New employees shall have a written performance evaluation at the satisfactory completion of the period of orientation. Thereafter, the performance of each employee will be reviewed periodically on an informal basis and formally at least once a year by that person’s supervisor. The formal evaluation will occur as part of the performance management process, which is designed to enhance communication and professional development and to provide opportunity for both positive and corrective feedback. This process includes goal setting, progress evaluation and work planning.

Performance evaluations include an assessment of performance relevant to the primary accountabilities and critical success factors of the position; summary of progress achieved toward goals, objectives and expectations; and identification of performance objectives and professional development opportunities for the next year. Performance improvement plans are required for “needs improvement” ratings, and failure to make required improvement is grounds for disciplinary action, up to and including termination of employment.