Coach and monitor the employee's job performance;
Conduct a fair, unbiased, and equitable performance appraisal annually for each employee;
Ensure that the employee is given continual constructive feedback to enable him/her to improve his/her work performance throughout the year;
Identify performance deficiencies and provide appropriate training opportunities.
OHR is responsible for facilitating, monitoring and evaluating the Performance Evaluation Process to ensure full compliance with this policy. The Human Resource Director assigns OHR staff to:
Monitor the program;
Train supervisory personnel;
Administer and interpret the policy; and
Develop program enhancements.
Employees are responsible for actively participating in the performance evaluation process and working with their supervisors to develop work plans and self-development plans.
Any proposed promotion, demotion, merit-based salary increase, or performance-based corrective action should be consistent with the most recent overall rating of the employee's performance. In cases in which the recommended personnel action appears inconsistent with an employee's current overall rating, a written explanation should accompany the recommendation.
Performance management and evaluation is a primary responsibility of all supervisors. Supervisors who fail to comply with this policy are subject to corrective disciplinary action. Corrective action includes denying a supervisor a salary increase if he or she receives an unsatisfactory rating on managing the performance of his or her employees, even if the supervisor's other performance ratings exceed expectations.
At the beginning of the performance plan cycle, the supervisor and the employee must meet to determine the employee's work plan and performance expectations. Supervisors should use the Performance Evaluation Form to record the work plan. Each employee, including trainees and probationary employees, must have a written