The College requires written annual performance evaluations, via the attached forms, for all staff and administrators.  The Performance Evaluation process is intended to assess relative performance for a full twelve month period. Depending on their operating cycle, departments may choose the period they intend to review (i.e. January to December, July to June or September to August, etc.).  Supervisors should document accomplishments, performance factors, and goals/objectives.  The process also requires that a much less formal “Mid Year Performance Review” be completed during the summer months and returned to Human Resources.  The purpose of the 2-Step Process -- Evaluation and Review, will help employees to better know how they are doing and help supervisors to stay more in tune with employee performance.

Employees with two years of continuous “Below Average/Needs Improvement” or “Unsatisfactory” ratings will be subject to disciplinary action up to and including termination.  Employees receiving either a “Needs Improvement” or “Unsatisfactory” Overall Performance rating should be appropriately counseled, warned that continued ratings of “Needs Improvement” or “Unsatisfactory” performance will result in further disciplinary action and receive a written Performance Improvement Plan (PIP) developed by the department and Human Resources.

Ø      Review prior year evaluation to determine if goals and objectives have been met.

Ø      If applicable, get feedback from the people your employee does work for.

Ø      If applicable, get feedback from the people your employee supervises.

Ø      Accurately and honestly assess the employee’s performance during the past year. 

Ø      Review each employee’s performance and establish goals and objectives.

Ø      Develop constructive comments (required) and include in the Performance Criteria sections.

Ø      Meet individually with each employee to review performance as documented on the evaluation form. 

Ø      Provide each employee a copy of his or her completed evaluation