Staff Evaluation Policy

AUDIENCE

All staff employees.  Temporary staff employees and staff employees who have been on a leave for more than one year as of the start of the annual performance process, as well as faculty are excluded from this Policy.  All new hires, staff employee transfers, or promotions will be evaluated according to the introductory period policy. 

PURPOSE STATEMENT

The purpose of this Policy is to establish a consistent approach and operating philosophy for providing feedback and assessment of employee performance through annual evaluation.

DEFINITIONS

Job Description: a description that documents the responsibilities, skills, competencies, essential functions, and duties associated with an employee’s position and defines the qualifications and requirements to perform those duties.

THE POLICY

Supervisors conduct periodic evaluations of staff employee (hereinafter “employee”) performance, which then become a part of the employee’s personnel file.  These evaluation files may be used for promotional opportunities.

Each supervisor will conduct an evaluation of employee performance annually.  Among factors to be considered in the review are attendance, quality of work, meeting specific job duties as set forth in the Job Description, and performance goals, cooperation with fellow employees, willingness to learn, openness to change, and service skills.  Evaluations may also be a tool in rewarding an employee with a pay increase however, pay increases depend on the University’s financial situation and are therefore never guaranteed.

RELATED POLICIES AND APPLICABLE LEGAL OR ACCREDITATION STANDARDS

Introductory Period Policy
Job Description Policy

PROCEDURES

1. The evaluation year is the same as the University’s fiscal year: June 1 to May 31 of the next year.
2. Supervisors shall meet with probationary employees during the third month of the Introductory Period to discuss performance and written job expectations.
3. The supervisor must complete the annual evaluation for regular employees by August 15 of each year in accordance with the following:
1. On or before the date identified by the supervisor, the employee shall submit in writing to the supervisor a self-evaluation outlining the employee’s accomplishments towards meeting his or her specific job duties and work expectations.  The self-appraisal must be considered by the supervisor when completing the formal evaluation;
2. Following the receipt of the employee’s self-evaluation, the supervisor will evaluate the employee’s performance for the year, documenting the result on the appropriate form;
3. Following completion of the evaluation, the supervisor shall meet with the employee to explain the results of the evaluation and work expectations for the next year. 
4. The supervisor must provide the employee a copy of the evaluation. 
5. The original completed evaluation must be given to Human Resources by the supervisor to place in the employee’s personnel file.
4. A copy of the completed evaluation is available to the employee upon request to the supervisor or Human Resources.

REFERENCING THE POLICY

HISTORY

APPENDIX

Employee Evaluation Form

APPROVALS

Laura Custer, Director of Human Resources
Dr. Kathleen Jagger, Acting President