Performance evaluation is based on the premise that every individual is capable of improving performance. The probability that improvement will occur is increased when evaluation is carried out systematically and in accordance with careful planning, conscientious follow-through, and careful assessment of results.
Secondly, and evaluation process is to encourage effective job performance and to stimulate the professional growth of employees. The evaluation is a management tool to enable the supervisor and employee to identify areas of job performance, which need improvement, and to observe the improvement is such areas of need. The evaluation meeting is an opportunity for managers to establish or re-affirm information regarding job standards and expectations. Evaluations are a management tool to review and agree upon the task associated with the employee's position.
January 1-January 31: supervisors meet with employees to set goals and start the performance planning process.
Throughout the year, supervisors meet with employees at regular intervals to review progress and/or discuss changes.
November 1-15: Employees submit self-evaluations to their supervisor.
November 15-30: Supervisors complete evaluations and present to employees. Goals and objectives for upcoming year discussed.
December 1st-15: Evaluations are routed to the Department Head for reveiw and approval.
Guidelines & Instructions
- Performance Evaluation System Training
- Performance Planning and Evaluation Guidelines for Staff
- Staff Performance Evaluation Instructions
page updated 2/27/2013 10:15 AM