MANAGEMENT PERFORMANCE EVALUATION

I. Purpose
The Board of Trustees recognizes that human resources is one of the most essential factors of achieving the mission and institutional goals of the District. This appraisal system is intended to evaluate management performance in accomplishing those goals.

II. Definition of Management
For purpose of this evaluation procedure, College of the Redwoods management positions are defined as: All administrators, including Division Chairs, Directors, and classified managers. The position of Superintendent/President is excluded from this evaluation policy.

III. Evaluation criteria
Criteria shall consist of:

1. An up-to-date job description;
2. Approved performance (job related) goals and objectives;
3. Evaluation of performance using the designated evaluation forms completed in the manner prescribed.

IV. Process for evaluation

1. Probationary managers, newly employed by the district, shall be evaluated within the first six months of employment. Permanent managers shall be evaluated biennially prior to March 1. Evaluations may take place more frequently if requested by supervisor or evaluatee.

2. It shall be the responsibility of the Director, Personnel Services to maintain the completed evaluation forms in the employee's personnel file, to notify the supervisor of those managers scheduled for evaluation and the evaluatees that such evaluation is underway and the procedure to be followed.

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

4. There shall be a conference between supervisor and subordinate each year preceding May 30, to establish objectives for the following year. By June 30 of each year objectives shall be submitted to the supervisor. Objectives as approved by the supervisor shall be returned to the subordinate. The objectives may be revised during the year. Any changes resulting from this re-evaluation are to be approved by the supervisor.

5. Evaluation forms shall be completed for each manager by the supervisor, one peer chosen by the evaluatee, and one faculty representative appointed by the Academic Senate. The evaluatee shall have the right to disqualify the faculty members so designated before the evaluation takes place. If such disqualification occurs, the Academic Senate shall appoint a replacement. Only one such disqualification may occur.

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