej backgrounds; litigation history; relevant facts and entities where
dditional facts may be available; statutory, Administrative Code and case law authorities.
oordinate case calendar and discovery; schedule depositions; interviews; and hearings.
repare for trial; assemble and mark exhibits; assist attorney during trial as needed. Draft
retrial statements and jury instructions.
Reason For Leaving:
Name of Previous Employer:
bcott Marshall Esc
Address:
b3BOQrew S; Suite 4 C'ea;fater EI 33765 Your Job Title:
ccepted position with the Attorney General's office.
Supervisor's Name: bcott Marshall Phone No.: b27l669-226Z Il!nsert I
From: 62L2005 I To: lllJ2005_J Hours Per Week: 135 =J ba 1
(MM/yyyy) (MM/VVVV) (Your name if different during employment)
rant office receptionist; updated and docketed client files; answered telephone; greeting clients
nd Jogging information.
Duties and
Responsibilities:
Reason For Leaving: L-- ___
NameofPreviousEmployer: I
otEmploved by cboice
I
Address:
Supervisorls Name:
From:
Dutiesand
Responsi bil ities:
nrolled in Paralegal training and secured lawoffice employmentforsome onthejobtraining.
Reason For Leaving:
NameofPreviOUS
birdeK __ ___
11130 W;;tWarnerRd., Te;noe AZ 85284-2816
a......e&-r Address: YourJobTitle: ...... o..... -_1
PhoneNo.: Supervisor'sName:
kdooatremember bl72B-BOOQ IInsert I
From:
64/1997' To: llQ/2Q03 I HoursPerWeek: ha I
(MM/YYYY) (MM/YYYY) (Yourname ifdifferentduringemployment)
Managed aconveniencestore; trained and supervised 10full and part-timestaff. Managed store
purchasing and budget; grewthestoresprofitstomeetorexceed corporate standards.
Dutiesand
Responsi bilities:
'ng' forsabbatical.
L...- -- - _
ReaSon ForLeavt .
aroet Stores (2 locations in Tamna El)
t 1
_____---<1

....a......rn...LI.-Jl,.,.,.e...a.a<loaod ...... e-.\-r ...-__l
II: .1
Your Job
Phone No.:
bono Nicollet Mall Minneaoolis MN 55440
65/1996 I To: h4tj-99lJ Hours Per Week: k_o__J
(MM/yyyy) (MM/YYYY) (Your name if different during employment)
ifeam leader in infants and children's apparel and accessories. Supervised 3 employees and
bversaw product presentation and customer service.
Address:
From:
Duties and
Responsibilities:
Reason For LeaVing: Eccepted a at Circle salary.

ba I
(Your name if different during employment)
Phone No.:
...... 8LL.1lJu...rOw.:e ..... ----,
Your Job Title: b.... O:.a..tO..... Sl.... Ju.,ftQ.au.,ota..- ---..i1
ILInsert I
Address:
Name:
From: bO/1992 To: b4/1996 I Hour Per Week:
(MM/YYYY) (MMIYYYY)

Human Resource consulting with hospitals and outpatient settings
Duties and
Responsi biIities:
usiness fell off and accepted job at Target.
Reason For Leaving:
L..- .....l
I
-"eenort Memorial Hosoital
Address:
Your Job Title: birector of Human Resources J
Supervisor's Name: hoe Phone No.: II Insert J
From: b8/19Bl I To: bS/1987 I Hours Per Week: I
(MM{YYYY) (MM/yyyy) (Your name If different during employment)
Supervised staff of 2; managed all human resource functions for 700 bed hospital.
Duties and
Responsibilities:
Reason For leaving: rccepted consulting assignments.
Name of PreviOUS Employer:
Your Job Title:
Phone No.: I II I
Hours Per Week: I I
(Your name if different during employment)
______I
(MM/YYYY)
Address: It.- _
Name:
From: I I To:
(MM/YYVY)
Duties and
Responsibilities:
Face-to-Face Meeting - Performance Review
created on 05/02/2012 03:54:22 PM
Electronically Acknowledged by Sandra Burge/OAG on 05/02/2012
Interim REVI EW FORM
Career Service Employee
EMPLOYEE NAME Sandra Burge PEOPLE FIRST ID 727588
TITLE PARALEGAL SPECIALIST BUREAU General Civil-Tampa
REVIEW PERIOD
BEGINNING 10/ 01/ 2011 ENDING 03/ 31/ 2012
This form acknowledges a meeting of the supervisor and employee regarding job performance during the current
performance period. The supervisor must comment if performance is not meeting expectations. The emloyee
must sign off on the form to acknowledge the face to face meeting and may comment in response. Performance
deficiencies not imporved may result in a below standard or lower performance rating and further action.
Face-To-Face Meeting Completed on 05/ 02/ 2012
COMMENTS:
This is an Interim Evaluation for Sandra Burge for the period of 10/ 1/ 11 through 3/ 31/ 12. Sandy
is an experienced and accomplished paralegal. Her work product and paralegal abilities meet or
exceed all expectations.
Supervisor: Diana Esposito Date: 05/ 02/ 2012
Employee Comments:
Employee: Date:
created on 12/05/2011 12:41:46 PM
IappreciatethesupportprovidedtomebytheOAGwhileonFMLA.Iaminagreementwiththeevaluationas
presented.

Employee Performance Evaluation System
Employee Name: Sandra Burge People First ID: 727588
Class Title: PARALEGAL SPECIALIST Position No.: 000780
Unit: General Civil-Tampa
From:
10/01/2010
To:
09/30/2011
Review Type

