I.Purpose

1. Performance reviews shall be conducted annually for all continuing positions. The purposes of performance reviews are to promote quality work performance, encourage professional development and growth, and improve communication between supervisors and employees regarding job requirements, expectations and performance.
2. This policy does not convey any rights to employees or obligations on the employer. Employees may be disciplined or terminated in accordance with OCHE policy 401.0 notwithstanding compliance or noncompliance with this policy.

II.Procedures

A. Classified Employees

Classified employees in permanent positions working half time or more are covered by the Montana University System Achievement Program (MAP). The dates for performance development cycles under MAP are established by the Commissioner of Higher Education and through collective bargaining. Forms and instructions are available on the internet at: www.montana.edu/map.

1. At the beginning of each performance development cycle supervisors are expected to initiate a discussion with each MAP covered employee for the purpose of collaboratively writing a performance plan to include three to six goals.

2. Supervisors and employees need to meet periodically to review the performance plan and assess progress. These discussions should be documented at least once midway in the performance development cycle and such documentation constitutes a checkpoint review.

3. An annual performance review must be conducted by the supervisor for each MAP covered employee. This process is designed to: a) reinforce open communicating; b) review employee performance objectively to assess accomplishment of goals, demonstration of job success factors, and overall job performance; and c) determine eligibility for achievement pay.

4. Classified employees should also be evaluated by their immediate supervisor prior to completion of their probationary period in accordance with policy 403.0.

B. Contract Employees

Contract employees shall be evaluated annually by their immediate supervisor. Such evaluations will typically include a self-evaluation component based on goals and objectives identified as a part of the prior year’s review. Performance reviews for contract employees should typically be completed by July 1st unless another date is established by the Commissioner.

C. General Procedures

1. Annual performance reviews shall be in writing and shall be signed by the evaluating supervisor.

2. Performance reviews may not be contested through the grievance procedure. However, employees shall be given a copy of their reviews and shall have an opportunity to make written comments. Such comments will be attached to the performance evaluation.

3. Performance reviews and employee comments, if any, shall be placed in the employee’s personnel files.

4. Supervisors should keep evaluation material confidential except where appropriate in work-related discussions with supervisors, prospective employers, or when disclosure is necessary for administrative or court proceedings.

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