Performance Evaluations Workshop Districtwide Managers Meeting - - PowerPoint PPT Presentation
Performance Evaluations Workshop Districtwide Managers Meeting Presented by: Dr. Paul Parnell, Chancellor Samerah Campbell, Director of Human Resources Julianna D. Mosier, Vice Chancellor, Human Resources November 2, 2018 Agenda
Districtwide Managers’ Meeting Presented by:
Samerah Campbell, Director of Human Resources Julianna D. Mosier, Vice Chancellor, Human Resources November 2, 2018
Communication tool
and peer evaluators to ensure regular, constructive feedback to employees
hould be utilized to give honest, clear, relevant, and meaningful feedback
deficiencies
Recruitment/ Advancement Tool
support students and programs
process and for promotional
Legal tool
erve as the District’s official record of the employee’s work performance.
upport disciplinary actions
erve as important evidence in legal proceedings
legal claims
Accreditation, Standard III, A. “ 5. The institution assures the effectiveness of its human resources by evaluating all personnel systematically and at stated intervals. The institution establishes written criteria for evaluating all personnel, including performance of assigned duties and participation in institutional responsibilities and
Evaluation processes seek to assess effectiveness of personnel and encourage improvement. Actions taken following evaluations are formal, timely, and documented.”
Set goals and
Provide continual feedback Isolate performance issues, provide coaching/ training Evaluate & measure performance progress Recognize & reinforce positive performance Review job description and duties Ensure employee trained to perform essential duties
Employee Type Initial Evaluation Regular Evaluation Cycle New Employee 4 month probationary Annually on original hire date Lateral Transfer N/ A Annually on original hire date Transfer to new classification 4 month probationary Annually on transfer date Promotion 4 month probationary Annually on promotion date Employee Type Initial Evaluation Schedule Regular Evaluation Cycle Confidential 2, 5, 11 month probationary Every other year on hire date or in case of promotion or transfer, new hire date is established (with the exception of lateral transfers) POA 5, 11 month probationary Annually on hire date or in case of promotion a new hire date is established Employee Type Initial Evaluations Regular Evaluation Cycle New Manager or Promotion/ Transfer 3rd month 8th month 11th month Annually for next 3 years Every other year (after 4th year)
CSEA Employee Evaluations Confidential & POA Employee Evaluations Classified Management Evaluations
(CS EA full-time, part-time, seasonal, and flexible employees)
Employee Type Initial Evaluation Regular Evaluation Cycle Tenure Track Faculty (Contract) Every Fall semester Note: Zero semester Annually on original hire date Tenure Faculty S ee above Once every three (3) academic years Categorical Faculty/ Temporary Full Time/ Part Time 1st semester 2nd and/ or 3rd semester Every six (6) semesters of service thereafter Non-Cabinet Level Academic Administrators Annually for the first two (2) years on June 30th Every two (2) years thereafter due on June 30th Cabinet Level Academic Administrators Annually Annually on June 30th
Faculty and Academic Administrator Evaluations
District Recommendation #2 (Compliance) In order to meet the standard, the team recommends that the District ensure all personnel are systematically evaluated at stated intervals in accordance with the bargaining agreements and Board policies. (III.A.5)
Follow-up report due: October 1, 2019
current
evaluations past due
management evaluations past due
due
Table Exercise #1 (15 minutes): With the colleagues at your table, spend 15 minutes identifying barriers manager’s have to completing past due evaluations and ensuring going forward that all evaluations are completed by the stated intervals. Then identify solutions to how we as a district can overcome those barriers. Report Out (10 minutes): Identify one person as your table’s spokesperson to report out.
Table Exercise #2 (45 minutes): With your VC or VP , develop action plans to (1) complete past due evaluations and (2) ensure future evaluations are completed at stated intervals. Report Out (20 minutes): Identify one person as your table’s spokesperson to report out.