Policies & Procedures Manual

355

Policy No: 731

Policy Contact: Vice President for Business Operations

Policy Title: PERFORMANCE EVALUATIONS AND RE-EMPLOYMENT PROCEDURES

The annual performance evaluation of college employees is an on-going process designed for the continual improvement of the performance of an employee. The objectives of performance evaluations are to achieve positive growth for the employee and constructive progress for the institution. The annual evaluation process follows the adopted organizational chart of the college with each supervisor or administrator directly evaluating personnel in his/her particular area(s).

A.

Performance Evaluation of the President

Comprehensive Standard 3.2.1 of the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) states that the governing board of the institution must periodically evaluate the chief executive officer. Therefore, at the February meeting of the Board of Trustees, Board members are given an opportunity to evaluate the performance of the college President. Results of the evaluation of the college President are provided at the March meeting of the Board of Trustees and may be utilized in the determination of re-employment of the President under the terms and conditions of the agreed-upon contract. Comprehensive Standard 3.2.10 of the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) states that the institution must periodically evaluate the effectiveness of its administrators. In early January each year, all full-time administrators are asked to respond to a Statement of Intention to determine those who wish to return for the next session. Once those are received, a performance evaluation of administrators will begin as described below: In late January, administrators will be asked to provide the Office of Human Resources with names of five (5) full-time college employees to serve as peer evaluators. A coworker or counterpart that has contact with the administrator being evaluated should be selected to participate in the evaluation process as a peer evaluator. Once those five (5) names are received, the Office of Human Resources will request that the supervisor of each administrator submit names of an additional ten (10) full-time employees to serve as peer evaluators. The final list of fifteen (15) coworkers and counterparts serving as peer evaluators should include administrative, faculty, and staff representation. In early February, coworkers and counterparts chosen as peer evaluators will be asked to complete the appropriate administrator evaluation form on-line. The Office of Human Resources will disseminate the results of the evaluations for each administrator to his/her supervisor for use during the annual performance evaluation. In late February, the supervisor of each administrator will schedule a time to meet and discuss the results of the annual performance evaluation. Prior to that meeting, the administrator should conduct a self-evaluation using the appropriate evaluation form and bring it with him/her to the meeting. Step 1. Step 2. Step 3. Step 4. B. Performance Evaluations of Administrators

Step 5.

At the meeting, the supervisor who completes the annual performance evaluation will review the self-evaluation of the administrator, the results of the peer evaluation of the