MULTI-YEAR EVALUATION PROCEDURES FOR
NON-TEACHING PROFESSIONAL STAFF
Calendar of Evaluation Activities:
The Office of Human Resources publishes a calendar of evaluation activities (Review and Notification Timetable) for the evaluation and retention of professional staff members who are eligible for multi-year appointments. The Review and Notification Timetable outlines the important deadlines during the evaluation process. The Office of Human Resources will initiate the evaluation process by notifying eligible employees and their Immediate Supervisors.
The Performance Evaluation includes a self evaluation by the employee, Peer Reviews, evaluation with recommendation by the Immediate Supervisor, as well as a review by subsequent levels of supervision. The next level supervisor may include any or all of the following supervisors: the Department Director, Dean, or Divisional Vice President before going forward to the President for a final determination. It should be understood that in those circumstances where a supervisory relationship may not exist as indicated, the evaluation should move to the next level of review.
The immediate supervisor, in consultation with the employee, identifies professional peers to conduct the Peer Review (three are recommended). The Immediate Supervisor requests that these individuals complete the Peer Review using the attached form in Part II of the evaluation packet. Human Resources should be contacted when differences in determining who should perform a peer review occur.
In accord with the Review and Notification Timetable, content for the evaluation of employees shall be completed by each employee’s Immediate Supervisor, and shall minimally include:
Part I of the Evaluation Form:
Professional staff members are to:
A. Identify their educational history.
B. Complete a self-evaluation.
1. Provide a description of current responsibilities
2. Analyze professional abilities.
3. Describe professional contributions.
4. Provide a statement of professional goals and objectives.
5. Provide additional supportive information as necessary.
C. Initial and date each page.
D. Identify, in consultation with the immediate supervisor, peers with whom he or she has a regular and continuing functional relationship.
(Professional Peers are to: Objectively evaluate the professional staff member according to candidate’s ability, performance, contributions, and potential. Complete the attached form in Part II of the Evaluation Packet.)
E. Craft an index of all included documentation.
Part II of the Evaluation Form:
Professional staff member is to:
Sign the evaluation form, indicating that the evaluation statement has been read (not necessarily accepted or rejected). The employee may appeal a non-recommendation in writing within five working days to the next level of review.
Performance Improvement Plan:
A Performance Improvement Plan is required for employees who are recommended for renewal for a subsequent contract period, but have received a needs improvement or unsatisfactory rating on any category in their evaluation. The Performance Improvement Plan must be completed in writing by the supervisor and specifically identify those areas that require improvement and outline the strategies that employees may utilize in order to improve their performance in those areas. The Performance Improvement Plan may be completed in any format. However, a copy signed by both the employee and immediate supervisor must be attached to the evaluation form. A copy must also be provided to the employee. (See the sample Performance Improvement Plan included in the evaluation packet)
If job performance in the identified area has not improved to a level that can be designated as satisfactory in the next evaluation cycle, the employee may not be recommended for renewal at that time. In addition, if warranted, the employee may be subject to progressive disciplinary action.
A professional employee may appeal a non-recommendation to the next level of review. This must be done in writing within five working days following the receipt of the non-recommendation from the previous level and include the reasons why the overall non-recommendation should be reconsidered by the next level. The supervisor at the next level of review will consider the appeal prior to making his or her recommendation or non-recommendation.
If applicable, appeals to the President must be filed within five working days following the decision of the Divisional Vice President and must include the reasons why the overall non-recommendation should be reconsidered. The President makes the final determination.