Management Performance Evaluation Report

PURPOSE:

This report provides the supervisor and employee an opportunity to formally discuss job performance in relation to the job description, mutually agreed upon objectives and identified management skills. The performance evaluation provide an official opportunity for discussion of strengths as well as areas where improvement is needed.

INSTRUCTIONS:

1. A performance evaluation report for management employees shall be completed during the first six months of employment. Permanent employees shall be evaluated biennially, prior to March 1. Evaluations may take place more frequently.

2. It shall be the responsibility of the supervisor of each manager scheduled for evaluation to conduct the evaluation process, to conduct the post evaluation conference, to assure that the process is completed, and to file the completed evaluation instruments with the Director, Personnel Services.

3. A peer evaluation form is included as part of the appraisal process to elicit input from peers. The peer is to be chosen by the evaluatee. The form is to be completed and routed to the immediate supervisor for inclusion as part of the evaluation report.

4. A faculty evaluation form is included to elicit input from faculty. A faculty representative will be appointed by the Academic Senate. The completed forms are routed to the immediate supervisor for inclusion as part of the evaluation report.

5. The evaluation shall be accomplished at the direction of and on a schedule established by the immediate supervisor in keeping with this policy.

6. The supervisor will conduct a post evaluation conference to discuss with the employee the objectives accomplished during the past year, future objectives, and areas of strengths, as well as areas where improvement may be needed.



Adopted by Board of Trustees: December 1, 1980
Revised: March 5, 1990