Breadcrumb

Purpose of Performance Management


The performance evaluation process is an ongoing, proactive effort designed to align employee responsibilities with the mission and goals of the College and their department.  Employees must have a clear understanding of expected results, receive coaching and feedback, be included in a structured, recurrent performance review, be recognized for meeting expectations, and develop capability when deficiencies exist. 

An effective performance evaluation process requires open communication between the supervisor and employee, aligns the employee and the organization for growth and development, and ultimately provides data to support analysis and decisions related to:

  • Providing a basis for career growth;
  • Providing the college president with consultation in decisions on promotions and discretionary salary increases;
  • Creating a guide to reevaluate job functions;
  • Providing a base for performance improvement;
  • Providing the college president with consultation in making a decision to renew or non-renew a professional’s appointment.

Annual Performance Evaluation Cycle

A Performance Program is vital to the success of the College and the professional employee in the fulfillment of the College’s goals and operational needs.  The performance program outlines duties and responsibilities for a given position, articulates short and long term goals, identifies secondary sources (internal and external constituents who are equipped to provide performance related feedback), and provides the scope of the overall professional obligation.

Performance programs shall be developed in consultation between the supervisor and employee.  The programs generally cover a 12 month period and should be reviewed and updated annually, or whenever the employee’s duties and responsibilities change in a significant way.

Professional employees cannot be evaluated without a written performance program. Failure to develop a performance program breaks the performance evaluation cycle and undermines the objective of effective performance management.