Non-Instructional Personnel Performance Appraisal Procedure - Procedure 2.1501

Purpose:

To define the procedure for conducting performance appraisals for full-time and regular part-time employees.

A performance appraisal for each employee is to be performed annually to encourage quality work performance, job related development, and effective communication between supervisors and employees. The process should promote understanding between supervisors and employees as to job requirements, expectations, and performance levels achieved.

Appraisal of performance is closely linked to the specifications in the Position Description. Supervisors are to review for accuracy, and revise if necessary, the employee's Position Description as part of the performance appraisal process. Changes are to be submitted to the Human Resources office.

Procedure:

1. The appraisal period will normally be January 1 through December 31.
   
   The appraisal interview process should be completed by the end of February.
   
   Employee comments and appeals must be completed and the appraisals given to the appraiser's supervisor; and, subsequently to the President or appropriate vice-president by the end of March.
   
   By April 1, the supervisor will send the completed appraisals with any attachments to the Human Resources office in a confidential envelope. The appraisal will be filed in the limited access section of the employee's personnel file. No copies should be made or filed.
   
   
2. During January and February each year, performance appraisal interviews for the previous calendar year shall be conducted. Employees hired during the appraisal period shall be appraised for the partial year.
   
   The performance appraisal process shall be discussed with newly hired employees during their orientation and they shall be given a copy of the appraisal form.
   
   Career employees who are new to a position by virtue of being newly hired, reclassified, or being reassigned shall be on probation for their first ninety (90) days. A performance appraisal shall be conducted during the probationary period.
   
   
3. When employees are reclassified and/or reassigned to a new position, the supervisor shall discuss with the employee the performance criteria and standards upon which the appraisal in the new position will be based. In conjunction with this review of standards, the Position Description shall be reviewed with the employee.
   
   
4. At the discretion of the supervisor, this procedure and the associated forms may be used for an interim appraisal. In this event, the subsequent annual appraisal shall be for the period between the interim appraisal and the end of the calendar year.
   
   
5. The appraiser shall prepare for the interview by entering ratings and comments on the Performance Appraisal form and relating the criteria on the form to the requirements on the Position Description.
   
   
6. During the performance appraisal interview, the appraiser shall discuss entries on the appraisal form with the employee. Appraisers shall make comments and recommendations, reinforcing good performance and offering supportive suggestions to improve less than standard performance. Feedback should be specific and related to performance and results. The appraisal process is expected to be used as a tool in maintaining strong performance levels and encouraging employee improvement.
   
   
7. During the performance appraisal interview, specific goals for the following appraisal period are to be formulated. These goals shall be entered on the Performance Appraisal form.
   
   
8. If the employee refuses to sign the performance appraisal form, the supervisor shall so note on the "Employee's Signature" line.
   
   
9. Supervisors are expected to continually monitor employee performance; and, provide direction and guidance so that the employee meeting performance expectations and established goals.
   
   
10. After the interview, the employee will be given two duty days to review a copy of the appraisal after which the employee may provide a written statement to the appraiser outlining concerns and suggesting revisions to the appraisal. Upon receipt of the employee's written statement, the appraiser will respond in writing and may discuss the employees concerns with her/his supervisor.
    
    If issues remain unresolved, they will be reviewed by the appraiser's supervisor. The supervisor may add comments to the appraisal form.
    
    An employee who receives an unsatisfactory rating, may appeal to the next level supervisor.
    
    
11. The supervisor will provide the employee a copy of the appraisal after all the required signatures are affixed. No other copies should be made or filed.
    
    
12. A scheduled salary increase will be processed for qualified employees who (1) have a current performance appraisal on file in the Human Resources Office, and (2) receive an overall performance rating of "Outstanding"; "Exceeds Expectations"; "Meets Expectations"; or "Needs Improvement."
    
    

Did you know?

SCC is accredited by the Southern Association of Colleges and Schools.