Supervision, Discipline, and Evaluation

SUPERVISION

All employees are expected to work wherever assigned and to accept supervision from designated supervisory personnel. If problems develop in connection with the job, they should be discussed first with the immediate supervisor. If the problems are not resolved at this point, then they should be discussed with the appropriate Vice President.

DISCIPLINE

All employees should make an effort to maintain a close relationship with their supervisor so that problems do not occur. If an employee is doing something wrong, the supervisor should inform the employee. The employee should then make an effort to correct the problem. Each supervisor should give the employee a reasonable amount of time to correct the problem. However, any violation of the college's standards of performance or rules of conduct will result in appropriate disciplinary action. What is appropriate will be determined by the employee's supervisor and may include such things as: oral warning, written reprimand, suspension, probation, demotion, or discharge. Any employee who disagrees with the disciplinary action may utilize the grievance procedure in this policy manual.

EVALUATION

All Victoria College employees, excluding faculty but including counseling staff and librarians, will be evaluated annually by their immediate supervisor. The purpose of this evaluation is to provide formal assessment of performance and opportunity for personal and institutional improvement. Evaluation is considered to be a collaborative and on going process; the formal evaluation is the culmination of the regular feedback which all employees should receive from their supervisor. In addition to the annual evaluation, additional evaluations may be administered at any point deemed necessary by a supervisor, for the purpose of providing written feedback to an employee.

Performance areas are rated on a scale of 1 to 5, with 5 being the best. Any rating other than 3 must be supported by related written comments. Ratings of 1 or 2 must be addressed in the Performance Objective and the Plans for Achieving Objectives sections of the document.

New employees are considered to be hired on a probationary basis for the first three months of employment. They should be evaluated in the following sequence: 30 days after employment; 60 days after employment; and 90 days after employment (final probationary evaluation). Following the 90 day evaluation, employees who gain regular employment status will be evaluated on an annual basis, or more frequently if deemed necessary by the supervisor.

Evaluations are to be conducted annually during the spring semester. Supervisors are responsible for scheduling and completing evaluations, within this time frame, for all employees whom they supervise. Employees have the option of having their evaluation reviewed by the supervisor's supervisor. Employees who disagree with the outcome of the supervisory review process have the option of requesting sequential upward review.

The original evaluation documents will be kept in personnel files. A copy of the document will be given to the employee.

The Victoria College evaluation procedures apply to all support staff employees who hold regular employment status (or those who are within their three month probationary period), excluding faculty but including counseling staff and librarians.