Supervisors are encouraged to work with each employee to assist in developing to their full potential.

Performance Management Overview: A guide designed to promote ongoing communication between a supervisor and employee. Good performance management is collaborative and developmental. Through performance management, the supervisor and employee gain a shared understanding of work expectations and goals, exchange performance feedback, identify learning and development opportunities, and evaluate performance results.


All AFSCME employees are subject to a seven (7) month probationary period. For part-time employees, the probationary period extends until the employee has worked the equivalent of seven (7) months of full-time equivalent continuous employment. During the probationary period, there are two reviews: one at three (3) months and one at six (6) months. At both of these reviews, the supervisor performing the evaluation will make a recommendation for retention or termination.

After the probationary period is over, performance reviews will be conducted annually. At this time, the supervisor will also review the employees' job description and update it to reflect any changes to the position.

After all evaluations, employees are entitled to review the paperwork prior to it being sent to the CEO. Employees also have the right to request a meeting with their supervisor (within 7 days) to discuss the evaluation prior to the transmittal of the paperwork to the CEO.

All evaluations with be included in the employee’s official personnel file.

APA Union

APA full-time benefited member employees are evaluated at 6-months of service and then again at their first-year. Once they have completed the first-year successfully, they all fall into what is known as the annual cycle.

The annual cycle evaluates employees for the period extending from the end of May to the end of March. Bi-annual self-evaluations are submitted to supervisors in November and April. Supervisors will complete an overall evaluation at the end of each school year.

Supervisors are required to submit all forms and materials to the Chief Administrative Officer by mid-May. Evaluations are signed off by the CAO and sent to HR for inclusion in the administrator’s official personnel file by mid-June.

MSCA Union

All non-tenured MSCA faculty and librarians are evaluated on an annual basis. For faculty, annual evaluations include student evaluations, classroom observations, professional activities, comprehensive resume, course documents, and any documents related to academic advising. For librarians, evaluation materials include observation, professional activities, and comprehensive resume.

Prior to the evaluation, faculty and librarians should submit all those materials that he/she would like to be considered as part of the evaluation to the Department Chair.

For tenured MSCA faculty and librarians, evaluations occur if they wish to be considered for promotion or if the Department Chair or VP recommends taking personnel action.

For additional information on MSCA evaluations, please contact Academic Affairs.

Non-Unit Professionals

All Non-Unit Professional employees are evaluated on a annual basis following the fiscal year. Evaluations will occur during the summer time for the preceding fiscal year—July 1st—June 30th. Employees are required to complete a self-evaluation during June. Once those are received, supervisors complete their evaluations and meet with their direct reports during the month of July. All completed paperwork is due to the VP at the end of July and then final paperwork is submitted to HR by the end of August for inclusion in the employee’s personnel file.

Non-Unit Clerical

All Non-Unit Clerical employees are evaluated on an annual basis on their anniversary date. Supervisors will complete an evaluation form and meet with their direct reports. Final paperwork is submitted to HR for inclusion in the employee’s personnel file.

Non-Unit Clerical Evaluation

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