Chapter 5: Personnel05:06:05 Personnel Evaluations
Related Policies and Guidelines
NeSCC Policy 05:06:04 Personnel Evaluation Process for Faculty
All newly appointed full-time and part-time regular administrative/professional and support employees are placed under a probationary period of six (6) months of observable performance.
The probationary period also applies to a staff member who is promoted, transferred or demoted to another position and a new employment contract is required.
Supervisors should make effective use of the initial probationary period with employees. This period is an important time when employees demonstrate abilities to satisfactorily perform assigned duties and responsibilities. Supervisors are encouraged to provide appropriate training, coaching and mentoring for their employees during the probationary period. Employees should receive a job description and should understand the position requirements and the standards of conduct expected.
Supervisor should review any performance concerns with the employee prior to the 6 month evaluation. The supervisor should review performance concerns as well as provide positive feedback during these reviews. On the first working day of the fifth month of employment, the Office of Human Resources will send the new employee's supervisor a Probationary Evaluation Form.
Dismissal during the Initial Probationary Period:
At any time during an initial probationary period, an employee may be terminated without cause or right of appeal. However, supervisors must provide sufficient documentation to justify dismissal for review/approval through their signatory chain, the appropriate vice president, and the Director of Human Resources. No regular employee shall be terminated without final approval from the President or delegated party.
Supervisors are encouraged to contact the Director of Human Resources at the first sign of performance issues to discuss the employee performance issues and methods of resolution during the probationary period.
Northeast State Community College employees will be evaluated on an annual basis by the immediate supervisor. The supervisor will utilize a standard evaluation instrument (Faculty Evaluation Form, Professional Non-Faculty/Administrative Evaluation Form, and Support Staff Evaluation Form) and discuss the evaluation in a personal meeting with each employee being evaluated. The employee must acknowledge the supervisor-employee evaluation review by signing the evaluation form.
The supervisor will share the evaluation of each rated employee with a reviewer (the supervisor’s immediate supervisor). The reviewer will sign the evaluation form noting a review of the evaluation has occurred. All completed evaluation forms will be scanned into the Performance Evaluation folder on the shared drive that has been assigned to the supervisor. Human Resources will provide an electronic copy to the employee and place a copy in the employee’s electronic personnel folder.
If a supervisor wishes to place an employee on a performance improvement plan, they should first meet with the Director of Human Resources to determine the proper course of action.
In addition, during the spring semester of each year, all faculty, staff, and administrators must develop and submit individual objectives via the College’s Online Strategic Planning System for the upcoming academic year. The fulfillment of individual objectives can further an employee’s professional development, promote continuous improvement, and support the overall success of the College. Then, at the annual personnel evaluation meeting, the supervisor should review the outcomes of the employee’s current year individual’s objectives with them and recommend continuous improvements, as appropriate.
Additional information regarding the evaluation of full-time faculty is provided in NeSCC Policy 05:06:04 Personnel Evaluation Process for Faculty.
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|Divisional Review Responsibilities Checklist: Human Resources|
Revision History: July 2008; June 2016; Edited Jan. 2020; Revised July 2021