AHR 103


***DISCLAIMER:  The language used in this document does not create an employment contract between the faculty, staff, or administrative employee and the University of South Carolina. This document does not create any contractual rights or entitlements. The University of South Carolina reserves the right to revise the content of this document, in whole or in part. No promises or assurances, whether written or oral, which are contrary to or inconsistent with the terms of this paragraph create any contract of employment. The University of South Carolina Division of Human Resources has the authority to interpret the University's Human Resources policies.

Number: AHR 103
Section: Human Resources
Subject: Performance Appraisal for Unclassified Employees
Date: March 1, 2010
Authorized by: Director of Human Resources
Issued by: Vice Chancellor for Administration and Finance/CFO

 I.          Policy

A.         All unclassified employees of USC Aiken must have annual performance appraisals. Full-time faculty members are appraised according to procedures in the USCA Faculty Manual Section 5.7.  Unclassified employees with senior administrative responsibilities are appraised on the Administrator Evaluation form. Unclassified employees who are neither full-time faculty, nor senior administrators may be appraised using the EPMS form for classified employees or other method agreed upon by the employee and supervisor.  Reviews should be submitted to HR for the employee's personnel file. 

B.        The performance appraisal process is designed to:
1. Provide information to employees and supervisors for use in work-related decisions such as recommendations for salary increase, promotions, transfers, demotions and dismissals.
2. Provide information to management in assigning work and delegating responsibilities based on a mutual understanding of the employee's skills and abilities.
3. Encourage the continued growth and development of all employees;
4. Identify training needs;
5. Maintain a documented history of employee performance.

II.        Procedure for Administrator Evaluation

A.        All unclassified employees must have an evaluation annually. For senior administrators, at least every 3 years this evaluation will be completed through the 360 degree feedback method. During the other years, only the administrator's direct supervisor will complete a review. 

B.        360 Degree Review Process
1. All senior administrators (Monday Group members) whether classified or unclassified will be reviewed using the 360 Degree process at least every 3 years. 
2. The administrator being reviewed compiles a list of individuals to complete the 360 degree feedback Administrator Evaluation form from all of the following categories: a) supervisor, b) 4 to 7 peers, c) all direct subordinates, and d) at least four others. The individuals chosen should have familiarity with most aspects of the administrator's job. This list must be approved by the supervisor before being given to the Office of Institutional Effectiveness.
3. The Office of Institutional Effectiveness mails the review forms out to all participants. When  possible, electronic means will be used in lieu of paper review forms.   Forms are returned to IE for scoring and compilation of responses to open ended questions.
4. The results of the 360 degree feedback questionnaire are sent to the administrator and supervisor for their review. These are the only two copies of the results which are retained. All other data is destroyed by the Office of Institutional Effectiveness for confidentiality purposes.
5. The supervisor and administrator hold a review conference to discuss the results of the survey instrument. A summary review form is completed by the supervisor including an overall final rating of the performance for the period and agreed upon goals for the next year.

C. Supervisor-only Review Process
l.  The supervisor completes a review form.
2. The supervisor and administrator hold a review conference to discuss the performance for the period and the supervisor's responses on the feedback instrument. A summary review form is completed by the supervisor including an overall final rating of the performance for the period and agreed upon goals for the next year.

***DISCLAIMER:  The language used in this document does not create an employment contract between the faculty, staff, or administrative employee and the University of South Carolina. This document does not create any contractual rights or entitlements. The University of South Carolina reserves the right to revise the content of this document, in whole or in part. No promises or assurances, whether written or oral, which are contrary to or inconsistent with the terms of this paragraph create any contract of employment. The University of South Carolina Division of Human Resources has the authority to interpret the University's Human Resources policies.