06:29:00 Management and Evaluation Process

Purpose

To provide guidance for the evaluation of full-time and regular part-time personnel

Policy

The process used for the evaluation of Academic Affairs is found in WSCC Policy 06:04:02 .

All Walters State Community College full-time and regular part-time staff are evaluated on an annual basis. The form used for the evaluation process is located on the college’s website under Human Resources. Copies of the form may also be obtained in the Human Resources Department.

Employees are rated in twelve areas:
 

1. Knowledge of Job
2. Quality of Work
3. Quantity of Work
4. Initiative
5. Responsibility
6. Teamwork
7. Dependability
8. Communication Skills
9. Self-improvement
10. Institutional Commitment
11. Affirmative Action
12. Leadership Abilities
     

Employees’ performance in each of the areas listed above is rated as either “unsatisfactory”, “needs much improvement”, “needs some improvement”, “expected performance”, or “exceeds expected performance”. Justification must be provided by the rater for ratings in the “unsatisfactory”, “needs much improvement” or “exceeds expected performance” categories. The area of emphasis for continuous improvement in the upcoming year should also be listed on the evaluation form.

The following steps are to be used for employees who require discipline, or whose job performance is of poor quality and therefore unsatisfactory:
 

1. Verbal warning
2. Written warning
3. Placed on Probation and given a written Performance Improvement Plan prepared by the employee’s immediate supervisor
    

At the end of the probationary period, the employee should be re-evaluated and either moved to regular employment status, or terminated (if approved by departmental executive personnel an additional probationary period may granted). It is very important that all steps of this process are well documented by the supervisor. An employee may be terminated without notice at any point during the first six months of employment in a new position, or during any other period of probation.

The employee being evaluated must sign the evaluation form; however, the signature indicates neither approval nor disapproval of the rating-merely that the evaluation has been discussed with the employee by the immediate supervisor. The completed forms will be submitted through appropriate supervisors who will forward it to the Human Resource Department to be filed in the employee’s personnel record.

Departmental/divisional personnel will evaluate their supervisors through a reverse evaluation process. Upon completion of the reverse evaluation, the evaluator will send the UNSIGNED form to the supervisor who is one level above the person being evaluated, and who will prepare a summary of the results and comments. This information will be considered during the supervisor’s annual evaluation. The reverse evaluation form should then be shredded. Anonymity is very important. The reverse evaluation form should not be signed. The Office of Human Resources will never receive the reverse evaluation forms.

New employees, and employees who have been promoted or reclassified into a new position, are evaluated after a six-month probationary period. The forms required for the six-month evaluation are mailed to the supervisor when the six-month period has been reached. These employees are rated in five areas:
 

1. Knowledge of Job
2. Quality of Work
3. Productivity
4. Dependability
5. Cooperation
    

Based upon the ratings, the supervisor either recommends that the employee be changed from probationary status to regular employment status, be placed on a continued period of probation, or be terminated. The completed forms will be submitted through appropriate supervisors who will forward it to the Human Resources Department to be filed in the employee’s personnel record.

03/06; 10/13; 05/16; 07/23