Supervisor: Diana Esposito/OAG
I. PERFORMANCE EXPECTATIONS (50% of evaluation score): 3
PERFORMANCE EXPECTATION #1
Accountability/Commitment: Employee demonstrates commitment and loyalty to the mission, goals and
objectives of the agency; seeks professional, personal growth and development; is willing to assume responsibility
for decisions and actions; is flexible and cooperative toward working with superiors and co-workers; adjusts to
technological and operational changes.
EXCEPTIONAL ABOVE EXPECTATION MEETS EXPECTATION BELOW EXPECTATION UNACCEPTABLE N/A
Sandy was asked to provide overtime work in the trial of Woods v. FDOT and she willingly complied and did an
admirable job.
Effectiveness & Efficiency: Employee demonstrates the ability to plan, organize, implement, and administer
programs, tasks with minimal direction. Employee demonstrates fiscal responsibility and efficient utilization of
resources, plans and controls expenditures and materials; encourages and/or demonstrates cost-effective
performance; and takes action to provide consistently high service levels. Employee determines priorities and
allocates time and resources appropriately.
Leadership: Employee demonstrates the ability to influence others and obtain satisfactory results while
maintaining group dynamics; secures cooperation and obtains optimum results through efforts of peers,
co-workers and/or subordinates; leads effectively; develops and instructs others; treats subordinates equitably;
demonstrates sensitivity and awareness in relating to people; and develops team work.
Communication Skills: Employee communicates quite effectively both orally and in writing; normally resolves
problems and controversial issues or complaints without referral to superiors; maintains courteous relationship
and coordinates work activities; few problems occur because of poor dissemination of information; gives
information that is clear and well understood; listens and responds to peers and/or co-workers or subordinates
ideas, needs and suggestions; effectively conducts and/or participates in meetings
Work Product: Employee meets technical and/or professional standards of work in an effective and efficient
manner; uses methods which enhance quality; work is accurate and thorough; amount of work completed meets
or exceeds standards; completes work on schedule; and demonstrates ethical standards in the performance of
work responsibilities.
Dependability: Employee demonstrates ability to be consistent in beginning work at regularly assigned time;
takes authorized lunch periods and breaks; uses leave in manner that is not disruptive to the work unit; fulfills job
requirements including accomplishing tasks on time; and can be relied upon to get the job done.
Customer Service: Employee works effectively with internal/external customers/clients to achieve the mission
and goals of the department; is dependable and flexible in meeting or exceeding customer expectations; makes
the customer feel important; presents a positive attitude; and demonstrates the appropriate customer-focused
attitude to assignments.
Problem Solving & Adaptability: Employee develops alternatives and implements practical and effective
solutions; appropriately responds to new and different solutions; recognizes a problem and uses creativity and
effort to identify a solution or answer; overcomes resistance and gains acceptance for technological and
operational changes in policies, practices and procedures; and is willing to make decisions.
Interpersonal Skills: Employee maintains pleasant working relations; exhibits tact and sensitivity in dealing
with others; is responsive to questions and concerns; and promotes morale and motivation.
II. KEY Performance Expectations (50% of evaluation score): 3.5
KPI #1
1. Legal Research: Performs accurate and comprehensive legal research of complex legal issues,
including subject area law, evidentiary and civil procedure questions, and other statutory and
common law issues; Provides research of constitutions, statutes, administrative rules and
ordinances, including legislative history and judicial interpretation.
Sandy possesses the skill set necessary to perform legal research on the subject area germane to our practice.
She has a good grasp of the network of various court systems that make up our judicial system.
KPI #2
2. Legal Drafting: Drafts pleadings, motions, briefs, legal instruments, and legal memoranda
completely and efficiently; timely prepares accurate case summaries, deposition summaries,
proposed orders, motions, discovery, summons, etc. under the supervision of an attorney.
Coherently transfers what is learned in legal research into proposed substantive legal documents.
Professionally prepares each such document in a polished ready-to-file format, using proper, formal
English with a focus on style, content, format, spelling & punctuation.
Sandy routinely prepares case summaries, depositions summaries, proposed orders, motions, discovery
documents and miscellaneous legal forms. She can transfer what she learns in the legal research venue into the
material that she drafts.
KPI #3
3. Professional Litigation Support: Assists attorney in discovery as well as administrative hearing
and trial preparation, including comprehensive organization of files, exhibits and trial notebooks,
scheduling and arranging of depositions, conferences, hearings, and trial dates. Establishes and
follows priorities to ensure project completion within deadlines. Maintains a working knowledge of
procedural and substantive law, policies and practices of this office. Timely provides all
administrative and litigation support in an ethical, professional manner.
Sandy provides a high level of litigation support to her assigned attorneys as they prepare for trial. She provides
drafts of jury instructions and trial motions and she is adept at the procedural and substantive law surrounding
trial preparation. During this evaluation period, she assisted Attorney Dietz in every aspect of the Woods v. FDOT
trial.
KPI #4
4. Case Coordination: Upon receiving authority from an attorney, coordinates with client
agencies: makes requests to client or other agencies and entities for supporting documentation and
evidence material, maintains, organizes and indexes research, investigative files, evidence and case
files; maintains court calendars and litigation timetables, including a tickler system, concerning the
respective cases. Is responsible for the organizational oversight of the respective cases from the time
authority is received from an attorney to the point they are closed and archived.
Sandy is very good at the "case coordination" aspects of her paralegal practice. She is able to interface with client
agencies, witnesses and others and she generally keeps very good records of her contacts. Sandy is an excellent
planner and a clever organizer which makes her particularly good at the organizational oversight of a file.
KPI #5
5. Investigative Support: Investigates and locates witnesses and others with information relevant to
our offices work; conducts detailed factual interviews and provides accurate reports of same to
assigning attorneys; researches criminal histories when needed and prepares summary report to
assigning attorneys along with certified copy of convictions; utilizes many different databases and
nationwide agency contacts to conduct searches for persons or corporations; develops and
implements investigative procedures for application to cases; provides witness testimony if needed.
Sandy's investigative support is outstanding.
KPI #6
6. Bills at least 800 hours per evaluation period. Practice Hours Scale: 900 or more hours = 5 pts.;
850 - 899 hours = 4 pts.; 800 849 hours = 3 pts., 750 - 799 = 2 pts.; 749 or fewer = 1 pt.
Sandy worked 75% of this evaluation period [the other 25% being an approved leave of absence] and her billable
practice hours were 1,279.40. She has therefore met her billable hour requirement.
OverallEvaluationScores
Standard Agency Performance Expectations(averageofthetotalall
applicableexpectations)
3
Key Performance Expectations(averageofthetotalofallKPI's) 3.5
Overall Rating: 3.2
(averageofthetotaloftheagencyperformanceexpectationsscoreplustheKPI'sscore)

