SECTION 800 - HUMAN RESOURCES
804.20 CLASSIFIED PERSONNEL PERFORMANCE EVALUATION
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
Approved by College Advisory Board 7/27/00