FAQs

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Purpose and Philosophy

  • By using the word “development”, we mean to say that this is an ongoing process that involves both the employee and his or her supervisor, and one that focuses on the development of the employee as a professional over time.

  • An effective performance development process can improve communication between supervisors and staff, resulting in benefits for them and for the college.

  • The evaluation will become part of your personnel record, and may be used in decisions concerning advancement, future training needs, performance-related salary adjustments, or possible disciplinary actions.


Eligibility and Evaluation Calendar

  • Every staff member deserves to have a quality evaluation annually, and we are working towards increased participation in the program over time. HR will be working closely with members of senior staff on departmental engagement. If you would like a evaluation, and you’re not sure you will receive one, please call Kevin Thomas at x3542.

  • With the changes implemented in 2014, your evaluation period and the due date for your evaluation will vary from department to department.  As of this moment, departments are still determining which schedule they will use.  You will be notified in plenty of time to prepare for your evaluation.

  • If you were here for 6 months or more of your department’s evaluation period, you are eligible to receive an evaluation.  If you were here for less than 6 months, you will receive an abbreviated performance evaluation at your six month mark, and your first full evaluation will be in the following year.  Example: Eph Aubergine started in September.  His department’s evaluation period is January 1 through December 31.  John will not have worked 6 months by December 31.  He will receive a 6 month evaluation in March, and then a full evaluation with the rest of his department the following year.  Example: Violet Bovine started in September.  Her department’s evaluation period is  July 1 through June 30.  Jane will have worked 9 months by June 30, so she will receive a evaluation for this plan year.  .


Forms

  • Department leadership will determine which positions among the support staff will use the short evaluation form.  Your supervisor is the best person to ask about which form you will be using.

  •  HR maintains copies of job descriptions, but the department is ultimately responsible for keeping up-to-date job descriptions on file. We are happy to share whatever information we have on file. Please email [email protected] with specific requests.

  • It is always a good idea to communicate job description changes to HR. You can provide an updated job description along with your evaluation, but the preferred method would be to email a copy to [email protected] so it can be stored digitally.

  • An initial discussion should take place between you and your supervisor to review the changes. Any proposals or formal requests for changes should come from your supervisor to the Assistant Director of HR. If you are still unsure how to proceed and want to discuss further please contact the Assistant Director.

  •  The position description template can be found on the Forms page under Performance Development.

 


Self-Evaluation

  • The self-evaluation form is recommended for all staff. The self-evaluation form offers you the chance to describe your achievements and your own opinion of your performance, so we hope that you will see it as a benefit to you.

  • The self-evaluation form is one of the sources of information your supervisor will use to draft your evaluation.

  • It is not a required as part of the evaluation; however, if you would like to include your self-evaluation as an attachment to the final performance evaluation, you are welcome to do so.

  • It may be helpful for you to attend classroom training to learn how to address different competencies on your self-evaluation.  You may also want to discuss this with your supervisor, or call Kevin Thomas, Learning & Development Manager, for a 1:1 consult to address your questions.

  • The self-evaluation form gives you an opportunity to reflect on training, resources, support, and assistance you need from your supervisor to be successful in your role.  This can be a good way to start a conversation with your supervisor about your working relationship and ways that it can be improved.

  • HR will be communicating with leaders of all departments to help ensure that staff have adequate paid time to complete the self-evaluation.  If this is still a challenge for you, please call Tammi Stuebe at x4707.

  • You can find self-evaluation forms in Spanish and Khmer on our forms page.  If you would like an interpreter to attend the performance evaluation meeting, contact Kevin Thomas at x3542 and he will help to arrange that.

 


Still Curious?

Don’t see the answer to your question here?  Submit a question on the form below and we’ll be happy to get back to you.