The Annual Evaluation Based on the Performance Program

III . The Annual Evaluation Based on the Performance Program

The purpose of the evaluation is to:

• Provide the college president with consultation in his/her decision to renew or non-renew an employee’s appointment.

• Provide a base for performance improvement.

• Serve as a guide to re-evaluate job functions.

• Provide the college president with consultation as to promotions, salary increases and discretionary salary increases.

• Provide a basis for career growth.

The criteria for the evaluation, as specified in the Policies of the Board

of Trustees – Article XII – Title C, include, but are not limited to:

• Effectiveness in performance—as demonstrated, for example, by success in carrying out assigned duties and responsibilities, efficiency, productivity and relationship with colleagues.

• Mastery of specialization—as demonstrated, for example, by degrees, licenses, honors, awards and reputation in professional field.

• Professional ability—as demonstrated, for example, by invention or innovation in professional, scientific, administrative or technical areas; i.e., development or refinement of programs, methods, procedures or apparatus.

• Effectiveness in University service—as demonstrated, for example, by such things as college and University public service, committee work and involvement in college or University related student or community activities.

• Continuing growth—as demonstrated, for example, by continuing education, participation in professional organizations, enrollment in training programs, research, improved job performance, and increased duties and responsibilities.

Your evaluation is based solely on the items specified in the performance program that was developed for the evaluation period. Your immediate supervisor will provide you with a preliminary written evaluation, as well as a new performance program.

The preliminary evaluation may include a summary of information received from secondary sources, and identification of how well you performed each aspect of your performance program.

The evaluation may contain recommendations for personnel actions, for example, reappointment, promotion, salary increase or discretionary salary increase.

The summary of your evaluation can only be characterized as “satisfactory” or “unsatisfactory.”

You and your immediate supervisor should meet to discuss the evaluation and recommendations. You should review everything in the written preliminary evaluation. Tell your immediate supervisor if there are aspects of the preliminary written evaluation with which you do not agree. Perhaps the wording can be changed to provide a more accurate reflection of your performance. If this does not occur, you should write your understanding of the items in question and have it attached to the final evaluation. This is important: If you do not express your concerns, the immediate supervisor’s word stands. A final evaluation report will be prepared and you will be provided with a signed, dated copy. You will also receive a new performance program. A copy of each is placed in your official personnel file in Human Resources; your immediate supervisor also retains a copy.

Here are some points to consider during your annual evaluation:

• Ask for clarification if any statements are unclear.

• Sometimes, wording in the evaluation can be changed to provide a more accurate picture of how you performed. You can and should make suggestions for written revisions.

• An evaluation should be used to help you excel and improve in your position and your career.

• Request training or assistance if you believe it’s needed.

• If your previous performance program was overly ambitious, it might be necessary to suggest written revisions and make changes to create a more realistic performance program.

• If you disagree with the evaluation, you should write a rebuttal and attach it to the evaluation.

• If the evaluation is unsatisfactory, you can appeal to your chapter’s Committee on Professional Evaluation. (Please note: You have up to 10 working days to request a review.)

Appeal of an Unsatisfactory Evaluation

Where the summary characterization of a final evaluation is “unsatisfactory,” you may, upon written request, ask for a review by the Committee on Professional Evaluation. You should also seek a committee review if the characterization summary is “satisfactory,” but the content of the evaluation is primarily unsatisfactory.

To initiate the appeal, you must notify the chair of the Committee on Professional Evaluation, your supervisor and the college president or designee, in writing, within 10 working days of receipt of the evaluation. The committee reviews the procedure and substance of the unsatisfactory evaluation. Your UUP chapter leaders can guide you through this process.

The committee consists of five members, three of whom are elected at large from the Collective Bargaining Unit represented by UUP and two are appointed by the college president. The committee selects its own chair. The committee has the authority to review materials and procedures.  It can review all documents, including prior evaluations and other relevant information in your official personnel file. The committee can interview any individual it considers relevant to the review.

The committee will issue its report within 25 working days of receipt of the appeal. Copies will be sent to you, your immediate supervisor, your supervisor’s supervisor, and the college president.   The college

Appeal of an Unsatisfactory Evaluation

1:Professional Employee receives an evaluation characterized as “Unsatisfactory”

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2: Professional Employee makes written request for review to the Chair of the Committee on Professional Evaluation, the College President or designee, and Immediate Supervisor within 10 days of receipt

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3: Committee on Professional Evaluation concludes review within 25 working days from the date of appeal

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4: Committee on Professional Evaluation makes recommendation to College President

your supervisor’s supervisor, and the college president. The college president must take action that he/she deems appropriate within 10 working days of receipt of the committee’s report. Written notification of the president’s action will be sent to you, your immediate supervisor, your supervisor’s supervisor and members of the committee. The exact language can be found in the Collective Bargaining Agreement, Appendix A-28.

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