EMPLOYEES TOTAL PERFORMANCE RATING BY THE SUPERVISOR: 3.2 People First Rating:
Sat i sf act or y
Supervisor Comments: Sandy has been out on medical leave fromJ une 28, 2011 through her expected date of return, December 5,
2011. Therefore this evaluation reflects the time worked -- the time period of October 1, 2010 through J une
28, 2011. During that period of time Sandy made significant positive strides in her approach to teamwork,
leadership and interpersonal relations. Sandy's work product remained stable and above average. NOTE: The
face-to-face meeting portion of this evaluation will take place on December 5, 2011 when Sandy returns to
work after an approved leave of absence. This extension of time has been approved through the Human
Resources Department.
Supervisor: Diana Esposito
Reviewer Comments:
Reviewer: Chesterfield Smith
Employee Training and Professional Development Goals
Sandy will return to work on December 5, 2011 initially on a part-time basis. Sandy's goals will be to reacclimate herself to the office and to
some of the new operational and technological changes that we've experienced. I expect she will do her usual and exemplary job of that. She is
also encouraged to continue to take advantage of the on-line tutorials offered by our in-house training.
Division Employee Performance Evaluation System: The Division Employee Performance Evaluation Systemis a planning and evaluation
process. The planning portion is intended to identify specific performance expectations that the employee is responsible for achieving during
the rating period and the evaluation portion assesses the employees performance in achieving all expectation standards and goals. The
specific expectations, referred to as KPIs in Section 10, developed during planning are not intended to account for all assignments, only those
identified as critical or a higher priority.
Statement of Professionalism in the Workplace: As employees of the Attorney General, we should operate at the highest standards of
integrity and civility. As coworkers, we should treat each other with respect in our actions and our speech; in doing so, we represent the
Attorney General. Employees should place the interests of the Attorney General ahead of personal interests in the workplace. We should act
with fairness, honesty and personal dignity, and we should extend courtesy to our coworkers at all times. We should seek to resolve disputes
with efficiency, fairness and sensitivity. The respect we maintain amongst ourselves as employees of the Attorney General will earn the same
fromother agencies and the public.
Standard of Review: The standard to be applied for all performance expectations is that the employee demonstrates these qualities the vast
majority of the time in his or her interactions with co-workers, supervisors and clients; in the personal contributions to work assignments and
projects; and when representing the agency or the state. Furthermore, the employee must have demonstrated these qualities consistently in
order to meet expectations.
Performance Rating: All employees will receive a performance evaluation. A 1, 2, 3, 4, 5, or N/A must be checked for each
performance expectation during the evaluation. The following ratings shall apply.
Individual Performance Standard Ratings:
5-EXCEPTIONALEmployeeconsistentlyexceedsperformanceexpectations,workqualityisextraordinary,requiringlittletono
supervisioninaccomplishingassignedtasks,andseeksopportunitiestoenhancetheorganization.Theemployeepossesses
highlyadvancedjobknowledge,isreliedupontosolvecomplexproblemsandappliescreativeandinnovativeapproachesin
solvingproblems.Theemployeeatthislevelservesasamentortootherstaffmembers.
4-ABOVEEXPECTATIONEmployeeconsistentlymeetsandoftenexceedsperformanceexpectations,workqualityisexcellent,
requiringminimalsupervisioninaccomplishingassignedtaskswithlittleornoinstruction.Theemployeepossessesathorough
knowledgeofthejob,oftensolvesorassistsinsolvingcomplexproblems,anddemonstratesinitiativeandabilitytohelpothers.
3-MEETSEXPECTATIONEmployeeconsistentlymeetsandmayoccasionallyexceedperformanceexpectations,workqualityis
good,requiringmoderatesupervisioninaccomplishingassignedtasks.Theemployeepossessessufficientjobknowledgeand/or
initiativetogetthejobdone.
2-BELOWEXPECTATIONEmployeeexhibitsinconsistentjobperformancebuthasthecapacitytoimprovetomeetexpectations,
workqualityisfair,requiringclosesupervisioninaccomplishingassignedtaskswhereshouldbeoperatingonown.Theemployee
lackstheinitiativeand/orjobknowledgetoexecutetherequiredjobdutiesandresponsibilitiesandhasdemonstrateddifficultyin
learningthemorechallengingaspectsofthejob.
1-UNACCEPTABLEEmployeeconsistentlyfailstomeetperformanceexpectations,requiringclosesupervisionwithcontinual
correction.Theemployeesjobknowledgeisinsufficienttomeetdailyrequirementsandhasdemonstratedlittletonocapacityto
improve.
N/A-NOTAPPLICABLENolongerapplicable/unabletodetermine.N/Aresponsesdonotnegativelyaffectthetotalperformance
rating.
created on 10/08/2010 11:50:06 AM
Thisdocumenthasbeensharedwithmeonthisdate10/08/10.Refertomyselfevalutationforadditionalcomment
andareasofdisagreement.

Employee
Name:
Sandra Burge People First ID: 727588
From:
04/ 01/ 2010
To:
09/ 30/ 2010
Review Type

Supervisor: Diana Esposito/ OAG
I. PERFORMANCE EXPECTATIONS (50% of evaluation score): 3
maintaining group dynamics; secures cooperation and obtains optimum results through efforts of peers, co-workers
and/or subordinates; leads effectively; develops and instructs others; treats subordinates equitably; demonstrates
sensitivity and awareness in relating to people; and develops team work.
problems and controversial issues or complaints without referral to superiors; maintains courteous relationship and
coordinates work activities; few problems occur because of poor dissemination of information; gives information
that is clear and well understood; listens and responds to peers and/or co-workers or subordinates ideas, needs
and suggestions; effectively conducts and/or participates in meetings
manner; uses methods which enhance quality; work is accurate and thorough; amount of work completed meets or
exceeds standards; completes work on schedule; and demonstrates ethical standards in the performance of work
responsibilities.
and goals of the department; is dependable and flexible in meeting or exceeding customer expectations; makes the
customer feel important; presents a positive attitude; and demonstrates the appropriate customer-focused attitude
to assignments.
effort to identify a solution or answer; overcomes resistance and gains acceptance for technological and operational
changes in policies, practices and procedures; and is willing to make decisions.
KPI #1
1. Legal Research: Performs accurate and comprehensive legal research of complex legal issues,
including subject area law, evidentiary and civil procedure questions, and other statutory and common
law issues; Provides research of constitutions, statutes, administrative rules and ordinances, including
legislative history and judicial interpretation.
Sandy is an excellent researcher.
KPI #2
2. Legal Drafting: Drafts pleadings, motions, briefs, legal instruments, and legal memoranda
completely and efficiently; timely prepares accurate case summaries, deposition summaries, proposed
orders, motions, discovery, summons, etc. under the supervision of an attorney. Coherently transfers
what is learned in legal research into proposed substantive legal documents. Professionally prepares
each such document in a polished ready-to-file format, using proper, formal English with a focus on
style, content, format, spelling & punctuation.
Sandy is skilled at providing attorneys with drafts of proposed orders, motions, discovery, summons' and so forth.
She also can coherently transfer what she learns in legal research into proposed substantive legal documents.
KPI #3
3. Professional Litigation Support: Assists attorney in discovery as well as administrative hearing
and trial preparation, including comprehensive organization of files, exhibits and trial notebooks,
scheduling and arranging of depositions, conferences, hearings, and trial dates. Establishes and
follows priorities to ensure project completion within deadlines. Maintains a working knowledge of
procedural and substantive law, policies and practices of this office. Timely provides all administrative
and litigation support in an ethical, professional manner.
Sandy works hard to provide a high level of litigation support to attorneys as they prepare for trial. She provides
good drafts of jury instructions and trial motions and she is adept at the procedural and substantive law
surrounding trial preparation. During this period, she was able to professionally organize deposition testimony of a
witness deployed in the Middle East so that his testimony would be available for trial. The planning required
building a collegial network of military, video-graphic, and reporting support after identification of the appropriate
persons who could provide the assistance required.
KPI #4
4. Case Coordination: Upon receiving authority from an attorney, coordinates with client
agencies: makes requests to client or other agencies and entities for supporting documentation and
evidence material, maintains, organizes and indexes research, investigative files, evidence and case
files; maintains court calendars and litigation timetables, including a tickler system, concerning the
respective cases. Is responsible for the organizational oversight of the respective cases from the time
authority is received from an attorney to the point they are closed and archived.
KPI #5
5. Investigative Support: Investigates and locates witnesses and others with information relevant to
our offices work; conducts detailed factual interviews and provides accurate reports of same to
assigning attorneys; researches criminal histories when needed and prepares summary report to
assigning attorneys along with certified copy of convictions; utilizes many different databases and
nationwide agency contacts to conduct searches for persons or corporations; develops and
implements investigative procedures for application to cases; provides witness testimony if needed.
Sandy is an outstanding factual researcher finding information that has been useful in support of the attorneys'
strategies.
KPI #6
6. Bills at least 800 hours per evaluation period. Practice Hours Scale: 900 or more hours = 5 pts.;
850 - 899 hours = 4 pts.; 800 849 hours = 3 pts., 750 - 799 = 2 pts.; 749 or fewer = 1 pt.
During this evaluation period, Sandy billed 823.80 practice hours and 43.90 administrative hours.
3
Overall Rating:3.2
Overall Performance Rating Scale:
Outstanding: 4.50 to 5.00
Commendable: 3.50 to 4.49
Satisfactory: 3.00 to 3.49
Needs Improvement: 2.5 to 2.99
Unsatisfactory: 2.49 and below

