Date: January 2007
Philosophy and Purpose: The purpose of the evaluation process is to assure regularly scheduled and systematic communication between employees and supervisors about job performance and future expectations. Formal evaluations also provide an opportunity to document good work, establish clear criteria for success, identify training needs and the potential for promotion or disciplinary action.
Policy: The first formal review of job performance takes place near the end of the adaptation period or first six months an employee serves in a specific position. After the adaptation evaluation, annual performance evaluations for each employee will be scheduled in the quarter in which the employee was first evaluated (e.g., if an employee was hired on May 15, his/her adaptation evaluation should occur in November of that same year. Subsequent evalautions will be scheduled in the last quarter of the year (October - December) since the first evaluation was in November.
Evaluations are meant to be a time of two-way communication between employee and supervisor about expectations and accomplishments. Ideally, these communications happen frequently throughout the year, but annual reviews provide a formal record of progress. Employees are encouraged to comment on the content of their evaluations and to ask for appropriate supervisory support and assistance. In situations where performance improvement is needed, the supervisor will work with the employee to develop a performance improvement plan. The annual performance evaluation forms the basis for merit pay increases. These are recommended by the supervisor or department head and are awarded on July 1 each year to employees who have already completed their adaptation period, and whose job performance warrants a pay increase.
Human Resources conducts performance evaluation training on a regular basis and performance criteria and current forms are available online.