CHAPTER FOUR: EMPLOYMENT CONDITIONS 4.3

C. Performance Management Program

Every staff member will receive a written introductory performance evaluation at the completion of the first 90 days of employment. Thereafter, an annual written performance evaluation will be written by their supervisor, approved by the next level of supervision, and discussed with the employee.

The performance appraisal process is one tool your supervisor utilizes to assist you in being prepared, enabled and motivated to accomplish your goals and objectives. Performance evaluation begins with a job description that outlines your responsibilities. If you are unclear about your responsibilities and expectations, be sure to discuss this with your supervisor.

The college has a written performance appraisal process. The objectives are to ensure that employees clearly understand their goals and responsibilities as well as their supervisor's expectations for their performance. In addition, employees should receive regular and clear coaching and feedback on how well they are meeting expectations and how they might further develop their skills and competencies. The performance management process is a tool used to strengthen communication between you and your supervisor. If you have any questions about the process, be sure to ask your supervisor.

Merit pay is one of the methods that Westmont uses to reward successful performance. Pay will be reviewed annually and any merit increases are based upon job performance and the college's budgetary limitations. Pay increases are subject to acceptable performance.

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