Sat i sf act or y
Supervisor Comments: Sandy is a very talented paralegal and an asset to the Civil Litigation unit in terms of her paralegal abilities and her
excellent investigative and research abilities. She is also a very hard worker with an excellent work ethic. However,
Sandy can be difficult to work with, sometimes condescending to others and sometimes argumentative. Many of the
comments she makes in her self-evaluation during this period are exemplary of these tendencies and I amsorry that she
interjected defensive statements in what should be a more introspective exercise. Nevertheless, I have observed her
making a concerted effort over the last several weeks to work on her interpersonal skills with her co-workers and to be
more approachable. I applaud her for that and hope that some of these new and positive behaviors will become habits.
She has great potential to be an all-around major asset to the department
Reviewer Comments:
Reviewer: Douglas MacInnes
Sandy is encouraged to continue to keep up with her paralegal studies and to continue to take advantage of the many webinairs that are available
through the OAG. Sandy is most especially encouraged to develop some professional oral communication and interpersonal skills that would allow
her to have better work relationships with her co-workers and thereby enhance her enjoyment of her daily work.
Division Employee Performance Evaluation System: The Division Employee Performance Evaluation System is a planning and
evaluation process. The planning portion is intended to identify specific performance expectations that the employee is responsible for
achieving during the rating period and the evaluation portion assesses the employees performance in achieving all expectation standards
and goals. The specific expectations, referred to as KPIs in Section 10, developed during planning are not intended to account for all
assignments, only those identified as critical or a higher priority.
Statement of Professionalism in the Workplace: As employees of the Attorney General, we should operate at the highest standards
of integrity and civility. As coworkers, we should treat each other with respect in our actions and our speech; in doing so, we represent
the Attorney General. Employees should place the interests of the Attorney General ahead of personal interests in the workplace. We
should act with fairness, honesty and personal dignity, and we should extend courtesy to our coworkers at all times. We should seek to
resolve disputes with efficiency, fairness and sensitivity. The respect we maintain amongst ourselves as employees of the Attorney
General will earn the same from other agencies and the public.
Standard of Review: The standard to be applied for all performance expectations is that the employee demonstrates these qualities
the vast majority of the time in his or her interactions with co-workers, supervisors and clients; in the personal contributions to work
assignments and projects; and when representing the agency or the state. Furthermore, the employee must have demonstrated these
qualities consistently in order to meet expectations.
Performance Rating: All employees will receive a performance evaluation. A 1, 2, 3, 4, 5, or N/A must be checked for
each performance expectation during the evaluation. The following ratings shall apply.
supervisioninaccomplishingassignedtasks,andseeksopportunitiestoenhancetheorganization.Theemployeepossesseshighly
advancedjobknowledge,isreliedupontosolvecomplexproblemsandappliescreativeandinnovativeapproachesinsolvingproblems.
Theemployeeatthislevelservesasamentortootherstaffmembers.
3-MEETSEXPECTATIONEmployeeconsistentlymeetsandmayoccasionallyexceedperformanceexpectations,workqualityisgood,
requiringmoderatesupervisioninaccomplishingassignedtasks.Theemployeepossessessufficientjobknowledgeand/orinitiativetoget
thejobdone.
2-BELOWEXPECTATIONEmployeeexhibitsinconsistentjobperformancebuthasthecapacitytoimprovetomeetexpectations,work
qualityisfair,requiringclosesupervisioninaccomplishingassignedtaskswhereshouldbeoperatingonown.Theemployeelacksthe
initiativeand/orjobknowledgetoexecutetherequiredjobdutiesandresponsibilitiesandhasdemonstrateddifficultyinlearningthemore
challengingaspectsofthejob.
correction.Theemployeesjobknowledgeisinsufficienttomeetdailyrequirementsandhasdemonstratedlittletonocapacitytoimprove.
N/A-NOTAPPLICABLENolongerapplicable/unabletodetermine.N/Aresponsesdonotnegativelyaffectthetotalperformancerating.
created on 04/28/2010 11:07:34 AM

