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Policy
Supervisors and employees will engage in discussions as needed regarding the employee’s performance, goals and needs. PIC will endeavor to engage supervisors and employees in a more formal assessment of performance and needs annually.
Practice
- Performance appraisals and feedback are not a once a year activity. Supervisors must continuously engage in discussions with employees regarding the employee’s performance, areas of needed improvement and the employee’s needs and goals. These discussions should include areas that need improvement as well as areas of accomplishment.
- Supervisors will endeavor to conduct a more formal, written appraisal prior to each employee’s anniversary date. This appraisal process includes input from the employee and will address the employee’s strengths, weaknesses, and the employee’s goals. The employee’s job description will be a baseline for measuring skills and abilities. If the job description is no longer accurate, the supervisor will work with the Executive Director, in consultation with HR, to draft a new job description.
- Lack of a timely performance appraisal may not be cited by an employee as an excuse for unsatisfactory job performance.