2.2.4 Performance Management

Policy: 2.2.4

Performance Management

Date of Policy Adoption: April 14, 2009

Revised Effective Date: April 14, 2009

Scope: All Employee Groups

Policy

The process of performance management, which occurs during each fiscal year between July 1 and June 30, is designed to achieve the following goals:

• Make employees aware of what is expected of them
• Provide employees with feedback about their performance
• Provide employees with opportunities for continuous learning and development

The President, through the Director of Human Resources, is responsible for ensuring that the performance management process is developed and implemented as appropriate to employee category and status as defined in Policy 2.2.1 Employee Classification and Status, that applicable procedures and any required forms are available, and that revisions are made through appropriate collaborative efforts with affected employee groups. Management is responsible for ensuring that employees are evaluated according to the processes developed and implemented.

Regular Full-time Employees

Performance of regular full-time employees is appraised on an annual cycle following established guidelines. Procedures and required forms are available electronically through the Human Resources department. At the beginning of the following fiscal year, based on availability of funds as granted by the Yavapai College District Governing Board, eligible employees receive the approved percentage salary increase for meeting/exceeding performance expectations. Employees not eligible include those hired after March 31 and those on an active Written Notice of Warning. An employee’s salary increase may be limited by the applicable range or schedule maximum.