Employee
Name:
From:
10/01/2009
To:
03/31/2010
Review Type

Supervisor: Alison Becker/OAG
I. PERFORMANCE EXPECTATIONS (50% of evaluation score): 3.9
Throughout this period, Sandy remained committed to achieving her tasks, which were in direct support of much of
the litigation practiced within this bureau. She especially enjoyed searching for creative approaches to issues.
Sandy participated in three training programs sponsored by the OAG, as well as training meetings internal to the
Tampa General Civil Litigation bureau.
Sandy regularly completed multiple contemporaneous tasks with very little direction. She was an outstanding
investigator throughout the past six months. Sandy provided "on point" legal research and completed substantive
writing projects as needed, including a motion for summary judgment for a complex declaratory action case. She
also was always conscious of the need to conserve the scarce resources.
Sandy's high level of competence and confidence combined to yield her inherent leadership style. Aware that
sometimes others misinterpreted her enthusiasm in the past, Sandy consciously worked to "tone down" her zeal so
as to not overwhelm her co-workers. Although it was a difficult challenge, her efforts were successful; her
co-workers still regarded Sandy as an expert in the many areas at which she excelled and they appreciated her
patience.
Sandy generally communicated well throughout this period, particularly in her investigative and legal writing
projects. Internally, Sandy also performed well, but could improve by ensuring that information that could be used
by multiple people within the office (e.g., support staff members who may follow up with others outside of the
office regarding scheduling) is always available in the centrally available Case Report for the respective cases
rather than only in separate emails or other documents.
responsibilities.
Throughout this period, Sandy consistently provided above average work product. She routinely handled the most
complex and demanding work assignments, frequently on short notice. She regularly demonstrated a willingness to
tackle any assignment, and handled a very high volume of work, setting appropriate priorities and execution
standards. She continued her efforts to slow down to review her work prior to submitting it to the respective
attorneys; as a result, most of her work was "signature ready," or very close to it upon submission.
As usual, Sandy continued to fully accept all of her responsibilities. She also frequently lent support to her
co-workers in order to meet deadlines. Throughout this period, Sandy was the assigned litigation support paralegal
on six tort cases heading to trial.
to assignments.
Sandy has many strengths, but perhaps the greatest is her creativity. She was always able to think "outside of the
box" to find solutions to multiple complex issues, frequently on short notice and always within the confines of
available time and resources.
KPI #1
1- Legal Research: Performs accurate and comprehensive legal research of complex legal issues,
Sandy remained a top notch researcher, utilizing the internet, Westlaw, and other unique forms of investigation to
find persons, factual information, and/or legal research essential to the progress of the cases to which she was
assigned.
KPI #2
Legal Drafting: Drafts pleadings, motions, briefs, legal instruments, and legal memoranda completely
and efficiently; timely prepares accurate case summaries, deposition summaries, proposed orders,
discovery, summons, etc. under the supervision of an attorney. Coherently transfers what was
learned in legal research into proposed substantive motions. Professionally prepares each such
document in a polished ready for filing format.
Sandy worked diligently to produce legally sufficient draft documents for attorney review, including among other
documents substantive motions for summary judgment and/or dismissal. Sandy can improve in this area by
"dotting every 'i' and crossing every 't'" before she submits draft documents to attorneys for final review and
signature.
KPI #3
Professional Litigation Support: Assists attorneys in discovery and trial preparation, including
comprehensive organization of files, exhibits and trial notebooks, scheduling and arranging of
depositions, conferences, hearings, and trial dates. Establishes and follows priorities to ensure project
completion within deadlines. Maintains a working knowledge of procedural and substantive law,
policies and practices of this office. Timely provides all litigation support in an ethical, professional
manner.
Sandy was the trial paralegal for 6 of the 8 trials that were scheduled during this evaluation period. She was very
knowledgeable about all of the cases to which she was assigned; as a result, she was able to make suggestions to
the respective attorneys for possible improvement to their arguments. Sandy could improve in this area by always
remaining willing to make such suggestions or otherwise "play devil's advocate" when asked by the attorneys, but
to remember that once the attorney has made a decision about any particular course of action, that subject is
closed. That, however, does not preclude Sandy from making suggestions about future "course corrections" as the
case continues; indeed she should do so when warranted.
It should also be noted that Sandy received multiple nominations, and actually received, a Distinguished Service
Award, based on her intellectual and enthusiastic application to her work, and the fact that she was assigned the
most difficult tasks and was not intimidated by the challenges before her.
KPI #4
Administrative and Library Support: Prepares documents and letters, or if appropriate, routes them to
the appropriate person for handling; makes requests to other agencies and entities for supporting
documentation and evidence material, and preparation of statistical information; maintains, organizes
and indexes research, investigative files, evidence and case files; maintains court calendars and
litigation timetables, including a tickler system.
Maintains research and resource library in an easily accessible format; reviews incoming publications
for keynote cases which may affect cases handled by the bureau and advises attorneys promptly;
maintains computerized statistical information as directed by supervisor.
KPI #5
Investigative Support: Investigates and locates witnesses and others with information relevant to our
offices work; conducts detailed factual interviews and provides accurate reports of same to assigning
attorneys; researches criminal histories when needed and prepares summary report to assigning
attorneys along with certified copy of convictions; utilizes many different databases and nationwide
agency contacts to conduct searches for persons or corporations; develops and implements
investigative procedures for application to cases; provides witness testimony if needed.
KPI #6
Bills at least 1600 hours per year.
Practice Hours Scale: 900 or more hours = 5 pts.; 850 - 899 hours = 4 pts.; 800 849 hours = 3
pts., 750 - 799 = 2 pts.; 749 or fewer = 1 pt.
Sandy billed 847.30 in practice time and 23.10 in administrative time, for a total of 870.40 work hours.
Overall Evaluation Scores
Standard Agency Performance Expectations (average of the total
all applicable expectations)
3.9
Key Performance Expectations (average of the total of all KPI's) 3.8
Overall Rating:3.8
(average of the total of the agency performance expectations score plus the KPI's score)
Pursuant to changes in the State of Floridas Uniform Personnel Rules (Florida Administrative Code,
Chapter 60L-35), the overall rating scale and ratings for the individual performance expectations have
moved from the OAG's 6 point scale to a mandatory 5 point rating scale. This rule became effective
on January 1, 2009, for all State Personnel System employee performance reviews held after that
date.

Commendable
Supervisor Comments: Sandy, I am grateful for all of your hard work & dedication.
Supervisor: Alison Becker
Reviewer Comments:
During the next period, Sandy should keep working on: 1) polishing her work product into the very finest possible
before submitting them for attorney review; 2) remembering Aristotle's words of wisdom: "We are what we repeatedly
do. Excellence, therefore, is not an act but a habit."
Division Employee Performance Evaluation System: The Division Employee Performance Evaluation System is a
planning and evaluation process. The planning portion is intended to identify specific performance expectations that the
employee is responsible for achieving during the rating period and the evaluation portion assesses the employees
performance in achieving all expectation standards and goals. The specific expectations, referred to as KPIs in Section
10, developed during planning are not intended to account for all assignments, only those identified as critical or a
higher priority.
Statement of Professionalism in the Workplace: As employees of the Attorney General, we should operate at the
highest standards of integrity and civility. As coworkers, we should treat each other with respect in our actions and our
speech; in doing so, we represent the Attorney General. Employees should place the interests of the Attorney General
ahead of personal interests in the workplace. We should act with fairness, honesty and personal dignity, and we should
extend courtesy to our coworkers at all times. We should seek to resolve disputes with efficiency, fairness and
sensitivity. The respect we maintain amongst ourselves as employees of the Attorney General will earn the same from
other agencies and the public.
Standard of Review: The standard to be applied for all performance expectations is that the employee demonstrates
these qualities the vast majority of the time in his or her interactions with co-workers, supervisors and clients; in the
personal contributions to work assignments and projects; and when representing the agency or the state. Furthermore,
the employee must have demonstrated these qualities consistently in order to meet expectations.
Performance Rating: All employees will receive a performance evaluation. A 1, 2, 3, 4, 5, or N/A must
be checked for each performance expectation during the evaluation. The following ratings shall apply.
5 - EXCEPTIONAL Employee consistently exceeds performance expectations, work quality is extraordinary, requiring
little to no supervision in accomplishing assigned tasks, and seeks opportunities to enhance the organization. The
employee possesses highly advanced job knowledge, is relied upon to solve complex problems and applies creative and
innovative approaches in solving problems. The employee at this level serves as a mentor to other staff members.
4 - ABOVE EXPECTATION Employee consistently meets and often exceeds performance expectations, work quality is
excellent, requiring minimal supervision in accomplishing assigned tasks with little or no instruction. The employee
possesses a thorough knowledge of the job, often solves or assists in solving complex problems, and demonstrates
initiative and ability to help others.
3 - MEETS EXPECTATION Employee consistently meets and may occasionally exceed performance expectations, work
quality is good, requiring moderate supervision in accomplishing assigned tasks. The employee possesses sufficient job
knowledge and/or initiative to get the job done.
2 - BELOW EXPECTATION Employee exhibits inconsistent job performance but has the capacity to improve to meet
expectations, work quality is fair, requiring close supervision in accomplishing assigned tasks where should be operating
on own. The employee lacks the initiative and/or job knowledge to execute the required job duties and responsibilities
and has demonstrated difficulty in learning the more challenging aspects of the job.
1 - UNACCEPTABLE Employee consistently fails to meet performance expectations, requiring close supervision with
continual correction. The employees job knowledge is insufficient to meet daily requirements and has demonstrated
little to no capacity to improve.
N/A - NOT APPLICABLE No longer applicable/unable to determine. N/A responses do not negatively affect the total
performance rating.
created on 10/27/2009 04:25:52 PM
Aprivilege...Ienjoymyjobandthechallengesitpresents.IalsohavethebestSupervisorIhaveeverhadinAlison
Becker.Sheisfairandencouraging.Sheinvitesmyparticipationinmultipleways,anticipatingmydesiretobe
recognizedandofvalue.IamreallygladIamonherteam.

