Performance appraisal proceedings
call for review and planning procedures to be completed with
each professional-scientific staff member no later than thirty
(30) days prior to the date the designated review period is to
be concluded in order to permit defined objectives and goals
to develop in a consistent manner at department and division
levels.
Performance evaluation proceedings
are conducted annually; however, a more frequent assessment of
performance may be arranged as required with a position reclassification,
reassignment, promotion or demotion. A staff member may also
request from his/her department head a performance evaluation
at any time. At a designated time the department head and staff
member separately appraise performance with respect to cooperatively
established and mutually agreed upon objectives. Such performance
reviews completed with specifically developed materials (Self
Appraisal and Performance Appraisal forms) are designed to
prepare appraisal program participants for a constructive discussion
of their independent finds during the joint performance appraisal
interview. During the appraisal interview, participants review
and discuss the finding evidenced with prepared assessment materials;
reach a common agreement as to objectives realized and define
goals yet to be attained. Primary considerations during such
interviews include:
Existing understandings with respect to position duties and responsibilities.
The extent to which job performance and professional development
objectives have been realized during the service period under
review.
Job performance goals and professional self-development plans
for the ensuing period.
Development of a precise statement concerning performance objectives
and self development plans so that participants are fully knowledgeable
as to when goals are to be accomplished.
The Performance Appraisal report
form is, following the interview, completed with copies retained
by the staff member and department head. During the ensuing review
period, planning outlined with the appraisal form is used as
a reference with review of performance goals and follow-up sessions
between the department head and staff member. Timing for follow-up
sessions during a review period depends in part upon the service
period, learning time required for proficiency, nature and extent
of duty assignments, level of performance, etc. Performance plans
are employed throughout the review period as well as at the conclusion
to compare accomplishments with objectives. It is on the basis
of service scheduled/rendered, performance demonstrated, skills
developed, experience, judgement, etc., evidenced with position
service that merit salary allowances are awarded.