Page 75 - Team Member Handbook Aug 2020.docx

POLICY: PERFORMANCE APPRAISAL Policy #46
CREATION DATE: September 2015
REVISION DATE: September 2018

EFFECTIVE DATE: January 2016
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The Performance Appraisal should be a positive growth experience for the team member and
supervisor. Performance Appraisals will be used to evaluate the entire period of employment
since the team member’s last appraisal.

Performance Appraisals will be based strictly upon job performance. Job descriptions will be
utilized as the basis for the appraisal. All team members will be given an opportunity at
orientation to discuss their job descriptions to ensure that each team member understands her
or his responsibilities and tasks. All team members will be given a copy of the Performance
Appraisal form at this time.

Performance Appraisals will be used as a foundation to establish goals for the team member.
Team members will be encouraged to develop short and long-term goals for themselves and to
discuss their goals with their supervisor. Supervisors will monitor the team member’s progress
toward attaining the goals by scheduling performance review meetings with the team member
from time to time between formal Performance Appraisals.

Supervisors will also present to team members the goals of the Center and their role in the
successful attainment of these goals. Supervisors will keep team members informed of the
Center’s progress and any changes in the Center goals.

Supervisors will also solicit input from other team members who work closely with the team
member being appraised.

Performance Appraisals will not be conducted for Team Members who have been employed
less than six months.

After the Performance Appraisal is presented to the team member, it will be reviewed and
approved by the evaluating supervisor's superior.

Team members must acknowledge receipt of the Performance Appraisal by signing the
instrument indicating that they have received a copy.

When a team member refuses to sign acknowledging receipt of the Performance Appraisal,
another team member will witness the refusal by signing a statement verifying the team
member’s refusal to sign the Appraisal form.

Any team member who refuses to sign acknowledging receipt of the Performance Appraisal will
be subject to disciplinary action up to and including termination.

Performance Appraisals will be forwarded to the Chief Executive Officer. All team members
will receive a copy of their Performance Appraisal. Performance Appraisals will be placed in
the team member's personnel record.