Full-time Staff - Cycle, Forms and Due Dates

Step 1.

Clarify performance expectations and set goals, as related to job description and relevant to the College’s 2005-2009 Strategic Initiatives, Strategic Priorities for 2008-2010, and applicable departmental plans.

Completed and signed by July 15:

• Non-supervisory, Performance Review Form – Staff
• Supervisory, Performance Review Form – Supervisor

Newly hired employees should complete the performance planning process within 60 days of hire.  A training plan should be outlined in the Professional Development Action Plan section.  Expectations and assignments for newly hired through first year employees will be appropriate to the required learning of the new job. 

Step 2.

Measure performance and discuss feedback throughout the year.

Performance Review form updated and discussed and signed Dec/Jan timeframe:

• Employee Mid Year Self Review Form

Step 3.

Measure performance and discuss feedback at year end.

Performance Review form updated end of cycle, overall rating designated, discussed and signed, and returned to Human Resources by May 30:

• Employee Self Review Form

When performance does not meet expectations a formal review of progress is required no later than 60 days following the review.

Developmental Feedback for Supervisors

Employees may provide performance feedback regarding the direct or indirect supervisor each year by April 15. The information provided in the YC Performance Management Supervisor Feedback Questionnaire remains confidential and anonymous. Evaluations received in Human Resources by April 15 are collected and compiled by Human Resources for each manager who receives feedback from three or more direct/indirect reports. Results are forwarded to the supervisor’s immediate supervisor by May 30.

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