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Performance Appraisals

The key to moving ahead in any job is performance. One way we help you is by providing periodic performance appraisals. Your performance appraisal communicates areas that you are performing well and areas that require improvement. Your administrator may include specific ideas, suggestions, or steps for you to follow to make improvements. Copies of the completed performance appraisal will be given to each employee after final signatures.

The Value of Performance Appraisals

When you receive an appraisal, you will always have the opportunity to discuss it with your administrator. This can lead to better communication between the two of you, and will help you both get to know each other, raise questions and get answers, and discuss points in the appraisal.
The appraisal provides you with an opportunity to discuss future goals with your administrator and provides your administrator with an opportunity to work with you to set goals, to discuss these goals, and to explain how your performance will be judged in the future.

As an on-going process, your performance appraisals go into your personnel file after you have read, discussed, and signed them. This serves to document your future plans and past performance. It is important that you discuss and understand all parts of your appraisal before it goes into your file. If you do not understand or agree with certain areas of your appraisal, you can explain why and include a written response in your records. You may request a copy of your completed performance appraisal.

Timing of Performance Appraisals

Your first performance appraisal will be at the end of your three-month probationary period. From then on, you will receive a new appraisal prior to August 1st, the beginning of our fiscal year.

Other times when you might receive an appraisal include when you or your administrator transfer to a different area, or when significant change occurs in your performance. (See Problem-Review Procedure.)

While written performance appraisals can be of great benefit to you and your administrator, less formal communication can also be very important. If you have a question, problem, idea, or something to say, don't wait for your administrator to start discussions. He or she may be unaware of what is on your mind but would be willing to listen if you approach them. Part of their job is to talk to you about yours.