VCOM Administrative and Classified Staff Handbook

the efficiency and productivity of the department. Information obtained through the interview may also help to reduce turnover in the department and may result in better working conditions. Grievance Process : If the employee believes he or she is being terminated unfairly, their grievance procedure is to appeal in writing to the Director for Human Resources. The case will be reviewed by the Director for Human Resources, Dean, and President to determine if the termination is warranted. In the case that either the President, Dean, or Director for Human Resources is the person the grievance is against, a different VCOM officer will perform the review. If warranted the employee will be terminated. Annual Employee Performance Evaluation VCOM has established an annual performance review process for faculty and staff. Through this yearly evaluation system, VCOM assesses the performance of its employees against pre-defined goals and expectations, including a review of their strengths, areas for improvement, and overall contributions to the institution, which informs decisions regarding compensation, promotion in rank for faculty, professional development, and career advancement. • 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 employee performance evaluation process is as follows: • Employee evaluations are completed in January and early February for the prior year.

The annual salary review process is as follows:

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