ANNUAL
PERFORMANCE REVIEW PROCESS
This
year, HCTC has received authorization to pilot a new evaluation
process. This process strives to improve the individual performance
of the employee by focusing on positive improvement goals.
The steps for the process are as follows:
August
1 - September 4
- HR
will distribute email to all employees instructing them to schedule
their initial review with their supervisors. The employee
and supervisor had joint responsibility of assuring the timeliness
of performance feedback.
- Supervisors
and employees complete Steps 1& 2 using the 2008-09 goals
for discussion.
- Supervisors
and employees formulate goals for the 2009-10 cycle in Step
3.
- Supervisors
and employees decide number of times to meet to review progress
towards completion of goals and check the appropriate box in
Step 4.
- A copy
of the Step 1-4 pages will be sent to Human Resources by September
4.
October
26-November 13
- HR
will distribute email to all employees instructing them to schedule
their mid-year review with their supervisor.
- It is suggest
that this be a short face-to-face conversation (15-30 minutes)
to discuss the employee's progress on completion of their goals.
- The supervisor
for each area (after talking with all employees they supervise)
would provide a written update to the appropriate Reviewer on
the status of each employee. This can in the form of an email
or a memo.
- Any employee
who has less than the Meets rating in 2008-09 would require
a face-to-face mid -year review. New employees hired in the
past 6 months would require a face-to-face review.
March
22 - April 16
- HR
would distribute an email to all employees instructing them
to schedule their final review session with their direct supervisor.
- Employee
and supervisor would complete Steps 1 and 2 discussing the 2009-10
goals created in August, 2009.
- Employee
documents completion of 09-10 goal(s) and reports results to
supervisor. Based upon discussion, supervisor assigns one of
the three ratings to the employee's goals.
- Supervisor
answers question about performance of basic job duties and if
necessary, creates a performance improvement plan with the employee.
- Supervisor
assigns overall evalation rating for 2009-10.
- Employee
and supervisor sign 2009-10 form and proceed to develop goals
for 2010-2011 cycle.
- Signed
copy of Overall Evaluation page sent to Reviewer for signature.
- Overall
Evaluation page submitted to HR by April 30, 2010.
Below
are links used during the HCTC 2009-2010 PPE process
Step
by Step Checklist for 2009-2010 Review Process
2009-2010
PPE Form
2009-10
Annual Performance Review Calendar
Realizing
that not all employees will agree with the overall rating given
them by their immediate supervisor, HCTC has developed a formalized
appeal process. The following processes have been developed.
Faculty appeals will follow the dates presented in the 2009-10
Annual Performance Review above. Staff appeals will follow
the number of workday presented in the appeals process.
Faculty
Appeals Process
Staff
Appeals Process
