40.005: Performance Management for Administrators
|Re-formatted on June 16, 2016|
Approved on October 28, 2002
|Signatures and dates
on archival copy
|September 1, 2002||
|James E. Kemper|
Assistant V.P. for Administration
for Human Resources
|Nancy Prichard Crist, Chair
Policy and Procedure Review Committee
Vice President for Administration
- A. Overview
This policy provides for the annual performance evaluation for Ohio university administrators (i.e., administrative presidential appointees, benefits-eligible salaried and unclassified staff). Actions regarding appointment renewal and salary status should originate at the departmental level with systematic performance evaluation of each administrative employee by the immediate supervisor.
- B. Timetable
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 fifteenth each year, the immediate supervisor shall review the performance record of each administrative presidential appointee.
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.
See also policy 40.106.
- C. 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 fifteenth.
- D. Marginal or unsatisfactory performance
In the case of an employee who has performed marginally or unsatisfactorily, the immediate supervisor will consult with his or 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 fifteenth.
An employee who is disciplined has the right to grieve under policy 41.011.
Proposed revisions of this policy should be reviewed by:
- Vice President for Finance and Administration
- General Counsel
- Planning Unit Heads
- Faculty Senate
- Administrative Senate
- Forms, References, and History
- 1. Forms
The forms that are specific to this policy are linked from https://www.ohio.edu/hr/performance/.
- 2. References
The following items are relevant to this policy:
- Policy 40.057, "Research Appointments."
- Policy 40.106, "Administrative and Classified Appointments."
- Policy 41.011, "Grievance Procedure for Contract Employees."
- Policy 41.012, "Non-Renewal, Suspension, Demotion, or Termination for Cause of Administrative Appointments."
- 3. History
Draft versions of this policy that were circulated for review, their cover memos, their forms, and Reviewers' comments on them are available on the password-protected Review site, at https://www.ohio.edu/policy2/40-005/.
Prior versions of this policy were approved on October 28, 2002, and March 1, 1993.