亚洲色图

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亚洲色图 State University
POLICY NUMBER: III I
SUBJECT: PERFORMANCE EVALUATION
APPLIES TO: REGULAR STAFF
EFFECTIVE DATE: July 1, 1993
REVISED FROM: February 17, 1990

PERFORMANCE EVALUATION

Each employee shall receive no less than an annual performance evaluation. The evaluation will be based on performance expectations and standards previously established for each employee.

The University administration has the right to use an employee's evaluation for management decisions and administrative hearings.

1. Purposes of the Evaluation

   1. Serve as a basis for constructive discussion between supervisor and employee.

   2. Ensure that job duties performed are consistent with institutional objectives.

   3. Identify employees deserving promotion.

   4. Justify disciplinary action or discharge.

   5. Serve as a basis for compensation.

   6. Identify needs for training and development.

   7. Promote periodic consideration of each employee in terms of performance.

   8. Identify high achievers.

2. Procedure

   1. All employees shall be evaluated at least annually utilizing evaluation forms distributed by Human Resources. The evaluation year shall be March 1 through February 28 of the following year.

   2. At the beginning of each evaluation period a statement of performance goals and standards of evaluation should be prepared by each employee and supervisor. This statement should be signed by both the employee and the supervisor.

   3. The written evaluation shall be completed by the employee's first-line supervisor.

   4. The completed evaluation must be discussed with the employee, signed by the employee, and forwarded to Human Resources. The evaluation will be placed in the employee's personnel file.

3. Appeal Process
   An employee who disagrees with his/her evaluation on the content, procedure, or possible discrimination may appeal the evaluation as follows:

   1. Appeal on content of performance evaluation

      1. A written appeal must be made within fifteen days after the evaluation is discussed with the employee.

      2. The appeal is to be directed to the next level of supervision over the supervisor making the evaluation.

      3. The vice president for the area is the final level of appeal when the appeal concerns content of the evaluation.

   2. Appeal on procedure of performance evaluation

      1. A written appeal concerning a procedural question must be made within fifteen days after the evaluation is discussed with the employee.

      2. The written appeal is to be sent to the Director of  Human Resources.

      3. The Director of Human Resources will respond in writing within fifteen days of receipt of the appeal. The employee will be notified if additional time is required to complete a response.

      4. The Vice President for Finance and Administrative Services is the final level of appeal when the appeal concerns the procedure of the evaluation.

   3. Possible discrimination

      1. A written appeal concerning alleged discrimination may be made within fifteen days after the evaluation is discussed with the employee to the Office of IDEA (Institutional Diversity Equity and Access).

      2. The written appeal is to be sent to the Director of IDEA (Institutional Diversity Equity and Access).

      3. The Director of IDEA (Institutional Diversity Equity and Access) will respond within fifteen days of receipt of the appeal. The employee will be notified if additional time is required to complete a response.

      4. Procedures set forth in Policy VI B, Equal Opportunity Grievance Procedure, will be followed when the appeal concerns discrimination.