Top Navigation

Side Navigation

File Code: PRES.PERFEVAL.PROC
Approval Date: 4/17/06
Approved By: President

Annual Performance Evaluation Procedures For Administrative Personnel

Purpose

These procedures are established to provide guidance for the annual performance evaluation process of administrative personnel. Generally, that includes Vice Presidents, Associate and Assistant Vice Presidents, Deans, Associate and Assistant Deans, Directors, Associate and Assistant Directors, and other employees in positions exempted by SUCSS. This includes all personnel not covered under a collective bargaining agreement or the State Universities Civil Service System (SUCSS). These evaluation procedures do not apply to faculty. In addition, these procedures do not replace the existing periodic review process for Deans as outlined in the Faculty Policy Manual and by the Faculty Senate.

Procedures

Supervisors, in consultation with the employee being reviewed, will establish written annual goals for all administrative employees. These goals will include objectives for performance defined in the employee's job description. Categories of evaluation will be developed by supervisors and provided to the employee at the beginning of the year. These categories will address the performance objectives, including the fulfillment of assigned duties, supervision and leadership, interpersonal relations and communication skills, professional development, and other areas specific to the position.

At the end of the fiscal year, administrative employees will submit a report outlining accomplishments and challenges in each of the areas of evaluation outlined by the supervisor. Evaluations may include input from others in the administrative unit, as determined by the supervisor.

Supervisors will review the results of annual evaluations with administrative employees and establish goals and objectives for the coming year. A written summary of the evaluation will be provided to the employee. This summary will include an outline of accomplishments and, if appropriate, areas for improvement. The summary will be sent through applicable administrative channels to the appropriate vice president and will be placed in the employee’s University personnel file.