Employee Evaluation Policy

Effective Date: July 1, 2009

Board Approval: June 9, 2009

Board Approved Amendments: April 3, 2024

1. Purpose

1.1. To provide policy and procedures for the Tooele Technical College evaluation process to include the following:

1.1.1. Provide a reasonably fair, consistent, and valid evaluation procedure.

1.1.2. Provide for remediation of employees whose performance is inadequate.

1.1.3. Promote the professional growth of employees.

1.1.4. Encourage employee behaviors that contribute to customer satisfaction and student progress.

1.1.5. Encourage employees to strive to improve the quality of education and services.

1.1.6. Recognize employee who demonstrates excellence in their job duties and achievement of goals.

1.1.7. Provide evaluation and guidance for employees to help them acquire and demonstrate the skills required for success.

1.1.8. Assess ongoing individual performance.

2. Policy

2.1. The evaluation process shall be conducted in a manner that promotes the concepts of continuous improvement and frequent interaction between employees and their supervisors.

3. Procedures

3.1. Frequency of Evaluations

3.1.1. Formal written evaluations will be conducted annually for all full-time and regular part-time employees. These should generally be completed by the end of each March.

3.2. A mid-year formal written evaluation may be conducted for new hires or at the supervisor's discretion.

4. Conducting Employee Evaluations

4.1. The supervisor notifies the employee of the upcoming evaluation with reasonable advance notice and provides the employee with a copy of the evaluation and job description. The employee is to fill out the evaluation form as a self-evaluation.

4.2. The supervisor, using a standard evaluation instrument approved by the College President and the Director of Human Resources, shall perform a written administrative evaluation for each full-time and regular part-time employee based on the employee's job description and goals and objectives mutually agreed upon by the employee and the supervisor at the last evaluation. The supervisor shall discuss the evaluation with the employee. The supervisor, with input from the employee, develops a list of mutually agreed-upon goals and objectives for the next evaluation period.

4.3. Data used to verify employee performance may be obtained from various sources, including employee self-evaluation, supervisor observations, student progress data, student survey results, advisory committee review results, or other verification or performance.

4.4. The supervisor shall rate each employee's performance in all categories listed in the evaluation. The supervisor shall also give an overall written rating as to whether the employee satisfies the minimum requirements for their position as one of the following:

4.4.1. Meets Expectations

4.4.2. Improvement Desired

4.5. Each employee who receives an overall written rating of "meets expectations" shall be eligible to participate in salary or wage increases based on pay progression points.

4.6. Each employee who receives an overall written rating of "improvement desired" will not be eligible to participate in salary or wage increases based on compa-ratio points but can still earn performance and professional development goal points.

4.7. The employee may write a response to all or any part of the evaluation, which will be attached to the evaluation.

4.8. The evaluation form is to be signed by the supervisor and the employee. The original signed form is placed in the employee's personnel file in the Human Resource Office. A copy of the completed and signed form is to be given to the employee.