幸运快三

A. Purpose. This policy addresses annual performance evaluations and probationary performance evaluations for staff.

B. Scope. This policy applies to performance evaluations for all classified and exempt staff.

C. Policy. Performance evaluation provides an opportunity for mutual goal setting, reinforcement, direction and communication. Evaluation based on the employee's current job description is a justified expectation of employees, authorized by FSH 3340 and 幸运快三 Code 67-5309. The 幸运快三 Staff Evaluation form (see section E) was designed to encourage all non-faculty staff members to grow professionally and to reach full potential in their work.

C-1. Annual performance evaluations. Annual performance evaluations provide the basis for merit pay increase, career development, advancement, and performance-related probation and termination of employment.

C-2. Probationary performance evaluations. Probationary performance evaluations document the performance of classified employees (1) during entrance probation at the time of initial hire or promotion or transfer to a new position in which the employee has not been previously certified, or (2) during the course of a performance-related probationary period. See FSH 3340 and APM 50.21.

D. Procedure

D-1. Timelines

a. Annual performance evaluations. Annual performance evaluations are completed during December-February for staff. Instructions and due dates are circulated annually by Human Resources (HR) to deans and directors, and subsequently forwarded by them to managers and supervisors according to college or administrative unit procedures. Staff are afforded the opportunity to provide written comments on their evaluations. Evaluations are signed by the staff member being evaluated and the supervisor performing the evaluation. In some situations, the departmental administrator or designee may also sign. The evaluation procedure is designed to be interactive and include a conference between the employee being evaluated and their supervisor wh