Policy Number: HR-42
Effective Date: July 2002
Last Revision: May 2013
Responsible Officer: Associate Dean for Administration and Chief of Staff
This policy was established to provide an organized system for goal-setting and performance evaluation whereby Professional Staff Members regularly receive and discuss constructive information about job performance, departmental and Drexel University College of Medicine expectations and serves as a forum to facilitate planning and resource allocation.
This policy applies to all Drexel University College of Medicine Professional Staff Members.
Implementation of this policy is the responsibility of the Department of Human Resources.
The Associate Dean for Administration and Chief of Staff is the Drexel University College of Medicine official responsible for the administration of this policy.
Goal setting and performance evaluations are intended to be positive processes that encourage ongoing and active communication between supervisors and Professional Staff Members, contributing to an accomplishment-based approach to personnel decisions.
Professional Staff Member is defined as an individual employed in any non-faculty category by Drexel University College of Medicine, including an individual who is deemed to be either exempt or non-exempt under the provisions of the FLSA and/or applicable state law.
- Supervisors are required to conduct a formal goal-setting and performance evaluation process with each professional staff member on an annual basis. Goal setting should be a joint activity between the supervisor and Professional Staff Member with the emphasis placed on an open dialogue about goals and standards. Supervisors are encouraged to offer regular, constructive comments on performance throughout the year.
- Professional Staff Members will be evaluated on or about ninety (90) days after employment. Thereafter, Professional Staff Member will be evaluated on a schedule as determined by Drexel University College of Medicine.
- Professional Staff Member must be given the opportunity to express, both verbally and in writing, their comments regarding the content of performance reviews. Department heads are required to communicate this opportunity during the formal evaluation discussion. A copy of each performance evaluation, signed by both the immediate supervisor and the Professional Staff Member, must be sent to the Human Resources office generally within ten (10) days following the evaluation.
AT-WILL EMPLOYMENT NOT AFFECTED
Notwithstanding anything to the contrary stated in this policy, nothing herein is intended to alter the at-will status of any Professional Staff Member. Drexel University College of Medicine at all times retains the right to terminate any Professional Staff Member at any time for any lawful reason, or for no reason at all.