Category 4: Valuing People
Processes
4P10 ~ Designing Personnel Evaluation Systems
Performance evaluations for represented employees are conducted on an annual basis with no connection to compensation or continued employment outside of the probationary period. Currently, personnel evaluations for represented non-faculty employees are not systematically linked to planning goals or tracked for results.
For tenured faculty, the coaching system provides review of classroom performance, setting goals, and an assessment of those goals in a 3-year cycle. However, due to a lack of consistent and effective coaching throughout divisions, in the spring of 2008, a joint committee comprised of administrators and faculty shifted the tenured coaching system from supervisory to peer review. We will pilot this system in fall 2009.
The annual performance appraisal process for non-represented employees, including administration (see 5P9 for evaluation of the president) is focused on accomplishing the mission of the college, creating a shared vision, and fostering employee growth and development. The performance appraisal process provides an opportunity for the employee to plan and assess performance goals and to identify and work on areas for continuous improvement.
The three phases to the process include: 1) a collaborative effort by the supervisor and employee to identify strategic and professional development goals focusing on the employee’s work and aligning it with the department’s strategic goals and objectives; 2) an attempt to accomplish these goals by the employee, and 3) an annual follow-up and assessment of the employee’s progress. The process has not been consistently employed from year to year.