Performance and Salary Reviews

 The supervisor may request performance appraisals at any time. Scheduled performance appraisals occur during the six-month probationary period, and at least annually thereafter, usually on the anniversary of the employee’s date of hire or at other times as deemed necessary. Raises in salary usually awarded in conjunction with the annual performance review are based upon merit as funding permits.

An initial appraisal may occur at ninety days to establish the level of performance of a new employee during the probationary period.  The appraisal gives the supervisor the opportunity to discuss the performance of the employee with him/her during the first 90 days on the job.  An appraisal allows:
(1) The employee to receive  early feedback from his/her supervisor as to what he/she is doing well, and what areas may need improvement.
(2) The employee an opportunity to express his/her feelings to the supervisor concerning their new job.
(3) The supervisor to complete the six-month performance appraisal before the end of the six-month probationary period. This allows ample time for the supervisor to review the appraisal with his/her employee and return it to personnel in a timely manner. Based on overall performance and the results of the six-month appraisal, the supervisor decides if the employee will advance from probationary status to regular full-time status. In case of an unsatisfactory six-month appraisal the employee may be terminated. Advancement to regular status is not automatic upon the completion of the probationary period.
Annual performance appraisals are conducted once a year on or about the anniversary of the employee’s date of hire. Annual performance appraisals aim to accomplish two major goals:

     (a) Identify and address specific problem areas and
     (b) Provide a basis for consideration of promotions and merit pay increases.

All performance appraisals will consist of both written assessments and dialogue between the employee and supervisor. At the time of the appraisal, the employee shall be given the opportunity to examine the written appraisal, address or correct inaccuracies, and make written comments concerning any aspect of the appraisal. A final copy will be forwarded for inclusion in the employee personnel file with one copy given to the employee for his/her personal records. Information regarding an individual employee’s performance shall not be given to others except members of the Personnel Committee or authorized staff as appropriate unless the employee gives the Dean or designated supervisor written permission to release their information.