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分类绩效管理流程

540.070 CLASSIFIED PERFORMANCE MANAGEMENT PROCESS POLICY

To the extent that this policy addresses terms or provisions covered under collective bargaining agreements for represented employees, the terms of the collective bargaining agreement will control for those represented classified employees.

The performance management process is part of a positive, performance-based culture. It provides supervisors and employees an opportunity to discuss and record performance 计划、反馈和绩效结果. 它能培养员工的能力和生产力， supports achievement of organizational goals and objectives, and provides documentation of employee's strengths and areas in need of improvement. 这是皇冠8868会员登录的政策 Valley College that classified staff will be evaluated at least annually.

This policy, together with its accompanying procedure, is intended to provide guidance to supervisors in evaluating employee performance in accordance with the requirements of WAC 357 - 37, and to work in conjunction with associated Chapter 357 WACs and college policies 和程序.

总统内阁批准:2012年2月21日
理事会通过:5/16/12
最后一次审查:5/13/23
政策联系人:人力资源部

相关政策及程序
1540.070 分类绩效管理过程程序

1540.070 CLASSIFIED PERFORMANCE MANAGEMENT PROCESS PROCEDURE

To the extent that this procedure addresses terms or provisions covered under collective bargaining agreements for represented employees, the terms of the collective bargaining agreement will control for those represented classified employees.

A. 目的

This procedure is designed to provide basic guidance and direction to supervisors and employees regarding the college's commitment to a positive performance-based culture. 表演 management provides supervisors an opportunity to observe and evaluate an employee’s skills, abilities, working subject knowledge and future potential. 表演 计划是一个持续的循环，而不是一个事件. 这是一个全年的合作过程 and shall be used for developing performance 预期, employee development planning, 以及绩效指导和考核.

B. 主管的职责 (WAC 357 - 37-020)

It is the responsibility of each supervisor to evaluate the performance of assigned staff and provide feedback and appropriate training/development assignments necessary 为成功创造最佳环境. 此外，它是主管的 责任:

  1. Develop and maintain a current accurate job description for each employee's position.
  2. Establish clear performance 预期 that are related to the employee's duties 和责任.
  3. Meet with the employee at the start of their review 期 to discuss performance 预期 and how the employee's performance will be evaluated; provide the employee a copy of the performance 预期 and any modifications made during the review 期.
  4. Establish a time frame during which evaluations will be conducted and communicate 给员工的时间框架.
  5. Communicate the employee’s responsibility for successfully performing the duties, 职位的技能和期望.
  6. Assess how well the employee has contributed to fulfilling the job 预期 and 能力.
  7. Acknowledge the employee’s successful job performance.
  8. 清楚地识别性能问题和关注点.

C. 员工的责任 (WAC 357 - 37-025)

It is the responsibility of each employee to meet and strive to exceed the standards established for work accomplishment and conduct, improve work effectiveness, and to perform at the highest competency levels possible throughout his/her employment. 此外, 员工有责任:

  1. Request clarification of any job duty, standard, or expectation that is unclear.
  2. Perform work as assigned, follow established procedures and meet job standards and 预期.
  3. 参与绩效评估过程.
  4. Communicate with the supervisor to share successes and problems.

D. 性能管理频率 (WAC 357 - 37-030)

Supervisors must evaluate the performance of a probationary employee or permanent employee serving a trial service or transition review 期 before the employee attains 在该职位上的永久地位. Permanent employees must be evaluated at least annually.

If a supervisor has had less than 90 calendar days to observe the 员工的表现, the employee may request a joint review with the previous supervisor (if still employed 和学院一起). If the previous supervisor is no longer employed with the college, the employee may request a consultation with other managers with knowledge of the 员工的表现.

E. 性能问题 (WAC 357 - 37-035)

  1. A probationary or permanent employee whose work performance is determined to be unsatisfactory 必须以书面通知有关不足之处. 除非是极度缺乏， the employee must be given an opportunity to demonstrate improvement.
  2. If the probationary or trial service deficiency is substantial, the college may separate the probationary employee or revert the trial service employee at any time. 更多的 信息，见学院程序1540.060分类见习和试用服务 期.

F. 绩效管理表格 (WAC 357 - 37-040, 45)

  1. Supervisors will use the 表演 and Development Plan (PDP) developed by the Washington State Office of Financial Management/人力资源. 绩效评估的复印件 will be provided to the employee at the time of the review. 如果员工不同意 with their performance evaluation, the employee has a right to attach a rebuttal. The original performance evaluation forms, including the employee’s comments, will 保存在员工的人事档案中.
  2. Supervisors may supplement the PDP forms 和程序 with special performance factors and assessment approaches that are specific to organizational needs.

总统内阁批准:2012年2月21日, 5/23/23
最后一次审查:5/23/23
皇冠8868会员登录:人力资源部

相关政策及程序
540.070 分类绩效管理过程策略