|Development Reviews for Administrative
and Classified Staff Employees
|Effective Date 1-22-2014
Revision Date 1-22-2014
Revision No. 1.0
This policy establishes guidelines for monitoring, evaluating, and developing an administrative or classified staff employee’s performance.
2.0 Revision History
||Combined the administrative and classified staff review policies.
||Added an annual evaluations submission period to streamline the flow of evaluations submitted to the Human Resources Department.
Increased the review schedule for employees who have been employed at the college for less than twelve months or employees in a new position for less than twelve months from six and twelve month reviews for the first two years to one, three, and six month reviews.
||Increased the review schedule for employees who have been in their position for more than twelve months from once every two years to annually.
||Removed the requirement that successive levels of administrators up to the dean or directors approve the development reviews.
3.0 Persons Affected
3.1 Administrative and classified staff employees.
The policy of Casper College is to ensure the following.
4.1 Administrative and classified staff employees receive structured mentoring, evaluation, and development from their supervisor.
4.2 There is an employment record for each employee.
4.3 There is an annual review of the employee’s position description.
5.1 Administrative and Classified Staff Employee’s Review Schedule. This is the minimum review schedule for administrative and classified staff employees. Supervisors may schedule reviews more frequently if they choose.
5.1.1 Supervisors conduct reviews with new employees or employees who transfer to a new position at the first, third, and sixth months from the first date of employment for that position.
5.1.2 Supervisors conduct reviews annually with employees who have been employed at the college for twelve months. Annual reviews are due to the Human Resources Department by June 30.
5.1.3 Supervisors meet with the employee at least once during the year to follow up on goals set at the annual review.
5.2 Development Review Form. Supervisors use this form to record information regarding an employee’s review. The form includes signature lines for the employee and the employee’s immediate supervisor. Supervisors may use additional evaluation tools with prior approval from the Human Resources Department or the president.
6.1 The Human Resources Department is responsible for ensuring compliance to this policy including maintaining employee reviews in the employee’s personnel record according to the review schedule.
6.2 Supervisors are responsible for scheduling and conducting development reviews.
7.1 Supervisors complete the Human Resources Department’s development review training prior to conducting any reviews.
7.2 The Human Resources Department notifies supervisors of employees who are due for a review.
7.3 The supervisor and employee meet to discuss goals, challenges, training needs, the employee’s job description, and any other relevant topic.
7.4 The supervisor completes the Development Review form with the employee. The supervisor and the employee sign the form.
7.5 The supervisor provides the employee and the director of human resources with a copy of the review within the required period.
7.6 The director of human resources files the original development review form in the employee’s personnel record.
7.7 The supervisor and employee meet at least once between scheduled reviews to follow up on goals set at the annual review.