Employee
Name:
From:
04/ 01/ 2009
To:
09/ 30/ 2009
Review Type

Supervisor: Alison Becker/ OAG
During this evaluation period, Sandy regularly demonstrated a high level of support for this agency's goals and
mission. Motivated by her own curiosity and constant quest for more knowledge, Sandy's personal growth and
development was primarily self directed. She participated in one OAG sponsored training event for a total of 3.5
hours. Sandy's natural curiosity worked to the advantage of this bureau in particular because it led to well thought
out case investigations. Sandy made herself available to assist others, including "pinch-hitting" for attorneys
preparing for trial due to the absence of other support staff.
Sandy excelled at multiple tasks with very little direction. For example, she was counted on heavily for her
investigative work, legal research and substantive writing projects, as well as practical pre-trial preparation.
Further, Sandy was conscientious about the need to contain costs. One example during this period was her
suggestion that paralegal presence was not needed at one particular trial, given its nature. That suggestion was
appropriate for that specific case, and saved the client agency travel and other expenses, and saved the paralegal
labor for other cases that also needed attention within this bureau.
Sandy has a natural leadership ability and an eager enthusiasm for her work that can be a double-edged sword.
Sometimes others in this office misinterpreted Sandy's enthusiasm in a negative light. This most often occured
when Sandy understood a concept faster than some of her peers, who then misunderstood Sandy's teaching
approach to leadership as attempts to shine at their expense. Sandy can overcome such challenges by exhibiting
patience while the others work to grasp the concepts. Aside from this, Sandy faced work-related challenges with
confidence, and consciously continued to share her tried and true tips for more efficient work processes with others
in a manner that encouraged positive interactions.
During this rating period, Sandy communicated clearly and concisely, and optimally used all available channel of
communications. Sandy always participated in staff meetings and shared valuable information. She also followed
through effectively, whether by setting up new electronic information files or appropriately contacting others via
telephone, email or in person to ensure that information was appropriately shared.
responsibilities.
Over the course of this evaluation period, Sandy has produced high quality legal documents. In particular, she
excelled at relating the facts and points of law that she found through her research to the facts and analysis of the
cases on which she worked. Sandy made an effort over the course of this period to do a better job of slowing down
to review her work so as to ensure that it was polished before she submitted it to attorneys. She remained overall
the most technically competent paralegal in this bureau.
Sandy fully accepted all of her responsibilities, and covered for another support staff member who was not as
diligent, in order to meet the deadlines. This period was especially busy because at one point there were 12 trials
scheduled within close succession. This bureau relied very heavily on Sandy's conscientiousness in order to keep
things on track, especially since we were operating with 50% secretarial staff for a large portion of this period.
to assignments.
Sandy was very resourceful and creative in solving a number of dilemmas during this period. Her investigative
skills were highlighted, as she found ways to continue to locate people who did not want to be found. Sandy also
facilitated this bureau's transition to Microsoft Word by developing template documents for use by all staff
members.
KPI #1
Sandy acted as a bulldog in her pursuit for information during this evaluation period. She was an outstanding
researcher, finding information (both factual and legal) that others could not. Sandy demonstrated that she was
committed to excellence over these past six months.
KPI #2
Sandy consistently produced thorough, thoughtful and legally sufficient draft documents for attorney review
including motions for summary judgment, dismissal, continuances, etc.
KPI #3
manner.
Sandy was the trial paralegal for 7 of the 12 trials that were scheduled during this evaluation period. She was
sought after because she is experienced at preparing cases for trial, including organizing them in such a way as to
easily find documents when needed and preparing trial notebooks the way that the attorneys want. Sandy was
knowledgeable about the facts and the law for those cases to which she was assigned; she maintained a
calendaring system that allowed her to meet the time restrictions overall and within each such case.
KPI #4
KPI #5
KPI #6
As referenced above, Sandy excelled in conducting background investigations during this period. She was able to
quickly finds people, places, and things upon request. Recently, she was asked to find individual address or points
of service on one day, issue Subpoenas for Depositon on the same day for a deposition scheduled in the same
week. She accomplished this without a hitch.
Sandy billed 830.40 in practice time and 68.30 in administrative time, for a total of 898.70 work hours.
3.9
Overall Rating:3.8
PursuanttochangesintheStateofFloridasUniformPersonnelRules(FloridaAdministrativeCode,Chapter60L-35),
theoverallratingscaleandratingsfortheindividualperformanceexpectationshavemovedfromtheOAG's6point
scaletoamandatory5pointratingscale.ThisrulebecameeffectiveonJanuary1,2009,forallStatePersonnel
Systememployeeperformancereviewsheldafterthatdate.

Commendabl e
Employee Training & Professional Development
Goals
Supervisor Comments: Keep up the excellent work, Sandy.
Supervisor:
Reviewer Comments: Good job, Sandy!
During the next evaluation period, Sandy will focus on continuing to: 1) polish her work into the finest products possible before submitting themfor
attorney review; 2) tailor her leadership style so as to exhibit more patience when she grasps concepts faster than some of her peers, which should
reduce the likelihood of misunderstanding.
thejobdone.
created on 04/17/2009 03:29:02 PM

Employee
Name:
From:
10/ 01/ 2008
To:
03/ 31/ 2009
Review Type

Sandy is a devoted employee of the OAG and her selfless dedication to the department is evident in everything that
she does. Sandy doesn't just adjust to technological and operational changes, she creates them, makes a case for
the change, and implements and teaches the change to other staff.
Sandy works well with the department's other litigation specialist paralegal in dividing the paralegal assignments on
the spreadsheet and accomplishing her fair share of the work with minimal direction. Sandy is always looking for
ways to save the OAG costs and has been one of the proponents of our new policy of emailing status reports to
clients unless they request otherwise, in order to save costs.
Sandy communicates well both orally and in writing. She is a disseminator of information in the department and
she gives information that is clear and well understood. Sandy is a valuable participant in support staff meetings as
she often can contribute good ideas and feedback.
responsibilities.
Sandy has the natural intelligence, the skills and the ability to provide professional standards of work that is
exceptional. Because Sandy works very quickly and is focused on getting as much as possible done in any one
particular day, her work product has not always been proofread properly. This supervisor would recommend Sandy
focus on polishing her work product with just a little less emphasis on speed and quantity during the next
evaluation period.
Sandy is as dependable as there will be 24 hours in a day.
to assignments.
Sandy is an excellent problem solver, particularly with the use of technology.
KPI #1
Sandy is an excellent researcher and can grasp a legal issue with very little explanation and provide an excellent
chronology of case law to support her research conclusion.
KPI #2
Sandy can be trusted to prepare first drafts of appellate briefs, motions for summary judgment, and other such
legal documents. She can often develop arguments and suggest them to the supervising attorney.
KPI #3
manner.
Sandy has developed a very good working knowledge of the contact people within the Department of
Transportation and the Department of Children and Families. This has been invaluable in our cases for these
Departments particularly when it comes to discovery and meeting discovery deadlines.
KPI #4
KPI #5
Sandy is an excellent investigator.
KPI #6
Sandy billed 710.20 in practice time and 71.70 in administrative time.
3.7
Overall Rating:3.6
PursuanttochangesintheStateofFloridasUniformPersonnelRules(FloridaAdministrativeCode,Chapter60L-35),
theoverallratingscaleandratingsfortheindividualperformanceexpectationshavemovedfromtheOAG's6point
scaletoamandatory5pointratingscale.ThisrulebecameeffectiveonJanuary1,2009,forallStatePersonnel
Systememployeeperformancereviewsheldafterthatdate.

