Supervisor'S Performance Review Handbook Page 32
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90Instructions for Completing
Administrator Annual
Performance Review
The Administrator Annual Performance Review process has four distinct sections or parts, A-E. The following
information details how and when each section or part is completed. A probationary review requires altered
timeframes from those specified below: for assistance consult with Human Resources.
A. Performance Objectives/Expectations Established
The employee collaborates with his/her supervisor to develop the year’s performance objectives/expectations and
development plan. Such are entered into the form, Part A1, A2 and D. Performance objectives in Part A1 have
measurements and must be linked to the official College Annual Plan Actions or respective Division Initiatives as
appropriate. Other important performance objectives with measurements that are not linked to College Annual
Plan Actions or Division Initiatives but necessary for the respective department or unit’s successful operations are
entered into Part A2. The Development Plan (Part D) contains an objective or action and a respective due date.
Upon completion of Parts A & D, both the employee and supervisor sign and date the Section A,
Objectives/Expectations Established; this action verifies that mutual goals/objectives have been set. This
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Section A is to be completed no later than July 30
and retained by employee and supervisor.
B. Interim Review(s)
The employee receives an interim review approximately 6 months from the establishment of the year’s
performance objectives. This interim review, Part B, is brief, concise and is really a communication device to
ensure that the supervisor and employee are in complete agreement and understanding of not only the objectives
but also the progress toward such. Since the business world can change quickly the interim review permits
adjustments to be made to the necessary objectives. Upon completion of Part B, the mid-year interim review,
both the employee and supervisor sign Section B of the Performance Review. This Section B is to be
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completed no later than January 30
and retained by employee and supervisor.
C. Overall Annual Performance Accomplishments Review
The employee assesses his/her level of accomplishment for each performance objective and submits such
information to the supervisor. The employee also completes a self-assessment of his/her Job
Factors/Competencies and submits that also to the supervisor.
The supervisor armed with: 1) the employee’s assessment of his/her performance accomplishments, employee’s
assessment of job factors/competencies, and employee’s draft development plan; and, 2) notes about the
employee’s performance completes the employee’s performance review. The supervisor conducts a performance
review discussion with the employee covering his/her accomplishments’ status and job factors/competencies.
After the supervisor and employee collaborate on a Development Plan, see below, and then the employee and
supervisor sign Section C of the Performance Review. This Section C is to be completed no later than June
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15
and entire document (originals) sent to HR.
D. Development Objectives & Plan
After the accomplishments recorded in Part C have been reviewed (discussed), and the Job Factors assessment
reviewed, the supervisor and employee collaboratively finalize an appropriate new development plan. The
development plan is documented in Part D.
E.
Employee Comments
Comments are entered at the option of the employee. Although Section E is optional it should be completed
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by the employee no later than August 15
.
SPR Handbook: Appendices
rev 7/5/12
32
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