REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
BP 7262
(Updated. Last updated March 1990)
MANAGEMENT PERFORMANCE EVALUATION
I.
II.
III.
Purpose
The Board of Trustees recognizes that human resources is one of the most essential
factors of achieving the mission and institutional goals of the District. The performance
evaluation process for management positions, as defined below, is designed to promote
and support appropriate leadership and management skills, to improve the overall
operation of the organization, to assist the manager in the growth and development of
professional abilities, and to identify areas of strength and challenge.
Definition of Management
For purpose of this evaluation procedure, College of the Redwoods management
positions are defined as: All administrators, directors, and classified managers. The
position of President/Superintendent is excluded from this evaluation policy.
Evaluation criteria
Criteria shall consist of:
1. An up-to-date job description; the job description for the position the
manager/administrator currently holds is reviewed for changes in responsibility and
workload. If edits to the job description are warranted, they should be noted on the
job description and the description forwarded to Human Resources as a component of
the evaluation process.
2. Approved performance (job related) goals and objectives;
3. Evaluation of performance using the designated evaluation forms completed in the
manner prescribed.
IV.
Process for evaluation
1. Probationary managers, newly employed by the district, shall be evaluated within the
first six months of employment. Permanent managers shall be evaluated biennially
(every two years) prior to March 1. Evaluations may take place more frequently if
requested by supervisor or evaluatee.
2. It shall be the responsibility of the Director, Human Resources to maintain the
completed evaluation forms in the employee's personnel file, to notify the supervisor
of those managers scheduled for evaluation and the evaluatees that such evaluation is
underway and the procedure to be followed.
3. It shall be the responsibility of the supervisor of each manager scheduled for
evaluation to conduct the evaluation process, to conduct the post evaluation
conference, to assure that the process is complete, and to file the complete evaluation
instruments with the Director, Human Resources.
4. The Academic Senate will be sent a list of all administrators, directors, and classified
managers due for regular biennial evaluation. The Academic Senate may appoint a
faculty evaluator or “PASS” on evaluating any administrator, director or classified
manager. The Academic Senate will notify Human Resources of the appointed faculty
evaluator or the decision to “PASS” on an appointment.
5. Evaluation forms shall be completed for each manager by the supervisor, one peer
chosen by the evaluatee, and one faculty representative appointed by the Academic
Senate. The evaluatee shall have the right to disqualify the faculty member so
designated before the evaluation takes place. If such disqualification occurs, the
Academic Senate shall appoint a replacement. Only one such disqualification may
occur.
Former Board of Trustees Policy No. 328, number change only on August 7, 2012
Adopted by Board of Trustees: December 1, 1980
Revised: March 5, 1990