A 7 - Classified Staff Evaluation

RATIONALE

The Eastern Iowa Community College District is an organization that integrates the unique skills and talents of many people to produce an educational system to serve the varied needs of eastern Iowa. It is important that the District assess the performance of each employee on a regular basis. Such assessment accomplishes four major goals. These are:

1. Identify the employee’s current level of performance.
2. Provide recognition of the employee’s performance.
3. Assist in identifying methods to improve performance.
4. Enhance communication between the employee and supervisor.

PROCEDURE

The following procedures are to be adhered to in the evaluation process.

1. At the time of employment, the employee should be made aware of the instrument on which he/she will be evaluated.
    
2. New employees should be evaluated after the completion of 90 days employment with the District.
    
3. An annual evaluations should be completed within 30 days of the employee’s anniversary date.
   1. Employees hired prior to August 1, 1979, will maintain an anniversary date of July 1st.
   2. Employees hired on or after August 1, 1979, will maintain the anniversary date of their employment.
4. A period of time should be set aside to insure an uninterrupted evaluation conference. Following discussion of each item, the evaluation form will be completed by the supervisor.
    
5. The supervisor and employee will sign the form with the employee provided a copy.
    
6. The employee may institute an appeal procedure to the supervisor within five days of the evaluation. The appeal should be presented in detail and should contain specific reasons for disagreeing with the judgment of the supervisor. In addition, the employee may request that the Director of Human Resources meet with the evaluator and employee to review the evaluation and seek resolution of the points of disagreement.

ADOPTED 5/80
REVISED 1/99, 8/19, 4/24
REVIEWED 1/99, 8/19, 4/24