TERRA COMMUNITY COLLEGE
EMPLOYEE DEVELOPMENT AND PERFORMANCE EVALUATION PROCESS
Employee Development and Performance evaluations are meant to provide a systematic method for each
employee to measure his/her development, to discuss his/her performance with the supervisor, to know how
well he/she is meeting the requirements of the position, to encourage motivation of the employee, to promote
open communication between management and staff, and to gain supervisory assistance with the correction of
any problem areas.
Step 1) Employee is to prepare a written self-assessment (a few paragraphs):
- progress on past goals
- additional training and/or education received during past year
- professional achievements
- community involvement and/or service to the college not specifically related to his/her
- suggestions for future measurable goals
Submit the self-assessment to the supervisor in writing by May 15th of the current year.
- Supervisors are then to attach the self-assessment sheet to the back of
the performance evaluation
Step 2) Supervisor completes Employee Development and Performance Evaluation form and
arranges a meeting with employee.
Because each of us has an area that can be improved upon, no on will receive all "Exceeds
Expectations" ratings. When an "Exceeds Expectations" rating is given, a written
explanation should be provided in the "Supervisor's Comment" section. A rating of "Meets
Expectations" indicates that the employee is doing his/her job well. If a rating of "Below
Expectations" is given, the supervisor will indicate in writing the behavior that is needed to
enable the employee to improve.
Step 3) Supervisor and employee review the employee's current position description.
If there are any discrepancies, these guidelines should be followed: duties that have been
eliminated QB same-level responsibilities that have been added, can be changed WITHOUT
approval from the appropriate Vice President
If higher-level responabilities are added to a position
description, the changes
MUST be approved by the appropriate Vice President. Supervisor will forward the up-dated
electronic file with a note stating what changes were made to the appropriate Vice President for
Upon approval, the Vice President will forward the revised electronic file of the position description
to Laura Stull.
Step 4) Employee and Supervisor should discuss and list future measurable goals that
should be accomplished within the next year.
These goals should stretch each employee and not be day-to-day operational goals.
Step 5) Supervisor and employee review the Employee Development and Performance Evaluation form.
At the conclusion of the meeting, both will sign the form indicating that they have reviewed
the document; not necessarily that the employee agrees with the ratings.
Step 6) Submit the entire packet to the HR office no later than July 1st of current year.
Step 7) Supervisor and employee should meet again in either December or January for an informal
review of progress.