Management Performance Evaluation Procedure printable pdf download

Peralta Community College District

Management Performance Evaluation Procedure

Section I

Performance Evaluation Process

Purpose:

The purpose of the Management Performance Evaluation is to demonstrate

commitment to organizational excellence and align performance with the District-wide strategic

goals and institutional objectives. This process is designed to assist with improvement of

individual performance, thereby increasing institutional effectiveness.

The performance

evaluation recognizes achievements, establishes training needs, including suggested areas for

improvement, and encourages professional development.

Competencies: While leadership in the District and college is a role shared by all employees,

management employees play key leadership roles. It is expected that all management employees

demonstrate the following core leadership competencies:

Collaboration, Accountability,

Communication, Integrity, Stewardship, Job Knowledge, and Innovation.

Evaluation Cycle:

New Managers:

o Establish performance goals and objectives within 60 days – Within

the first 60 days of employment, managers will meet with the supervisors

to discuss expectations and the framework for the establishment of goals

and objectives which are to be aligned with the District’s Strategic Goals

and

Institutional

Outcomes

located

the

District’s

website:

Institutional-Objective-2013-14.pdf. Within 90 days of employment, each

new manager, in consultation with his/her supervisor, shall establish

performance goals appropriate for entering his or her new position. The

new manager and his/her supervisor will meet, discuss, and finalize the

goals.

o Six-month performance review – At the end of six months, the new

manager and supervisor will meet to discuss progress.

Any written

comments shall provide encouragement and/or direction as appropriate.

o Peer/Staff Evaluation feedback – Prior to the conclusion of the new

manager’s first cycle, a Peer/Staff Evaluation Feedback will be conducted

in time for inclusion in the manager’s first formal performance review.

o Self-Evaluation – The manager shall submit the self-evaluation to the

supervisor at agreed upon time following the completion of the Peer/Staff

Evaluation Feedback. The supervisor and the manager shall meet to

discuss the manager’s self-evaluation. The supervisor shall include the

self-evaluation in his or her consideration of the manager’s total

performance.

o Written performance review – At the completion of the first year of a

manager’s employment, the supervisor shall complete a written report

reviewing the manager’s performance. The supervisor and the manager

will then meet, discuss the supervisor’s report, the results of the Peer/Staff

Evaluation Feedback, as well as progress made on the manager’s previous

goals. As a result of such discussion, the manager shall establish new

goals, as appropriate, for the coming year of service.

Management Performance Evaluation Procedure

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