336 PERFORMANCE EVALUATIONS
Annual performance evaluations are required for all academic appointees. These evaluations may take place on a more frequent basis when warranted.
Performance evaluations are completed by the appointee's immediate supervisor, as follows:
Performance evaluations must be in writing. No standard form is required, but the evaluation should generally take into account (1) the responsibilities of the position, as set forth in the Position Description, and the attainment of previously stated goals; (2) the operational environment and other factors that led to the attainment or nonattainment of goals and responsibilities; and (3) a statement of future goals and necessary planned actions. An overall assessment of the appointee should be made using the performance criteria. In evaluating County Directors, Regional Directors shall, at least every five years, solicit advisory feedback from Advisors under the County Director's supervision.
The appointee must sign the written evaluation. The appointee's signature does not indicate either agreement or disagreement with the evaluation; it indicates only that the individual has read the evaluation and has had an opportunity to discuss it. If an appointee disagrees with the evaluation, or with any part thereof, he or she may do so by adding comments to the evaluation.
Three copies of the evaluation shall be prepared. For county-based appointees, a copy of the evaluation shall be given to the appointee, to the County Director, and to the appropriate Regional Director. For SSPP academic appointees, a copy of the evaluation shall be given to the appointee, to the SSPP Director, and to the appropriate Program Leader, unless a Memorandum of Understanding specifies otherwise. For Research and Extension Center System appointees, a copy of the evaluation shall be given to the appointee, the Director-Research and Extension Center System, and the Assistant Vice President-Programs.
October 1999
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