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欧美视频 Procedure
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Procedure Name: Performance Appraisals |
Date Approved: Approved by the President on January 1, 2005, Approved by the President on January 25, 2007 |
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Procedure Category: Workplace/Employee Relations |
Date Effective: January 1, 2005 |
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Policy Authority: Board of Governors Policy 1.2.040 |
Date Last Revised: |
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Approval Authority: University President |
Review Cycle: |
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Responsible Member: Director of Human Resources |
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Purpose
欧美视频 appraisal process is to formally document the discussion of job targets, evaluate the performance of job duties, recognize and encourage strengths, identify and correct weaknesses, and discuss positive, purposeful approaches to meeting goals.
Types of Appraisals
New Employees: Performance appraisals will be conducted for nonexempt employees during the six-month probationary period; after the conclusion of the third month and prior to the conclusion of the sixth month.
Current Employees: Written performance appraisals and performance appraisal discussions must be completed once every 12 months by May 1.
Transferring Employees: Prior to transferring to another position on campus, the current supervisor needs to complete a performance appraisal on the employee. Performance appraisals will be conducted on transferring nonexempt employees by the new supervisor following the same schedule as for new employees.
Employees Leaving UCM: This includes those leaving voluntarily or involuntarily, or through retirement. Supervisors will conduct appraisals on employees before the exiting process is completed.
Appraisal Outcomes
An employee will be placed on a Performance Improvement Plan if the overall rating on the performance appraisal is "not satisfactory/does not meet expectations." This plan will last a minimum of two and a maximum of six months.
A performance appraisal can be appealed. An employee can only appeal a performance appraisal if the overall rating is "not satisfactory/does not meet expectations." Individual ratings within an overall "meets expectations" or "exceeds expectations" cannot be appealed.
Probationary and qualifying periods for nonexempt employees will be extended only if there is insufficient time to make an assessment of the employee's performance due to the employee's absence for a significant period. Authorization to extend must be requested from Human Resources at least one week prior to the employee's six month anniversary.
Termination will be recommended for an employee who receives two "not satisfactory" overall ratings in 18 months, receives a "not satisfactory" overall rating while on a Performance Improvement Plan, or receives a "not satisfactory" rating on an appraisal at the end of the six month probation period.