VCOM Administrative and Classified Staff Handbook

The annual employee performance evaluation process is as follows: • Employee evaluations are completed in January and early February for the prior year.

• Performance evaluation forms are provided to employees and division/department leaders to complete. o Job performance reviews for all academic faculty are completed by the Associate Dean and the Dean. o Job performance reviews on all academic faculty and staff that have college-wide duties are completed by the Provost with input by the Deans where warranted. o Job performance reviews for non-academic staff are overseen by the college-wide Division Officers (Vice Presidents). • Employees complete a self-evaluation where they reflect on their performance against their goals, highlighting achievements and areas where they need support. Employees submit their portion to their Division Officer. • Division Officers review the employee’s self-evaluation and conduct a comprehensive review of the employee’s performance over the past year and ranks the employee’s performance as excels above others, good, satisfactory, unsatisfactory but improving, or poor. • The Division Officer meets with the employee to discuss the performance review, provide feedback, address concerns, and collaboratively develop goals for the upcoming year, and action plans for improvement when needed. • The Campus Dean meets with the Associate Deans to review the faculty member’s evaluation. • The Campus Dean and Division Officers ensure a thorough employee performance review has occurred for each employee. • The employee’s final annual performance review is provided to Human Resources for inclusion into the employee’s file. Annual Salary Review and Merit Increase Determination Annual salary reviews follow the annual employee performance evaluation process. VCOM operates under the philosophy that employees should be compensated based on their performance in relation to standards set in their respective job descriptions. VCOM has a pay for performance system in order to motivate employees to do their best and to fairly reward their efforts. Through pay for performance, employees have a better understanding of expectations and supervisors have effective means for appraising every employee’s work performance and setting goals for improvement. The annual salary review process is as follows: • Each Division Officer and/or the Campus Dean will review the performance evaluations of the employees within their division and provide a final evaluation/performance review score to Human Resources. • After receiving the evaluations, the Assistant Vice President for Human Resources records the annual performance evaluation scores and provides them to the Vice President for Finance and the President prior to the annual budget meeting. o The results of the annual performance evaluations are used to determine the appropriate raise in salary for the employee to be considered in the college-wide budget development process.  The exact raise is based upon the performance evaluation of each employee, job duties, hours of employment, the Consumer Price Index (CPI), and the overall available funds within the budget.

 The Campus Deans and/or the College-wide Division Officers have the opportunity to present to the President and the Vice President for Finance any potential raise requests that are above those that align with the annual CPI.  Job duties for positions may change from time to time due to changes in the overall institution. When job duties are significantly increased, the pay for those duties will generally increase as well. When changes in the institution call for job duties to be

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