The goal of the performance excellence process at CC is to ensure that supervisors and staff understand and communicate openly about performance expectations and goals and that staff have opportunities to develop the skills and abilities needed to successfully contribute to the college’s mission. It is important that conversation about performance occurs throughout the year in order to create the greatest opportunity for success. In addition to these conversations, staff evaluations are conducted on an annual basis.
The annual evaluation process at CC involves the following steps:
Stage One – Getting Started: Setting Goals and Expectations for Performance
At the beginning of the review period, supervisors and staff define goals and standards for measuring completion of these goals. Goal setting should be done with the staff person's job description, needs of the department, and strategic direction of the college in mind. Goals should be:
SPECIFIC - MEASURABLE - ATTAINABLE - RELEVANT - TIME BOUND
New staff and their supervisors should complete performance goals within the first 90 days of employment.
Stage Two – Reviewing Performance and Goal Accomplishment
Supervisors and staff should have consistent conversations throughout the year to assess movement toward the goals that have been established. This feedback is critical to identify any barriers that may impact successful performance.
Stage Three – Annual Performance Reviews
Supervisors at CC typically conduct annual reviews in the spring of each year using the approved college evaluation format. This review involves an assessment of goals and outcomes and the staff person's level of success related to specific core competencies and is a critical component of the college’s merit based pay system. Staff are expected to be active participants in the annual review process by completing a self evaluation and engaging in meaningful conversation with their supervisor about their goals and outcomes.