Supervisor'S Performance Review Handbook Page 21
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90improvement plans are critical to conducting meaningful, effective and legal performance
reviews.
•
Acknowledge the professional development that the employee undertook during the year
and agree upon general professional development/training activities for the upcoming year.
•
Discuss with the employee performance objectives for the upcoming year during the
review process. It is critical that you and the employee agree upon the goals and objectives
that will be evaluated in the employee's next performance review. Refer to the section on
Setting Performance Objectives.
•
If the communication deteriorates during the performance review interview and you feel that
to continuing the meeting would be unproductive, do not hesitate to terminate the meeting
and reschedule another one. Explain to the employee that for a constructive and productive
meeting take place, both of you should regroup and meet again very soon.
•
If an employee states that he/she does not want to sign the performance review because of
disagreement with some or all of it, emphasize to the employee that a signature only means
that the review occurred. Encourage the employee to write his/her comments regarding the
performance review within fourteen (14) working days. These comments will be filed with the
performance review form in the employee's personnel file.
PROFESSIONAL DEVELOPMENT PLANS
To the fullest extent possible, the college supports the professional development of all
employees. The performance review process is the natural time for the employee to focus on
the professional growth. The performance review process provides supervisors and employees
with the opportunity to assess what professional development activities were completed during
the year and to discuss plans for the next performance review cycle. Jointly, the employee and
supervisor need to identify professional development activities that will enhance the employee's
current position and may further support career growth at the college.
Supervisor’s Performance Review Handbook rev 7/5/12
Page 21
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