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POL 5.050 Performance Appraisals

The performance of each employee is important to the college’s success. Performance appraisals:

  1. Provide documentation of individual employee job performances to be used by each supervisor regarding employee development, promotions, discipline and wage and salary information.
  2. Provide for a joint discussion between supervisor and employee on individual job performance.
  3. Establish a base for individual training and development.

A full performance of each employee shall be completed at least once every three years as scheduled by the business office. A standard format, as recommended by the personnel committee and approved by the administration, shall be used for the triennial classified employee appraisals. Interim performance appraisals shall be completed on a quarterly basis, but the supervisor may elect to complete a full performance appraisal at any time. An employee may request either an interim or a full performance appraisal at a reasonable interval should they have concerns about their perceived performance. The President shall determine the format for all administrative appraisals and the board of trustees shall determine the format for the President’s appraisal.

All performance appraisals will be based upon assigned job duties, dimensions, and responsibilities as generally indicated in the job description. Any significant changes within an established job description will be discussed with the employee.

All performance appraisals will specify areas where professional development and/or change may be needed.

Revised August 10, 1995

Revised July 10, 1997

Revised August 9, 2001

PRO 5.050 PERFORMANCE APPRAISALS    

  1. Performance appraisals are intended to:
    1. Encourage communication between employee and supervisor.
    2. Identify and document individual contributions to the goals and objectives of the college.
    3. Establish clear and mutually agreeable standards of performance.
    4. Motivate employees to improve performance.
    5. Ensure that all decisions affecting job status are based on job-related factors.
  2. It is the responsibility of the supervisor to complete performance appraisals as a means of providing employees with a clear and current understanding of how their performance is being rated. It is the further obligation of the supervisor to maintain copies of performance appraisals and other related administrative notes as documentation for actions affecting the job status of an employee. It is the task of the supervisor to provide a written memo to the director of human resources stating the recommended course of action, based on such documentation, in the event of the following:
    1. At the conclusion of the first six months of the employee’s placement in a position, whether a new hire, transfer, demotion, or promotion (either removal of probation, extension of probation, or termination of employment);
    2. The employee requests or is recommended for a job reclassification or transfer;
    3. An employee is to be placed on probation due to unsatisfactory performance, and at the end of the evaluation period.
  3. Interim performance appraisal worksheets are available from the business office. A copy of the completed worksheet shall be provided to the employee. The supervisor shall maintain copies of the interim appraisal form utilized to complete the full appraisal form until the next full appraisal form is completed, after which those utilized for the prior form may be destroyed.
  4. Full performance appraisal forms are issued to supervisory by the business office at least one month in advance of the review date of each employee.
  5. The supervisor completes the full appraisal form utilizing information contained in interim appraisals and forwards it to the director of human resources and division administrator for review. Once reviewed, the supervisor discusses the appraisal with the employee, who may then make written comments concerning the content.
  6. Original full performance appraisal forms are retained in each employee’s personnel file.
  7. If an employee is on a leave of absence on the scheduled date of review, the performance appraisal is deferred until the employee returns to work. The next review date may be adjusted according to the length of the leave of absence.