Performance Management
Introductory Provisional Period All employees are subject to a provisional employment period starting from the date of hire or change of position. A provisional period is a mutual evaluation time for the person in the position and the supervisor of the person’s performance in the position. Employment may be terminated by either party at any time during this initial period without prior notice. Termination of administrative employees requires approval of the appropriate vice president. Leave time is accrued from the date of hire. Employees in their provisional period are eligible for paid holidays and paid leave for University closings. Staff Employees The provisional period for staff employees is 90 calendar days. The Director of Employee Relations and Professional Development or a designee will notify the supervisor before the provisional period expires to evaluate the employee’s general productivity, dependability, cooperation, job knowledge and initiative. This evaluation determines whether or not the employee should be given regular status, or be given an extended provisional period up to 30 calendar days, or be terminated. Staff employees may begin to use their paid leaves upon successful completion of their provisional period. Administrative Employees The provisional period for administrative employees is 180 calendar days. The Director of Employee Relations and Professional Development or a designee will notify the supervisor before the provisional period expires to evaluate the employee’s general productivity, dependability, cooperation, job knowledge and initiative. This evaluation determines whether or not the employee should be given regular status, or be given an extended provisional period of up to 180 calendar days, or be terminated. During an extended provisional appointment, if the administrator is terminated he/she will be given two weeks notice, in writing, or severance pay in lieu of notice. Administrative employees may begin using paid sick leave after 90 days, and other paid leaves upon successful completion of their provisional period.
Annual Performance The University's Performance Management Process provides specific tools and guidance to supervisors for communicating expectations, setting goals, evaluating employee performance, recognizing accomplishments, communicating developmental needs, and making recommendations for merit pay increases. Performance reviews are conducted annually (March 15th through April 15th). All University employees should be made aware of the expectations for their job performance as well as how they will be evaluated for the coming year. Informal quarterly or mid-year performance reviews are encouraged. The Human Resources Department is available to assist with any aspect of the process.
Forms Based on feedback from supervisors and employees, Human Resources has reformatted the performance evaluation form to better meet their needs. We have created generic forms for supervisors and non-supervisors. There is also an optional form available for office support staff instead of the generic non-supervisor form. Job-specific forms have also been created for certain positions in the Administration and Business and Finance divisions. For the '09-'10 review period, we will accept either the “traditional” forms or one of the new forms.
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