A supervisor shall continuously evaluate the performance of a regular exempt employee. In addition, a supervisor is expected to complete a written performance evaluation for each covered employee that he/she supervises on not less than an annual basis, and on a form and in a method as prescribed by the College.
An exempt employee on a temporary appointment may be evaluated as determined by the employee’s immediate supervisor.
Nothing in this policy prevents a supervisor from completing a performance evaluation on a more frequent basis.
Extended leave of absence may affect the annual period for review. In this event, the date for the annual evaluation may be extended by the period of leave at the supervisor’s discretion.
Both the supervisor and the employee are expected to participate in the evaluation process and to provide information and feedback for the supervisor’s consideration in preparing the evaluation. An employee may also complete a self-evaluation.
A performance evaluation is not appealable or grieveable, though an employee is allowed and encouraged to complete a self-evaluation or comments which may be attached to the performance evaluation completed by the supervisor.
A completed performance evaluation should be placed in the employee’s official personnel file located in the Human Resources Office.
An employee may receive a copy of a completed performance evaluation upon request.
Performance evaluations will be kept in the official personnel file for not longer than 5 years.
When an employee takes another job within the College or leaves the College, the supervisor is encouraged to complete a summary evaluation. If the last evaluation is less than 6 months old and performance has not changed significantly, the supervisor is not required to complete a summary evaluation.
The purpose of this policy is to provide guidelines and expectations for the evaluation of exempt employees and other employees not covered by civil service rules and/or a collective bargaining agreement.
The goals of performance evaluation are to:
1. Provide an employee clear, written statements of the employee’s expectations and what he/she needs to do to be successful in the job
2. To serve as a communication tool so that an employee knows how he/she is doing in his/her performance on a regular basis;
3. To provide documentation to support personnel decisions including promotion, discipline or dismissals.
To Whom Does This Policy Apply
This policy applies to all full-time and part-time regular (non-temporary) exempt employees and all other regular employees not otherwise covered by the classified civil service rules or a collective bargaining agreement. This policy does not apply to classified service or academic employees.
See College Policy - Definitions
The form(s) and procedure(s) are located on the portal.