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Performance Evaluation

Policy Number: HR-42
Effective Date: July 2002
Last Revision: March 2013
Responsible Officer: Senior Vice President of Student Life & Administrative Services

PURPOSE

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 University expectations and serves as a forum to facilitate planning and resource allocation.

 

APPLICABILITY

This policy applies to all eligible non-faculty Professional Staff Members, excluding any Professional Staff Member who is affiliated with a collective bargaining unit.

 

IMPLEMENTATION

Implementation of this policy is the responsibility of the Department of Human Resources.

 

ADMINISTRATIVE OVERSIGHT

The Senior Vice President of Student Life and Administrative Services is the Drexel University official responsible for the administration of this policy.

 

POLICY

Goal setting and performance evaluations are intended to be positive processes that encourage ongoing and active communication between supervisors and Professional Staff Member, contributing to an accomplishment-based approach to personnel decisions.

 

DEFINTIONS

Professional Staff Member is defined as an individual employed in any non-faculty category by Drexel University, including an individual who is deemed to be either exempt or non-exempt under the provisions of the FLSA and/or applicable state law.

 

PROCEDURES

  1. 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.
  2. 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 the University.
  3. 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 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.