Commendabl e
Goals
Supervisor Comments: Sandra (Sandy) continues to provide invaluable paralegal assistance to the Civil
Litigation Department.
Supervisor:
Reviewer Comments: Good evaluation, Sandy. It's very important that you get those practice hours up.
Sandy should continue to maintain her paralegal skills and proficiency by taking advantage of all the training that becomes available to her through the
OAG.
thejobdone.
created on 10/09/2008 12:40:14 PM
created on 04/11/2008 11:37:18 AM
Thehoursaccountingsystemdiscouragesnon-exemptfulltimeemployeesfromdoinganythingexceptcasework.As
aresult,IwillregrettablyberesigningfromparticipationinCybercrimepresentations;andIwillalsobedecliningfuture
trainingopportunitieswhichmustbeloggedunderAdministrativetime.Iremindanyreaderthatanon-exempt
employeemaynotexceed1040TOTALhourspaidina6monthperiod;2080ina12monthperiod.Inordertokeep
mybillablehoursanywhereabove800per6monthperiod;1600peryearitwillbenecessaryforme,mathematically,
toeliminateanythingotherthanbillablehours;leaveandholidaysfrommypaidhourschedule.

Employee
Name:
From:
10/ 01/ 2007
To:
03/ 31/ 2008
Review Type

PERFORMANCE EXPECTATION #1:Accountability/Commitment Employee demonstrates commitment and loyalty to
the mission, goals and objectives of the agency; seeks professional, personal growth and development; is willing to
assume responsibility for decisions and actions; is flexible and cooperative toward working with superiors and
co-workers; adjusts to technological and operational changes.
Comments:Sandy is very focused on her committment to this office. Her singlemindedness can be a great asset,
particularly when a case is geared up for trial (as happened twice during this evaluation period). It needs to be
somewhat tempered though to increase this bureau's flexibility needs. Sandy is also committed to professional and
personal growth and development, through which she will seek to expand her flexibility to meet the changing needs
of this office.
Rating: OUTSTANDING (4)
.............................................................................................................................................................................
..
PERFORMANCE EXPECTATION #2:Effectiveness & Efficiency Employee demonstrates the ability to plan, organize,
implement, and administer programs, tasks with minimal direction. Employee demonstrates fiscal responsibility and
efficient utilization of resources, plans and controls expenditures and materials; encourages and/or demonstrates
cost-effective performance; and takes action to provide consistently high service levels. Employee determines
priorities and allocates time and resources appropriately.
Comments:Sandy excels at maximizing her effectiveness and efficiency, which in turn maximizes the capabilities of
the attorneys she supports. Sandy participated as a litigation support paralegal for 2 trials during this rating period,
and was also called as a witness in a criminal trial to testify over the course of a few days about the detailed
statistical analysis she created for our related civil forfeiture case. Thanks to Sandy's efforts, every one of these
trials were successfully concluded.
Rating: EXCEPTIONAL (5)
.............................................................................................................................................................................
..
PERFORMANCE EXPECTATION #3:Leadership Employee demonstrates the ability to influence others and obtain
satisfactory results while maintaining group dynamics; secures cooperation and obtains optimum results through
efforts of peers, co-workers and/or subordinates; leads effectively; develops and instructs others; treats subordinates
equitably; demonstrates sensitivity and awareness in relating to people; and develops team work.
Comments:Sandy is intelligent and a natural leader. During this period, she was the primary instructor during some
of our paralegal training meetings. Sandy quickly recognizes issues within the office, often before her peers do. She
always intends to bring about resolution as quickly as she can, but sometimes can become frustrated when she feels
she is not receiving adequate support from others within our office. In order to be able to fully capitalize on her
inherent leadership talents, and facilitate this bureau's teamwork concept, Sandy will focus more on learning when
and how to best "lead" others to come to the appropriate conclusions during the next evaluation period. This kind of
approach can take more time, but it can also lead to a more effective office team.
Rating: GOOD (3)
.............................................................................................................................................................................
..
PERFORMANCE EXPECTATION #4:Communication Skills Employee communicates quite effectively both orally and in
writing; normally resolves problems and controversial issues or complaints without referral to superiors; maintains
courteous relationship and coordinates work activities; few problems occur because of poor dissemination of
information; gives information that is clear and well understood; listens and responds to peers and/or co-workers or
subordinates ideas, needs and suggestions; effectively conducts and/or participates in meetings; and keeps his or
her work-unit informed.
Comments:Sandy is a strong litigation support paralegal. Part of her strength comes from her ability to communicate
her ideas both verbally and in written format. She willingly shares all available information that she has regarding a
case to ensure that the attorneys are fully prepared. Sandy listens and responds to the ideas, needs and suggestions
from all others in the office, and her goal is always to achieve the best results for the office. At times, Sandy can be
intensely focused on her work, to the point that she can appear dismissive of others even when that is not her intent.
Sandy understands this now and will focus on ensuring that the perceptions she creates match her intent.
Rating: GOOD (3)
.............................................................................................................................................................................
..
PERFORMANCE EXPECTATION #5:Work Product Employee meets technical and/or professional standards of work in
an effective and efficient manner; uses methods which enhance quality; work is accurate and thorough; amount of
work completed meets or exceeds standards; completes work on schedule; and demonstrates ethical standards in
the performance of work responsibilities.
Comments:Sandy can always be counted on to provide the best possible work product.
.............................................................................................................................................................................
..
PERFORMANCE EXPECTATION #6:Dependability Employee demonstrates ability to be consistent in beginning work
at regularly assigned time; takes authorized lunch periods and breaks; uses leave in manner that is not disruptive to
the work unit; fulfills job requirements including accomplishing tasks on time; and can be relied upon to get the job
done.
Comments:Sandy is absolutely reliable.
.............................................................................................................................................................................
..
PERFORMANCE EXPECTATION #7:Customer Service Employee works effectively with internal/external
customers/clients to achieve the mission and goals of the department; is dependable and flexible in meeting or
exceeding customer expectations; makes the customer feel important; presents a positive attitude; and
demonstrates the appropriate customer-focused attitude to assignments.
Comments:
.............................................................................................................................................................................
..
PERFORMANCE EXPECTATION #8:Problem Solving & Adaptability Employee develops alternatives and implements
practical and effective solutions; appropriately responds to new and different solutions; recognizes a problem and
uses creativity and effort to identify a solution or answer; overcomes resistance and gains acceptance for
technological and operational changes in policies, practices and procedures; and is willing to make decisions.
Comments:Sandy excels at developing creative and practical solutions to a variety of issues that come up in the
office, not only within the cases to which she is assigned, but also with respect to office operations as well.
.............................................................................................................................................................................
..
PERFORMANCE EXPECTATION #9:Interpersonal Skills Employee maintains pleasant working relations; exhibits tact
and sensitivity in dealing with others; is responsive to questions and concerns; and promotes morale and motivation.
Comments:
Rating: GOOD (3)
.............................................................................................................................................................................
..
KEY PERFORMANCE INDICATOR #1:1- Legal Research: Performs accurate and comprehensive legal research of
complex legal issues, including subject area law, evidentiary and civil procedure questions, and other statutory and
common law issues; Provides research of constitutions, statutes, administrative rules and ordinances, including
Comments:
.............................................................................................................................................................................
..
KEY PERFORMANCE INDICATOR #2:Legal Drafting: Drafts pleadings, motions, briefs, legal instruments, and legal
memoranda completely and efficiently; timely prepares accurate case summaries, deposition summaries, proposed
orders, discovery, summons, etc. under the supervision of an attorney. Coherently transfers what was learned in
legal research into proposed substantive motions. Professionally prepares each such document in a polished ready
for filing format.
Comments:Sandy regularly submits quality products to the assigning attorneys.
.............................................................................................................................................................................
..
KEY PERFORMANCE INDICATOR #3:Professional Litigation Support: Assists attorneys in discovery and trial
preparation, including comprehensive organization of files, exhibits and trial notebooks, scheduling and arranging of
depositions, conferences, hearings, and trial dates. Establishes and follows priorities to ensure project completion
within deadlines. Maintains a working knowledge of procedural and substantive law, policies and practices of this
office. Timely provides all litigation support in an ethical, professional manner.
Comments:Sandy willingly provided the full range of litigation support needed for 2 multi-day trials, in addition to
testifying in a complex criminal trial based on the superb analysis that she generated for our civil forfeiture case
(related to the criminal matter). Each time, she did an outstanding job, often working late into middle of the night in
order to ensure that everything she was asked to prepare was as perfect as possible. Her work directly and
significantly contributed to the success of all of those trials.
.............................................................................................................................................................................
..
KEY PERFORMANCE INDICATOR #4:Administrative and Library Support: Prepares documents and letters, or if
appropriate, routes them to the appropriate person for handling; makes requests to other agencies and entities for
supporting documentation and evidence material, and preparation of statistical information; maintains, organizes and
indexes research, investigative files, evidence and case files; maintains court calendars and litigation timetables,
including a tickler system.
Maintains research and resource library in an easily accessible format; reviews incoming publications for keynote
cases which may affect cases handled by the bureau and advises attorneys promptly; maintains computerized
statistical information as directed by supervisor.
Comments:Sandy does all of this well (except for library duties, which have not been directed to her), but she
particularly excels at statistical analysis and development.
.............................................................................................................................................................................
..
KEY PERFORMANCE INDICATOR #5:Investigative Support: Investigates and locates witnesses and others with
information relevant to our offices work; conducts detailed factual interviews and provides accurate reports of same
to assigning attorneys; researches criminal histories when needed and prepares summary report to assigning
attorneys along with certified copy of convictions; utilizes many different databases and nationwide agency contacts
to conduct searches for persons or corporations; develops and implements investigative procedures for application to
cases; provides witness testimony if needed.
Comments:Sandy does a terrific job of locating and interviewing potential witnesses, developing relevant facts and
accurately capturing the information gained. She is also fully capable of properly analyzing that information with the
relevant legal research to correctly frame issues and assist in developing courses of action with the assigning
attorneys.
.............................................................................................................................................................................
..
KEY PERFORMANCE INDICATOR #6:Practice Hours: 779.60; Administrative Hours: 119.60; Practice + Administrative
Hours:899.20.
Practice Hours Scale: 900 or more hours = 6 pts.; 866 899 hours = 5 pts.; 833 865 hours = 4 pts., 800 832 =
3 pts.; 766 - 799 = 2 pts.; 765 or fewer hours = 1 pt.
Bills at least 1600 hours per year; prioritizes and manages workload; demonstrates ability to work under stress;
multi-tasks; work product is neat, organized, error-free and timely submitted.
Comments:Sandy's Practice Hours are 779.60 which, if taken alone, would fall within the "fair" range. However,
during this evaluation period Sandy has been required to take the lead on a variety of administrative tasks such as:
1) paralegal training; 2) coordinating e-filing requirements and passwords in all the various courts in which we
practice; and 3) supporting our staff in learning the Excel and Word programs. She has also participated in the
cybercrime training presentations. In addition, Sandy prioritizes and manages her workload in such an outstanding
fashion that she is able to produce a large quantity of good quality work in a short period of time. As a result, Sandy
has earned a "3" rating in this category.
Rating: GOOD (3)
.............................................................................................................................................................................
..
applicableexpectations) 4.1
Overall Rating:4.1
Exceptional: 4.8 to 6.0
Above Expectations: 3.7 to 4.7
Meets Expectations: 2.8 to 3.6
Below Expectations: 1.7 to 2.7
Unacceptable: 0 to 1.6

