3000-2-4Performance Evaluation

Issue Date:
October 31, 2016
Supersedes Date:
January 21, 2011

Upon request, the college will provide a copy of this policy in an alternate format.

The Values in the Lambton College Strategic Plan commit the College to “fair and equitable treatment for its employees,” “open, effective communication,” and “an environment that empowers people to be innovative and caring.” Further, the Strategic Plan identifies Academic Excellence, Service Excellence, and Accountability as three of the College priorities. These priorities describe the provision of personalized service by caring and capable employees and a shared responsibility by the College and its employees for employee development and wellness.

The Board of Governors Performance Evaluation Policy states that “Lambton College is committed to excellent teaching and learning and the provision of excellent service to achieve the values and standards outlined in the College’s Strategic Plan.”

The Employee Performance Evaluation Process provides

  • a forum for open discussion of employee strengths and identification of areas where improvement is required;
  • assistance to the employee to improve employee performance, and to encourage ongoing development;
  • an opportunity for the employee and supervisor to set mutual objectives;
  • a fair and effective basis for making personnel decisions; and
  • recognition of the importance of the employee’s contribution to institutional success.

Policy

  1. This policy applies to all full-time employees.
  2. Performance evaluations are undertaken with the understanding that each employee possesses different abilities and skills and that no one employee is expected to perform peerlessly in all areas.
  3. Evaluations will be completed in cooperation with employees.
  4. Performance will be evaluated in relation to the duties and competencies as stated in the current position description.
  5. Performance evaluation criteria will be clearly communicated to an employee prior to the commencement of the evaluation process.
  6. The evaluation process may include the identification of employee goals and development needs and the creation of a development plan.
  7. Confidentiality is maintained throughout the process. Distribution of results is clearly explained and controlled.
  8. Original copies of all employee performance evaluations will be sent to the Human Resources Department for tracking and retention. A copy may be retained in the employee’s personnel file in the supervisor’s office. A copy will be provided to the employee.
  9. The procedures for performance evaluation for each employee group will be established, maintained, modified from time to time, and supported by the Human Resources Department. 

Administrative Staff Employees

  1. Administrative Staff employees will be evaluated annually.
  2. The Administrative Staff evaluations will consider evaluation input from individuals in positions to make valid judgments – colleagues with whom the employee has direct and ongoing working relationships and individuals reporting directly to the employee. Ultimately, the supervisor of the employee is responsible for the evaluation. This evaluation input will be gathered annually for the first two years in the position and biennially thereafter.

Academic Employees

  1. The goals and professional development plan for each full-time academic employee will be reviewed annually, and a full performance evaluation will be conducted every three years by the employee’s supervisor.
  2. Input from the employee’s students will be considered in the annual review and in the performance evaluation.
  3. During the probationary period, the academic employee will be evaluated according to the current Collective Agreement. The probationary academic employee will receive a written performance evaluation following each full-time teaching semester for one year of continuous active employment.

Support Staff Employees

  1. Support Staff employees shall be evaluated biennially. If a manager feels it necessary or useful and wishes to conduct annual performance evaluations, he/she may do so.
  2. During their probationary period, support staff employees will be evaluated at three (3) months and six (6) months and then on the one-year anniversary of employment.
  3. The deadline for submission of Support Staff evaluations to the HR Department is October 31.

Other than Full-time Employees

  1. Managers may conduct performance evaluations on other than full-time employees. Other than full-time employees may request to be evaluated.
  2. These evaluations should use the full-time employee evaluation forms and process. An original copy of the evaluation will be sent to the Human Resources Department to be placed in the employee’s personnel file. A copy will be provided to the other than full-time employee.

Procedures

Procedures and forms for evaluations of full-time members of each employee group are provided on the Human Resources website.


For questions or concerns regarding policies, please contact:

Jim Elliott
Director, Quality Assurance & Institutional Research
519-542-7751 x 3489
jim.elliott@lambtoncollege.ca

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