Performance Evaluation

Policy

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

Classified and exempt 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 performance evaluation on a more frequent basis than required by this policy.

An approved extended leave of absence may affect the annual timing of an employee performance evaluation. The date of an employee’s annual evaluation may be extended proportionate to the duration of the employee’s extended leave at the supervisor’s discretion.

Both the supervisor and the employee shall actively participate in the employee evaluation process, including providing relevant information and feedback for the supervisor’s consideration in completing the required forms. All employees are encouraged to maintain ongoing self-evaluation as a continuing part of this process.

The performance evaluation process is subject to the grievance procedure as provided for represented employees by their respective collective bargaining agreement. The specific content of a performance evaluation is not subject to the grievance procedure.

The collective bargaining agreements for our classified staff require annual evaluations using standardized forms. Historically, our staff evaluations have not been completed consistently for all employees. The lack of regular evaluations can be inequitable because it does not provide classified employees with sufficient clarity or documentation of their work performance or identify deficiencies that require improvement. Another inequity has been that exempt staff and supervisors do not have formal requirements for annual evaluations and, similarly, have received inconsistent performance feedback and guidance for professional development. This policy seeks to address these inequities by requiring all classified and exempt employees to participate in a yearly evaluation process using standardized, TCC-specific forms that are consistent with our contractual obligations.

Purpose

The purpose of this policy is to provide guidelines and expectations for the annual and ongoing performance evaluation of TCC classified and exempt employees.

The goals of performance evaluation are to:

 1) provide an employee a structured process to set goals and job performance expectations with their supervisor;

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

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

To Whom Does This Policy Apply

This policy applies to all full-time and part-time permanent classified and exempt employees.

References

WFSE and WPEA Classified staff Agreements: Article 6 (Performance Evaluation) and Article 9 (Training and Employee Development)

TCC WFSE Exempt staff Agreement: Article 8 (Training and Professional Development) and Article 10 (Performance Evaluations)

Definitions

See College Policy - Definitions

Procedure

The form(s) and procedure(s) for the employee development and evaluation process, which are also included in Appendix B of this policy, are located on the TCC Portal and can be downloaded for use at any time.

All completed evaluation forms, which must be signed where indicated by the employee and supervisor, shall be forwarded to the Human Resources office within ten (10) business days and placed in the employee’s official Personnel file. Employees may request a copy of those documents at any time.