|
Continuing Admin. &
S/P
|
Temporary Admin. &
S/P
|
Tenure-track
Faculty
|
Non-tenure track
Faculty
|
|
x Full-time
|
x Full-time
|
Full-time
|
Temporary
|
|
x Partial-year
|
x Partial year
|
Part-time
|
|
x Part-time
|
x Part-time
|
|
staff
|
staff
|
|
x Full-time
|
x Full-time
|
|
x Partial-year
|
x Partial-year
|
|
x Part-time
|
x Part-time
|
(A)
The performance evaluation process culminates in a
formal, written summary of the supervisor of record's appraisal of the
employee's performance of assigned tasks and responsibilities and adherence to
both general, college-wide and specific, departmental standards of
conduct.
(1)
Cycle
(a)
Probationary status staff employees
(i)
As an extension
of the selection process
(a)
A formal, written performance evaluation will be prepared by
the supervisor of record and presented to the probationary-status employee a
minimum of three times, at intervals of two months within the six months (of
paid employment, (i.e., exclusive of period of unpaid leave or non-work])
probationary period.
(ii)
As a result of
unsatisfactory performance
(a)
Staff employees returned to probationary status as a
result of less than a fully acceptable overall performance evaluation rating
will be re-evaluated after no less than two months and no more than six months
of paid employment have elapsed.
(b)
Employees
receiving a less than "fully acceptable" overall rating shall not receive an
increase in compensation while the less than fully acceptable rating is in
effect. Hours of employment accrued during this period will not be credited
toward salary adjustment based on hours worked.
(c)
Upon receiving a
"fully acceptable" evaluation rating, the employee will be immediately eligible
for any salary schedule adjustment which occurred.
(b)
Non-probationary status staff employees
(i)
Non-probationary staff employees will be evaluated no less than every twelve
months. Supervisors may formally evaluate an employee's performance as needed
to ensure adequate communication and feedback.
(c)
Probationary
status administrators and supervisory/professionals
(i)
A formal, written performance evaluation shall be prepared by the supervisor of
record and presented to the probationary status employee no less frequently
than every four months.
(a)
(i)
Interim performance objectives shall be established and
monitored for each interim evaluation period.
(b)
(ii)
A summative evaluation shall be prepared at the end of
the fiscal year.
(d)
(iii)
Non-Probationary Status Administrators and
Supervisory/Professionals
(i)
The work performance of all administrators and supervisory/professionals shall
be evaluated at the conclusion of each fiscal year.
(2)
Performance evaluation ratings
(a)
Staff
employees
(i)
The supervisor of record will evaluate the staff employee's
performance and assign an overall rating from one of the following to describe
the employees' performance:
(1)
(a)
Unsatisfactory,
(2)
(b)
Needs Improvement,
(3)
(c)
Fully Acceptable, and
(4)
(d)
Exceptional.
(ii)
The overall
rating is a composite of the employee's rating in each of the following:
(1)
completion of objectives;
(2)
demonstrated capabilities; and
(3)
personal and professional attributes.
(b)
Administrators and supervisory/professionals
(i)
The supervisor of record will evaluate the employee's performance and assign an
overall rating from one of the following to describe the employee's
performance:
(a)
(i)
RE: Rarely equaled in
exceeding performance objectives and job requirements.
(b)
(ii)
CE: Clearly exceeds
performance objectives and job requirements.
(c)
(iii)
MR: Meets performance objectives and job
requirements.
(d)
(iv)
MM: Meets minimum
(e)
(v)
FM: Failed to meet a
majority of the performance objectives and job requirements either by
incomplete assignments or not achieving the desired outcome.
(B)
The supervisor of record will meet with the employee to
discuss his/her performance for the period under review and present the formal,
written evaluation document and any supporting materials.
(1)
Employees will be
requested, but not required, to sign the evaluation document to indicate
agreement with the contents and/or receipt of the document.
(2)
The signed
evaluation document and supporting materials will be placed in the employee's
personnel file.
(C)
Appeals of an evaluation rating
(1)
Staff
(a)
Staff members may appeal the validity of the overall rating
or specific statements in accordance with college procedure.
Replaces:3/6/03
3354:2-20-30
Notes
Ohio Admin. Code 3354:2-20-30
Effective:
5/3/2004
Promulgated Under:
111.15
Statutory
Authority: 3354
Rule Amplifies: 3354
Prior Effective
Dates: 5/3/04
