I.
Purpose
To evaluate all University employees.
II. Objectives
| A. |
To provide employees with an
evaluation of their performance. |
B.
|
To assist supervisors in improving
employee performance and to improve departmental
services. |
| C. |
To provide data for personnel
action. |
III.
Policy
Slippery Rock University requires that all salaried support and
management employees receive a performance rating at least once in
every calendar year or at other prescribed times. The performance
evaluation program not only is designed to help every supervisor do
a better job but to notify an employee of those performance factors
that are done well and those factors that need improvement. The
reports are important as documentation for various personnel
actions that may be required to comply with Commonwealth or
collective bargaining procedures.
The University faculty evaluation process is outlined in the
Collective Bargaining Agreement between the Association of
Pennsylvania State College and University Faculties and the State
System of Higher Education. Tenure track appointments shall be
evaluated by faculty peers, the department chairperson, and will
include a performance review by the Dean. The performance and
evaluation process may be used as a tool in determining the
continuance of a probationary faculty member and as a factor in
determining the awarding of tenure. Each tenured faculty member
shall be evaluated every five years.
Interim evaluations can be performed for any employee as
needed.
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