7.1 Appraising Performance - Faculty
Academic departments are empowered to set departmental evaluation criteria for their members. College-wide criteria for evaluation of full-time and part-time faculty members also exist.
For more information, please consult your department chair.
7.2 Appraising Performance – Staff
Supervisors give staff information about work performance in a variety of ways. For example, on a daily basis, supervisors may give positive feedback about a task performed particularly well or suggest ways that performance could be improved. In some departments, supervisors may schedule regular meetings with each staff member to review the staff member’s progress in completing assignments and to give the staff member an opportunity to ask questions. Ongoing communication between staff and supervisors about work performance is necessary for effective supervision.
The formal performance appraisal for administrative and classified/confidential personnel is another way that supervisors give staff members feedback about their overall work performance. Performance appraisal information is communicated to the staff member in a meeting with the supervisor and is summarized in writing by the supervisor. This type of appraisal is conducted at least annually. In certain instances, more frequent, interim evaluations may be conducted.
7.3 Evaluation Procedures
Formal evaluation is required for all administrative, classified and confidential employees on an annual basis regardless of years of service. Faculty are evaluated in accordance with the collective bargaining agreement and the academic department criteria. Administrative staff are evaluated annually in the April/May time frame. Classified and confidential staff are evaluated annually as of the individual’s hire/anniversary date. The supervisor responsible for evaluation must present and discuss his/her evaluation in person with the staff member being evaluated. The development of goals for the coming year is a part of this process.
The evaluation process is to allow each supervisor and staff member to clearly plan goals and strategies for achieving those goals. The supervisor has a responsibility to assist the staff member in obtaining the skills necessary for successful work performance. This assistance may take the form of directing the staff member to take formal staff development programs and/or a schedule of regular counseling meetings between the staff member and supervisor, or other plans to improve performance.For further information, contact the Human Resources Department at extension 8035.