SECTION 800 -
HUMAN RESOURCES
804.20 CLASSIFIED
PERSONNEL PERFORMANCE EVALUATION
CLASSIFIED PERSONNEL
Classified
employees shall consist of professional and administrative personnel and staff
as defined in PERSONNEL POLICIES AND PROCEDURES, Section I, A of THE BUSINESS
PROCEDURES MANUAL OF THE BOARD OF REGENTS, Volume 3A. (BR POLICY MANUAL,
Section 800, Personnel, 801.02)
CLASSIFIED PERSONNEL POLICIES
All employees of
the University System except faculty and students, are subject to, and governed
by the provisions of the CLASSIFIED PERSONNEL POLICY FOR THE UNIVERSITY SYSTEM
OF GEORGIA* as adopted by the Board of Regents on September 16, 1970, and as
subsequently amended (Minutes, l977-78, p. l82; Minutes l985-86, pp.
l3l-l33**).
CLASSIFIED EMPLOYMENT PERFORMANCE EVALUATION
Each institution
of the University System of Georgia shall establish a system of performance
evaluation for all classified employees.
This system of performance evaluation shall be for the purpose of
transfer, promotion, demotion, retention, supervisory assistance and future
employment references. It is stipulated
and understood that all classified employees shall be evaluated in a systematic
manner at specified time intervals by the supervisor or immediate department head,
but in no case less than once each year.
The following elements shall be involved: adjustment, capability,
productivity, efficiency, and potential for departmental and institutional
development. The supervisor or
department head shall not be restricted to the foregoing as criteria for
personnel evaluation. The continuation
of employment of the employee shall rest on the judgment of the supervisor or
department head (or division head). (BR
BUSINESS PROCEDURES MANUAL, Volume 3A, Section II.)
Georgia Perimeter
College has established a system of performance evaluation for all classified
personnel. This performance evaluation
shall be for the purpose of transfer, promotion, demotion, supervisory assistance,
and future employment references. They
shall be evaluated at a specified time once a year on the following
elements: Technical Knowledge,
Application of Knowledge, Administrative Effectiveness, Work Relations,
Response to Superiors, Directing Subordinates, and Personal Commitment.
The intended
objectives of the evaluation process are improvement in organizational
effectiveness through individual improvement and merit pay administration.
An Evaluation
Form will be distributed by the Georgia Perimeter College Human Resources
Department.
* BOARD OF REGENTS' BUSINESS PROCEDURES
MANUAL, VOL. 3
** BOARD OF REGENTS' BUSINESS PROCEDURES
MANUAL, SECTION II, VOL. 3A
Revised 10/16/89
Revised 7/00
Approved by College Advisory Board 7/27/00