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5.8.1 Employee Performance Review & Evaluation

Revised: October 1, 2014; October 1, 2018; October 3, 2022; October 23, 2024 

Performance Review Overview

The employee performance review cycle has been established to provide meaningful feedback between faculty, staff, and their supervisors. Aligned with Â鶹ÊÓƵ’s Core Values of integrity, helpfulness, excellence, respect, and opportunity, this process is designed to offer constructive suggestions for improvement, develop strategies to achieve specific goals, and make adjustments to related processes as needed.

Performance Reviews may include the following components:

  1. A review of the employee’s job description and an assessment of their effectiveness in carrying out the duties specified.
  2. An evaluation of the employee’s contribution to their department’s or division’s success in completing assigned tasks.
  3. An assessment of the employee’s progress in achieving their established goals.
  4. Classroom observations, student evaluations, and participation in professional development activities.
  5. Completion and submission of the employee’s Self-Evaluation.
  6. An evaluation of the employee’s performance in relation to Â鶹ÊÓƵ’s Core Values: integrity, helpfulness, excellence, respect, and opportunity.

All Â鶹ÊÓƵ full-time employees are required to participate in an annual Performance Review that reflects the shared values of the college, as well as individual goals relevant to their position and job description. In addition, all part-time employees who meet the following criteria required to participate in an annual Performance Review:

  1. Part-time employees and instructors, including those who work fewer hours than full-time employees but maintain a consistent, ongoing employment status, typically work between twenty and twenty-five hours per week.
  2. Part-time instructors who, on average, teach 24 contact hours annually.

 

Performance Review Cycle

Full-time and part-time employees who meet the specified criteria will adhere to the following process:

  1. Employees will develop three (3) but no more than five (5) strategically aligned, critical individual goals and document these on the Goal Setting Worksheet. For faculty and staff with teaching responsibilities, at least one individual goal must be directly related to the instructional aspect of their job description.
  2. Employees will schedule a Performance Planning meeting with their supervisor to:
    1. Review and approve individual goals with the supervisor.
    2. Review the employee's current job description. If any changes are needed, the employee must consult with the supervisor before submitting revisions to Human Resources.
  3. Supervisors will conduct a Mid-Year Check-In to assess progress made towards approved individual goals, discuss necessary adjustments, and identify areas for improvement. Documentation must be maintained confirming that this meeting occurred.
  4. Employees will complete an Employee Self-Evaluation and submit it to their supervisor as part of the Performance Review Cycle.
  5. Supervisors will arrange a Performance Review meeting with employees to complete the Supervisor's Evaluation of the Employee Performance. For 9- and 10.5-month faculty, evaluations may be conducted earlier, if necessary.
  6. Once the Supervisor's Evaluation of Employee Performance is complete, supervisors will submit the signed evaluation form to their supervisor for review, along with copies of the employee’s Goal Setting Worksheet, Mid-Year Check-In, and Employee Self-Evaluation.
  7. All completed Supervisor's Evaluation of Employee Performance will be submitted to Human Resources and added to the employee’s personnel file for record-keeping.

 

Role of Human Resources

The Human Resources Office will coordinate and oversee the Performance Review Cycle. Human Resources will:

  1. Design and maintain the Performance Review Cycle, ensuring it aligns with the college’s values, objectives, and legal requirements. This includes providing standardized forms, guidelines, and timelines for conducting evaluations.
  2. Provide training to supervisors on how to conduct effective evaluations, set clear and measurable goals, give constructive feedback, and document performance accurately.
  3. Ensure that the Performance Review Cycle is applied consistently across all departments, preventing bias and ensuring compliance with organizational policies and labor laws.
  4. Track completion, ensuring that all necessary documentation, including goal setting and self-evaluations, is submitted on time.
  5. Ensure that all completed performance evaluations and related documentation (such as goal-setting worksheets and self-evaluations) are properly archived in employee personnel files for future reference.
  6. Based on evaluation results, will assist in identifying professional development needs and collaborate with supervisors and employees to facilitate appropriate training or learning opportunities.

 

Approved Performance Review Instruments

Supervisors are required to use only those evaluation instruments that have been approved by the Human Resource Office. For employees reporting directly to the President, a different evaluation instrument or procedure may be used at the discretion of the President, but these employees will also be evaluated annually.

This procedure ensures that the evaluation process at Â鶹ÊÓƵ remains consistent, transparent, and aligned with institutional goals and values, while also fostering professional growth and accountability.

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