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32.1.1 The purpose of the annual performance evaluation process includes aligning the responsibilities of each job with the mission of Â鶹¹ÙÍø and the employing department, encouraging and improving open communication between supervisors and their staff, documenting the professional growth and achievements of employees, documenting the developmental needs of employees, and collecting data to support analysis and decisions regarding staffing, compensation, training and other employment matters. Employees are required to participate in the performance evaluation process with their supervisors.

32.1.2 Supplemental performance evaluations performed outside of the annual review cycle may also be warranted in circumstances such as significant change in job duties or acceptance of a new position, change in departmental leadership or direct supervision, or as otherwise deemed necessary as part of the performance management process such as classified staff probationary periods.

32.1.3 The rating period encompasses the previous calendar year, January 1 to December 31. Written performance evaluations will be completed on forms or within provided systems approved by the Office of Human Resources for staff and the Office of the Provost for faculty. All employees shall receive a copy of their completed performance evaluation, participate in a performance evaluation discussion with their immediate supervisor, and have the opportunity to respond to their performance evaluation. Supervisors are responsible for adhering to this policy and conducting timely and consistent performance evaluations.

32.1.4 New or first-time supervisors are required to complete Â鶹¹ÙÍø’s Performance Management training provided by the Office of Human Resources prior to conducting any performance evaluations.

32.1.5 Employees working in a temporary assignment that is less than 4.5 months are excluded from this policy.

32.2.1 Staff Performance Evaluations. The procedures outlined below should be followed during the administration of the performance evaluation for Classified and Administrative and Professional (A&P) employees:

1. Annual performance evaluations are required for Classified and Administrative and Professional (A&P) staff employed during the review period (January 1 to December 31), in a full-time or part-time position.
2. Classified staff hired between July and December of the same calendar year do not require an annual performance evaluation as they are within the 180 day probationary period. Newly hired or promoted Classified staff must receive a three-month evaluation and six-month evaluation, conducted to determine if employment will continue beyond the probationary period.
3. The receiving supervisor will coordinate with the former supervisor on assessing performance during the time the employee was in the former department. Receiving supervisors of staff who have been promoted or transferred to another department within the same calendar year will be responsible for completing a performance evaluation.
4. All original copies of performance evaluations must be on file with the Office of Human Resources on or before the 31st of March.
5. The original evaluation will be provided to the Office of Human Resources once completed and will then be placed in the employee’s personnel file.
6. When a performance evaluation is rated less than a “meets expectations” standard for Classified staff, a performance improvement plan is required to be implemented by the supervisor.

32.2.2 Merit Eligibility

1. A&P staff hired during the annual performance evaluation period of January 1 to December 31 will be required to have an annual performance evaluation completed and on file.
2. Classified staff hired between July and December of the calendar year may be recommended for a merit increase based on a satisfactory rating with the completion of a six (6) month evaluation.
3. If an employee is recommended for a merit increase, a performance evaluation must be on file with the Office of Human Resources on or before the 31st of March with an overall rating of “meets expectations” or higher.

32.5.1 Performance evaluations for Faculty will be completed in accordance with the Â鶹¹ÙÍø Faculty Annual Review Policy located in the Handbook of Operating Procedures (HOP) under Section III, Chapter 4.5, Evaluation of Faculty for Merit Salary Increase.

32.5.2 Faculty Appeals of performance evaluations shall proceed in accordance with the Â鶹¹ÙÍø Faculty Merit Rating Appeals Policy included in the Handbook of Operating Procedures (HOP) under Section III, Chapter 4.5.1.4, College Procedures.