ࡱ> VYU_ bjbjJJ :L(3b(3bD D  >&v 8,%iii$$$$$$$&h)$ 2iii{ $  $F  $i$:","0![}(;" $$0%E"R**""*d"iiiiiii$$iii%iiii*iiiiiiiii B : HR: 4120, p. 1 Performance Appraisal Scope: This policy applies to employees in benefited positions, their supervisors, and appraisal reviewers. Definitions Merit Appraisal - a supervisors annual evaluation of an employee used to determine annual salary increases. Interim Appraisal - a supervisors evaluation of a new employee during the probationary period and within six months after an employee changes jobs through transfer or promotion. Self-Evaluation an employees evaluation of their perspective of their own work or abilities. Goals objectives that are created in alignment with the organizational goals in a current position or role Development provides areas of growth for employees in current job role or preparation for future roles. Performance Expectation performance expectations represent the level of performance that is expected of the employee in fulfilling the duties and responsibilities of a position. The position description encompasses the responsibilities and the manager ensures they are effectively communicated to the employee. Halogen web based employee assessment system used by 鶹ֱ to manage and administer the performance evaluation process. Policy: Performance appraisals are to be conducted fairly and honestly to ensure high productivity and efficiency of college personnel. Performance appraisals will be conducted in accordance with nondiscrimination policies; supervisors will be held accountable for completing and processing employee appraisals on time. A supervisor has the discretion to complete a performance evaluation at any time he or she feels it is warranted to address deficient or superior performance. Supervisors should reference any disciplinary action that was administered during the evaluation period i.e. written warnings or performance improvement plans. HR: 4120, p.2 Overall RatingMinimum CriteriaFar Exceeds Expectations Highly exceeds expectations. Performance levels and accomplishments far exceed normal expectations. This category is reserved for the employee who truly stands out and clearly and consistently demonstrates exceptional accomplishments in terms of the quality and quantity of work. Exceeds Expectations Performance frequently exceeds job requirements. Accomplishments are regularly above expected levels. Performance is sustained and uniformly high with thorough and on time results.Meets Expectations Below Expectations Performance clearly and fully meets all the requirements of the position in terms of quality and quantity of work. It may be described as good, solid performance. Needs improvement. Performance is noticeably less than expected. Sometimes performs to and meets job requirements, however, the need for further development and improvement is clearly recognized. Procedure: Supervisors evaluate their employees annually except when an employee does not overall meet expectations. Extensions to the Merit Appraisal Timeline: Supervisors may contact HRO to request an extension to the appraisal timeline. Examples of an extension could include the abrupt departure of a supervisor; personal and/or family emergencies; and unexpected college business calling for immediate action or attention. HR: 4120, p. 3 When an employees supervisor changes, the supervisor for more than half the year at the time the employees appraisal is due is responsible for the appraisal and for integrating input from the second supervisor to determine a final rating. The goals will be determined by the current supervisor of the employee. Steps in the Merit Appraisal Process1HROProvides appraisal schedule for the fiscal year that includes the suggested timelines for completions of each step in the process. 2 3.Employee SupervisorEmployee receives self-evaluation to complete and submit to supervisor for review. Completes appraisal and coordinate with previous supervisor for any input as deemed appropriate. Supervisor will schedule appraisal meeting. Unless, previous supervisor is completing the appraisal the current supervisor needs to complete the goal section. If so, once the current supervisor completes the goal section then the appraisal will be sent to the second level manager for review. (The completion of the appraisal should not be delayed due to lack of input from the employee.) 4. 5. 6.Reviewer Supervisor Employee Reviews and approves appraisal; returns to supervisor. Supervisor and Employee will meet to review appraisal. After completion of appraisal meeting supervisor will send to employee for electronic signature. Employee will complete the electronic signature and confirm that the appraisal meeting was completed. 7.HROHR representative will sign-off on appraisal. HR: 4120, p. 4 Steps in the Interim Appraisal Process1HRDProvides management with listing of interim appraisals due. 2SupervisorCompletes interim appraisal and forwards to supervisor for review.3ReviewerReturns approved interim appraisal to supervisor.4SupervisorConducts interim appraisal meeting with employee. Obtains employees signature signifying that the meeting has occurred. Provides employee with copy of form and returns original to HRD. 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