Supervisor'S Performance Review Handbook Page 8
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90accomplishment of specific criteria for advancement in compliance with the Faculty Rank and
Promotion (FR&P) guidelines. Instructional faculty performance reviews have an overall rating
of satisfactory or unsatisfactory as a composite rating for the sections in the review.
Non-Instructional faculty performance reviews for Librarians use a similar evaluation rating
system as the instructional faculty review, but the review’s sections are tailored specifically to
other librarian skills.
Managerial, Professional Technical, Professionnal Administrative, and Professional Crafts &
Trades Performance Reviews
Although Managerial, Technical, Professional Administrative and Craft and Trades performance
review forms do not have a Job Factors section overall performance rating established, these
forms do contain an Overall Performance Rating as a composite rating for the entire
performance review.
Administrator Performance Reviews
The Administrator Performance Review form must show the administrative employee’s key
goals for in the current fiscal year. These goals support the College’s Annual Plan Initiatives
and/or the employee’s respective division goals. The Administrator Performance Review does
contain an overall or final performance rating. The overall rating is necessary to support the
strategic intent to move toward "pay for performance."
Also fundamentally different from the other employee group reviews is that Administrators are
reviewed on their yearly accomplishment of specific business goals or goals. Importantly, the
Administrative Performance review process includes a required informal six (6) month interim
performance review and then the final twelve (12) month formal performance review. This
process permits critical communication, calibration and adaptation of goals by the supervisor
and employee. Therefore the employee's goals/goals are kept current and re-assessed to
ensure such remain vital to the College's business annual plan.
The Performance Review Cycle and Processes for Employee Groups
Although open communication between a supervisor and an employee about performance
should be on-going, supervisors are required, on an annual basis to complete written
performance reviews on all full-time and regular part-time employees who report to them.
Please see the “Performance Review Process Diagram” on page 10 which illustrates the
connection of regular ongoing performance communication to the formal annual review.
Adjunct faculty employees (who are part-time Instructional Faculty members) receive a first year
formal performance review and then subsequently receive one every three years, unless
performance dictates otherwise as determined by the Dean. As stated earlier, all performance
reviews must be signed-off by the next higher level above the originating evaluator/supervisor
BEFORE the supervisor conducts the formal performance review discussion with the employee.
Human Resources will send to supervisors reminder email messages when their respective
employee performance reviews are to be completed and submitted. During the last week of any
given month a reminder will be sent to all respective supervisors informing them of their
employees who will need a performance review in the following month.
Supervisor’s Performance Review Handbook rev 7/5/12
Page 8
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Parent category: Business