Evaluation Procedures

INTIAL EVALUATION PERIOD

The supervisor will continuously observe all aspects of employee performance. At the end of the first three months (non-exempt hourly employees) or the first six months (exempt salaried employees), supervisors will meet with the new employee to discuss performance during the initial probationary period. The employee and the supervisor should use this initial period to evaluate the relationship between the employee and the College.


CONVERSATIONS ABOUT OUR WORK

After the initial evaluation period, employees are expected to have informal conversations with their immediate supervisor two times per year. Conversations about our work substantially affect our work performance. The purpose of having scheduled conversations about our work is to enhance the clarity of our purpose, the quality of our works, and the harmony in the way we work together. The scheduled conversations provide us with the opportunities to reflect on our performance, to learn from both successes and failures, and to identify improvements.
All employees should have one scheduled conversation with their supervisor during the period of July through December and a second scheduled conversation during the period of January through June.

Supervisors should document only the names of the participants and the dates of the conversations. Supervisor should report this information to the Personnel Office by June 30th of each fiscal year. The Personnel Office will maintain a record of names and dates to document the existence of the performance review process for auditors and reviewers.


WAGE AND SALARY INCREASES

General increases to all employees are not granted by policy. The College constantly seeks to build a solid base of compensation by awarding merit increases based upon professional development and available opportunities for advancement.

Individual increases are substantiated by performance reviews, which evaluate the job elements and responsibilities. Increases are based upon (1) improved performance, (2) potential for promotion, (3) attendance, (4) increase(s) of significant duties or responsibilities with the same position, and (5) the rate/salary range approved for each position. Past performance history, the date of the last increase, and the overall financial status of the College will also influence the granting of wage and salary increases. Salary and hourly positions are evaluated on a continuing basis for all departments. Position descriptions and hourly salary ranges are available from the personnel officer.

Promotional increases are given upon actual position changes to a higher level when the new hourly or salary range is significantly above the employee’s current rate.


PROMOTIONS

The College considers qualified and interested current employees for promotion or transfer.

Vacancies will be filled from the pool of qualified applicants as provided under Section V, Action Plan, Paragraph B – Obtaining Qualified Applicants as provided under the Equal Employment and Affirmative Action Policy.

Employees who have held their current position for less than nine (9) months will generally not be considered for transfer or promotion.