FAQ's

2012-2013 Annual Staff Performance Evaluation FAQ’s

Q – When are evaluations due to HR?

A – No later than April 30^th.

Q – My supervisor has not typically met with me to talk about my evaluation. How is this going to be handled?

A – All supervisors are expected to complete staff evaluations and have a face to face meeting to discuss the review.

Q – Who gets evaluated using this form and process?

A – All benefits eligible non-exempt and exempt staff must be evaluated using the standard form and are subject to the merit based pay system.  Temporary staff should also be evaluated using this form but these staff are not subject to the merit based system.

Q – Do I have to complete a self-evaluation?

A – Yes, all staff are expected to complete a self-evaluation. This is your chance to have input into your review.

Q – How many people can I list who would give input into my performance?

A – It’s reasonable to list 1-3 people. These people must be current CC employees and must be able to give substantive input regarding your performance.

Q – How do supervisors gather input from the people staff list on their evaluation?

A – Supervisors can call or email those individuals for input. There isn’t a specific form to use for this process.

Q – Will goals be the only aspect of performance that we are evaluated on this year?

A – Performance will be evaluated based on successful completion of goals and on core and job specific competencies.

A – What does the term “unprecedented “ mean on the evaluation form?

Q – For purposes of the staff evaluation “unprecedented” describes those contributions to the college that are essentially unrepeatable on a regular basis.  These are contributions that due to the significance to the department, division, or college, deserve special acknowledgment during the evaluation process.

Q – Can my department just use a narrative form for our staff evaluations?

A – You must use the standard form located on the HR website for all staff evaluations.

Q – How can I be sure that my performance rating is fair?

A – Division heads and HR will be reviewing the use of ratings within divisions and across the college to ensure that there is consistent application of the performance ratings.

Q – Is HR going to change ratings during their review?

A – Supervisors are expected to write an explanation on the evaluation form that provides a complete rationale for the rating they assign to overall performance.  If HR has concerns about how ratings are applied, they will address this with the supervisor and division head.

Q – Who is considered a “supervisor” for purposes of filling out the supervisory section of the evaluation form?

A – Anyone who is responsible, as spelled out in their job description, for the hiring and evaluation of staff and/or students. These individuals should be assessed on their supervisory competencies as well as core competencies.

Q – Will I have a chance to appeal my performance rating if I don’t think it’s fair?

A – Yes, but only performance ratings of Needs Improvement and Unacceptable Performance may be appealed. 

Q - Can I or my supervisor attach an updated job description and other documents to the evaluation?

A – If there are changes made to the job duties, an updated job description should be attached to the evaluation along with information about what changes were made and rationale for those changes.

Q.  What can I do if I disagree with my supervisor’s comments and ratings?

A – You may use the appeal process if your rating is Performance Needs Improvement or Unacceptable Performance.