Staff HR Policy D-751.01
Institutional Effectiveness Criterion: Culture

Staff Performance Feedback Procedure

There are three primary means by which the staff performance feedback policy will be implemented, which are

  1. Goal and expectation setting
  2. Monitoring of goal progress and ongoing feedback
  3. Documentation

FEEDBACK SCHEDULE

 


Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Goal and Expectation Setting (including job description review)




X





Monitor/Document Goal Progress and Feedback X X X X X X X X X X X X
Formal Performance Evaluation Review




X





Individual Development Plan




X





 

  1. Goal and expectation setting
    Staff members will actively participate in establishing achievement measures for his/her job. To do the best job possible, staff members will know what is expected, how they are doing on the job and where assistance can be obtained when needed. An annual review of each staff member's job description is essential to clarifying expectations.
    Criteria for job performance will be job related. Sufficient flexibility will be maintained so that performance standards will be set to reflect accurately and realistically the unique requirements of different positions, levels of assignment and operating conditions.
    The supervisor's prime responsibility is to coach a staff member's development, which includes communicating job standards and other expectations to staff members before and during the evaluation period.
  2. Monitoring of goal progress and ongoing feedback
    All staff members will receive ongoing feedback throughout the evaluation period regarding their performance and progress on goals. Staff members will receive honest and informal feedback. This will ensure that staff members will not be surprised at the annual formal appraisal time.
  3. Documentation
    Essential information will be documented throughout the year concerning the strengths and weaknesses of all staff members in relation to career development, including potential for advancement and suitability for other positions and training.
    Formal written performance evaluations will be conducted at the end of a staff member's introductory period in any new position (as defined in the then current staff introductory period policy). This will enable the supervisor and the staff member to discuss the job responsibilities, standards, and performance requirements of the new position. This gives both the supervisor and staff member the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals.
    The formal performance evaluations will be scheduled approximately every 12 months, coinciding with the College's annual goal setting process. This meeting will serve to summarize the ongoing discussions from the past year, to set goals for the next year, as well as to complete an Individual Development Plan for professional development.
    The Director of Human Resources is responsible for developing additional staff procedures to administer this policy effectively.


Authorized on 10/24/03

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