EMPLOYEES TOTAL PERFORMANCE RATING BY THE SUPERVISOR: 4.1
Goals
Supervisor Comments: Doug - newest version. Diana
Reviewer Comments:
Performance Rating: All employees will receive a performance evaluation. A 1, 2, 3, 4, 5, 6, or N must be checked for
6-TOPPERFORMEREmployeemeetsthehighestexpectation:completelyfulfillsallperformanceexpectations,workqualityissuperior,
requiresnosupervision,possesseshighlyadvancedjobknowledge,reliedupontosolvecomplexproblems,appliescreativeand
innovativeapproachesinsolvingproblems,servesasamentortootherstaffmembers.
5-EXCEPTIONALEmployeegreatlyexceedsexpectations:consistentlyexceedsmostperformanceexpectations,workqualityis
extraordinary,requireslittletonosupervision,possessesadvancedjobknowledge,abletosolvecomplexproblemsandapplyinnovative
approachesinsolvingproblems,abletoserveasamentortootherstaffmembers.
4-OUTSTANDINGEmployeeperformanceoftenexceedsexpectations:exceedsmanyperformanceexpectations,workqualityis
excellent,performsalltasksassignedwithminimalsupervisionandlittleornoinstruction,possessesathoroughknowledgeofthejob,
oftensolvesorassistsinsolvingproblems,demonstratesinitiativeandabilitytohelpothers.
3-GOODEmployeeperformanceconsistentlyachievesexpectations:meetsallormostperformanceexpectations,workqualityisgood,
requiresmoderatesupervisioninaccomplishingassignedtasks,possessessufficientjobknowledgetogetthejobdone.
2-FAIREmployeeperformancemeetssomeexpectationsbutneedsimprovementinmanyareas:needsimprovementinsomeareasof
performance,workqualityisfair,requiresclosesupervisioninaccomplishingassignedtasks,hassomedifficultyinlearningthemore
1-POOREmployeeperformanceisconsistentlybelowexpectations:failstomeetallperformanceexpectations,inconsistentjob
performance,requiresclosesupervisionandcontinualcorrection,haslittletonojobknowledgewithnocapacitytoimprove,job
knowledgeisinsufficienttomeetalldailyrequirements.

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