The College shall establish procedures governing evaluation of administrators and exempt staff. The president or designee is delegated responsibility to establish and administer procedures to implement this policy.

665.001 EVALUATION PROCESS

Purpose

The primary purpose of the evaluation process is to formally assess how well an administrator or exempt staff member has fulfilled job duties and accomplished annual goals established for the position through the strategic planning process. Important secondary purposes are:

Schedule/Frequency

Administrative and exempt employees will be evaluated annually with a comprehensive evaluation conducted every other year. Completed evaluations are submitted to Human Resources.

Process

1. Position Description

A written position description will be developed for each administrator and exempt staff member. This description is to be reviewed by the employee and the supervisor as part of the evaluation process and changes initiated to keep the description current.

2. Goal Setting

Within the first two months of employment, supervisors will establish goals for new administrators and exempt staff members for the review period.    The goals will derive from the strategic plan and job duties.

This is a work plan that establishes a basis for the subsequent evaluation. As necessary, the performance goals and objectives established at the beginning of the review period can be revised. Copies of the revised form must be provided to the employee and included in the evaluation.

3. Comprehensive Evaluation

The required comprehensive evaluation will include:

1. A self-evaluation. (Section 2)
2. An evaluation by peers, subordinates, students, or others as designated by the supervisor.  Each person doing this evaluation will complete Section 2 of the Administrative/Exempt Employee Performance Evaluation form as applicable.

The immediate supervisor ordinarily performs the evaluation of each administrator or exempt staff member. Each evaluation is to include the identification of strengths as well as areas for improvement. The employee is to be given an opportunity to provide additional insight into his or her performance.

The comprehensive evaluation includes feedback on strengths and recommendations for improvement and accomplishments of note for administrative and exempt staff members. Peers, faculty, staff, students, and/or members of the community may provide input in these areas, as appropriate.

A copy of the completed Evaluation of Administrators/Exempt Staff form is to be forwarded to Human Resources to be placed in the employee’s personnel file.   Evaluations are maintained for three years.

Reviewers and Evaluators for the Comprehensive Evaluation

Both the selection of evaluators and the completion of the Evaluation form require a reviewer. This reviewer is ordinarily the supervisor of the supervisor who is performing the evaluation.

The supervisor of the employee, in consultation with the reviewer and the employee, will determine the composition of the evaluators. Three to four evaluators should be identified. As applicable, at least one employee under the direct supervision of the employee must be included. Section 2 of the Administrative/Exempt Employee Performance Evaluation form is to be completed and submitted to the supervisor performing the evaluation. The supervisor will consider this input in completing the evaluation, but will not forward the individual forms to Human Resources. The evaluator forms may be destroyed after the evaluation process is completed.

Questions

Questions regarding the administrative/exempt staff evaluation process may be directed to Human Resources.