Human Resources

Supervisor Policies and Procedures Manual

IV. Performance review and planning

A. Performance reviews

It is the policy of Reed College to provide a regular and consistent approach to conducting performance reviews for all members of the staff.  It will serve at least these purposes:

  • to recognize and encourage excellence in performance and to provide one measure in creating an equitable basis for performance award increases;
  • to improve performance, to identify weaknesses or problems and strategies for dealing with these, and to promote professional growth; and
  • to foster a positive work environment and to promote communication among staff and between supervisors and staff.

Performance reviews are based on a person's job description. While there is a common and consistent approach to performance reviews, members of the staff are evaluated with regard to those tasks and responsibilities that are contained in his/her specific job description.

Performance reviews are both reflective (appraising work completed) and forward-looking (setting expectations and objectives for the future).

There will be a written appraisal at least once each year, and this written appraisal will be the basis of a discussion between a staff member and his/her supervisor.  There will be on going feedback over the course of the year.  Normally, a performance problem should not be addressed for the first time in the annual review.

Supervisors initiate the formal performance review and planning process on an annual basis.  This cycle can be based on the employee's anniversary date, on the fiscal year, calendar year, or any basis that works most effectively.  The supervisor must, however, indicate in advance to his/her supervisor and to the employee what the annual cycle will be. 

Two versions of forms for conducting the formal performance review and planning process are available in the Human Resources Office.  Supervisors may also develop a form, as long as the criteria is the same and the form is approved by the Human Resources Office.

Regardless of the format of the form that is used, the performance review and planning process begins at the start of the evaluation year by the supervisor and employee jointly establishing job responsibilities and/or objectives for the upcoming evaluation year.  The supervisor and employee should also agree at what intervals during the year they will meet formally to discuss progress toward goals and level of performance. 

It is critical that there be on-going discussion and review throughout the year in order for the process to be most effective.

last revised: 7/1/2007

last reviewed: 2/20/2012

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