Ohio University Policy and Procedure

Performance Evaluation Program Administrative Contract Employees

SUPERCEDED on October 28, 2002

Current Version




Procedure No.:   40.005

Page No.:        1 of 1

Date Issued:     03/01/93

Issued By:       Gary North



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PURPOSE:

To provide policy and procedures for the justification of action regarding contract renewal and salary status, through performance evaluation.

POLICY:

It is the policy of Ohio University that actions regarding contract renewal and salary status should originate at the departmental level with systematic performance evaluation of each administrative employee by the immediate supervisor.

The performance evaluation should be a continuing. ongoing activity occurring regularly through effective supervision in the process of communicating work assignments, monitoring activity, identifying requirements for improvement, and critiquing the quality and quantity of employee productivity.

Prior to March 1st each year, the immediate supervisor shall review the performance record of each administrative contract employee.

A formal performance evaluation will occur at least annually with the supervisor scheduling and holding a performance interview. The evaluation must be in writing and signed by the supervisor and employee. Performance evaluations are not grievable.


SATISFACTORY PERFORMANCE:

In the case of an employee whose performance is satisfactory, it is required that a written summary of the evaluation be completed. This document should contain at least a statement verifying that the interview took place and that the employee has performed satisfactorily and is eligible for salary increase as University funding permits. Copies of this document should be sent to the employee, to the supervisor's immediate supervisor and to the appropriate executive officer by March 15th.

MARGINAL/UNSATISFACTORY PERFORMANCE:

In the case of an employee who has performed marginally or unsatisfactorily, the immediate supervisor will consult with his/her immediate supervisor. A written summary for the evaluation specifying the reasons for the marginal or unsatisfactory performance will be prepared and sent to the employee with a copy to the supervisor's immediate supervisor and the appropriate executive officer by March 15th.

An employee who is disciplined has the right to grieve under Ohio University Policy #41 .011.


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Dick Piccard revised this file (http://www.ohiou.edu/policy/s40-005.html) on February 27, 2003.

Please E-mail any comments or suggestions to "polproc@www.ohiou.edu".