This policy applies to staff employees. Performance evaluation of faculty, see the Faculty Handbook.
The College conducts an annual performance management process for staff employees. Performance evaluation documentation is completed electronically in Workday.
The annual performance management process is designed to promote open and constructive communication between employees and managers, provide employees with meaningful feedback about their performance, recognize accomplishments and identify opportunities for growth and development, and maintain a historical record of performance and professional development.
Performance evaluations are based primarily on the employee’s current job duties and essential functions, as documented in the employee’s position description. Employees and their managers should periodically review the position description to ensure that it accurately reflects the work being performed. Proposed updates should be submitted to Human Resources.
In addition to job duties, all staff employees are evaluated on six, College-wide competencies:
- Accountability
- Collaboration and Teamwork
- Communication
- Community Excellence
- Quality Service
- Leadership
Both job performance and competencies rare evaluated using the following rating scale:
- Exceptional Performance
- Exceeds Expectations
- Meets Expectations
- Needs Improvement
- Does Not Meet Expectations
Before each annual performance review cycle begins, the employee and manager review the employee’s job duties and submit any revisions to Human Recources.
The performance review cycle consists of the following steps:
- Employee Self-Evaluation
- Manager Evaluation
- Evaluation Meeting
- Manager Follow-Up
- Employee Acknowledgement