Staff Performance Review Policy: Difference between revisions
→Policy Statement
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<li> | <li>HR Committee, including Staff Liaison, will initiate the evaluation process and describe the process with staff member. The ED joins the committee for reviews of other staff.</li> | ||
<li>Evaluation survey will be distributed to staff member for self evaluation. The same evaluation will be distributed to other staff members, board members, volunteers, service volunteers, community partners who have worked with staff member being evaluated. (Evaluators, particularly those from outside EBC, should be provided with direction as to which topics they might be most able to speak to, but are free to comment on any topics in the evaluation.)</li> | <li>Evaluation survey will be distributed to staff member for self evaluation. The same evaluation will be distributed to other staff members, board members, volunteers, service volunteers, community partners who have worked with staff member being evaluated. (Evaluators, particularly those from outside EBC, should be provided with direction as to which topics they might be most able to speak to, but are free to comment on any topics in the evaluation.)</li> | ||
<li> | <li>HR Committee will collect and compile evaluation surveys. Raw survey results are only accessible by HR Committee and Board Executive.</li> | ||
<li>HR Committee will meet in person with staff member to discuss self-evaluations, survey results, recognition, development areas and successes. | |||
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a.) HR Committee will synthesise results and share with staff member. | a.) HR Committee will synthesise results and share with staff member. | ||
b.) Performance will be compared against job description that was signed in contract and goals set in the last performance review cycle. | b.) Performance will be compared against job description that was signed in contract and goals set in the last performance review cycle. | ||
HR Committee will receive recommendations for updates/amendments to job description and bring to the board as needed. | HR Committee will receive recommendations for updates/amendments to job description and bring to the board as needed. | ||
c.) Review staff member’s goals for remainder of contract and discuss opportunities for professional development. | c.) Review staff member’s goals for remainder of contract and discuss opportunities for professional development. | ||
d) The committee will produce a written performance review based on the feedback received and conclusions reached in their in-person meeting with the staff member. The written review will be shared with the board and | d) The committee will produce a written performance review based on the feedback received and conclusions reached in their in-person meeting with the staff member. The written review will be shared with the board and kept on file, along with raw feedback forms.</li> | ||
<li> | <li>Staff member has a right to include a written rebuttal up to two weeks after the evaluation is completed.</li> | ||
<li> | <li>HR Committee puts forward recommendations to Board for staff member’s contract (termination, extension, renewal, upgrade, etc).</li> | ||
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