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Meet & Confer Merit Compensation System

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, 2014 – Employee and Supervisor complete the first two columns of Section I and II

February 1, 2015 – Employee and Supervisor complete mid-year check-in of Section I and II

May 2015 – Employee and Supervisor complete end of year check-in of Section I and II and all of Section III

June 2, 2015 – completed performance evaluation and merit compensation worksheet are submitted to Supervisor’s Supervisor for review and then to Human Resources.

June 2015 – Board of Trustee's reviews budget to determine merit compensation increase

July 1, 2015 – Merit Compensation Increase (contingent on Board of Trustee's approval)

Helpful Tips

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.