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Performance Evaluation System (PES) for Classified Staff

Revised PES rating cycle for classified staff

For some time now, the College has been in the process of aligning our planning, budgeting and assessment activities in support of the College’s strategic plan. Towards that effort, changes have been made to various processes, including adjusting the timeline for the reappointment and assessment of unclassified staff. Therefore, we are revising the rating cycle for the evaluation of classified staff so it is consistent with other personnel processes and assessment cycles.

Up to now, the rating cycle for classified staff has been based on the calendar year, with the Job Expectations for the year being developed in January, a mid-year evaluation being conducted in July, and a final rating submitted in December. We are moving to a September to August cycle for the assessment of classified staff. Therefore, the Job Expectations for the year would be created in September, a mid-year evaluation would take place in March, and a final evaluation would be done in August.

Most interim evaluations for classified staff were submitted to HR in July 2009. Final ratings would have been due in December. However, during the transition to a new cycle, another “interim” assessment should be done in December 2009 to provide necessary feedback to classified staff. A final evaluation would then be completed prior to August 30, 2010. Job Expectations for the following year would be completed in September 2010. The revised cycle was agreed to by CWA and IFPTE representatives.

Please remember, the Performance Evaluation System (PES) for classified staff is a contractual obligation; beyond this, it is a powerful management tool. The important work of the College is accomplished through individual and team efforts. To do their best, employees need to understand the mission and goals of their department or division, and how their work fits into the overall organization. They need to know that their efforts matter and make a difference, and that their supervisors and colleagues recognize and acknowledge them. Overseeing performance and providing feedback is not an isolated event, but an ongoing process that takes place throughout the year. The PES program is part of that communication process. Staff should know what is expected of them and how they are doing. Staff need ongoing feedback about their performance and progress towards the attainment of goals and objectives, as well as the opportunity to provide input. Supervisors also have the responsibility to provide professional development for staff to enhance strengths and improve weaknesses. Documentation is a critical part of the process as well.

We look forward to working with you in the development and assessment of classified staff.

• PES Sample Form (Word)
• PES Instruction Guide (Word)
• PES Instruction Guide Addendum (Excel)

Previous PES Cycle:

 Transition Cycle:
 

New Rating Cycle:
 

Performance Appraisal System (PAS) for Unclassified Staff

• PAS Form (Word)