Performance management is about creating a work environment that helps GRCC meet its goals. Our performance evaluation tool is intended to engage employees and inspire greater employee commitment, clarify roles and responsibilities and hold our employees accountable, and improve the overall performance of GRCC and our goals for student success.
Performance Evaluation Timeline
August 31, 2015 – Employee and Supervisor complete the first two columns of Section I and II
February 1, 2016 – Employee and Supervisor complete mid-year check-in of Section I and II
May 2016 – Employee and Supervisor complete end of year check-in of Section I and II and all of Section III
June 1, 2016 – completed performance evaluation and merit compensation worksheet are submitted to Supervisor’s Supervisor for review and then to Human Resources.
June 2016 – Board of Trustee's reviews budget to determine merit compensation increase
July 1, 2016 – Merit Compensation Increase (contingent on Board of Trustee's approval)
For Section I and II – Writing Goals and Outcomes
Typically, two types of performance goals exist: employee development and business success.
Employee-development goals focus on improving the value of an employee to a company. For example, an employee might have the goal of improving interpersonal communications. Therefore, a supervisor schedules her for an interpersonal communications class.
Business-success goals focus on increasing a company’s accomplishments. For example, an employee might have the goal of increasing his total sales by 10 percent to increase market share.
Upcoming Professional Development
Meet and Confer Merit Compensation System Overview Training
Six sessions were held for 2013-2014 fiscal year. Please contact Human Resources if you have questions about the process.