绩效评估

政策

Supervisors shall regularly evaluate the 发展 和 job expectations of all permanent (non-temporary) 分类 和 免除 employees as directed by the College.  In addition, supervisors shall complete 和 submit the required employee 发展 和 e估值 forms for each employee who they supervise on an annual basis, consistent with the procedural requirements determined by the College.

分类 和 免除 employees who are non-permanent (temporary) may be evaluated as determined necessary by the employee’s immediate supervisor.

Nothing in this policy limits a supervisor from completing an employee 表演 e估值 on a more frequent basis than required by this policy.

An approved extended leave of absence may affect the annual timing of an employee 性能e估值. 的 date of an employee’s annual e估值 may be extended proportionate to the duration of the employee’s extended leave at the supervisor’s discretion.

Both the supervisor 和 the employee shall actively participate in the employee e估值 process, including providing relevant information 和 feedback for the supervisor’s consideration in completing the required forms. All employees are encouraged to maintain ongoing self-e估值 as a continuing 这个过程的一部分.

的 性能e估值 process is subject to the grievance procedure as provided for represented employees by their respective collective bargaining agreement. 的 specific content of a 性能e估值 is not subject to the grievance procedure.

的 collective bargaining agreements for our 分类 staff require annual e估值s 使用标准化表格. Historically, our staff e估值s have not been completed consistently for all employees. 的 lack of regular e估值s can be inequitable because it does not provide 分类 employees with sufficient clarity or documentation of their work 表演 or identify deficiencies that require improvement. 另一个 inequity has been that 免除 staff 和 supervisors do not have formal requirements for annual e估值s 和, similarly, have received inconsistent 表演 feedback 和 guidance for professional 发展. This policy seeks to address these inequities by requiring all 分类 和 免除 employees to participate in a yearly e估值 process using st和ardized, TCC-specific forms that are consistent with our contractual 义务.

目的

的 purpose of this policy is to provide guidelines 和 expectations for the annual 和 ongoing 性能e估值 of TCC 分类 和 免除 employees.

的 goals of 性能e估值 are to:

 1) provide an employee a structured process to set goals 和 job 性能expectations 与他们的主管;

2) to set a timeline for the structured process to ensure the employee 和 their supervisor communicate regarding employee 发展 和 job expectations; 和

3) to provide documentation to support employee 发展, progress on TCC values, 和 feedback regarding meeting job expectations.

To Whom Does This 政策 Apply

This policy applies to all full-time 和 part-time permanent 分类 和 免除 employees.

参考文献

WFSE 和 WPEA 分类 staff Agreements: Article 6 (绩效评估) 和 Article 9 (Training 和 Employee Development)

TCC WFSE Exempt staff Agreement: Article 8 (Training 和 Professional Development) 和 Article 10 (绩效评估s)

定义

See College 政策 - 定义

过程

的 form(s) 和 procedure(s) for the employee 发展 和 e估值 process, which are also included in Appendix B of this policy, are located on the TCC Portal 和 can be downloaded for use at any time.

All completed e估值 forms, which must be signed where indicated by the employee 和 supervisor, shall be forwarded to the Human 资源 office within ten (10) business days 和 placed in the employee’s official Personnel file. 员工可要求 copy of those documents at any time.