This memorandum is issued for the purpose of clarifying AACS rules governing employee performance evaluations, to emphasize the importance of your evaluation and to advise staff of the right to appeal the evaluation through appropriate channels.
Regarding and pertaining to Employee Performance Appraisals, the AACS Personnel Manual states in that:
AACS employees shall receive formal Performance Appraisals at least annually. These appraisals provide AACS supervisors time to review each employee's strengths, limitations, goals, and needs and assess job performance levels. If skills, training, or other employee development is necessary, such needs are specified in the annual appraisal. [REVISED December, 1993]
The Executive Director, in consultation with each supervisor, will analyze objectively the work-related contributions of each employee to the Audubon Area Community Services, Inc. The Executive Director will sign and order the final disposition of each employee's performance appraisal, with a copy being placed in the employee's personnel file. Job-related performance and proficiency will be the focal point of each permanent employee's evaluation. In the case that an employee disagrees with his/her performance evaluation, he/she shall be advised of his/her rights to appeal the evaluation through the Board-approved grievance procedures.
The primary aim of the performance appraisal process is to enable/equip each AACS staff member to make his/her best vocational contributions in behalf of the AACS.
Documentation of Supervisory Observation. Employees in charge of supervision or appointed to monitor certain projects, or programs and personnel, have the responsibility for writing performance appraisals, observations and recommendations of personnel for which they are responsible. These documents are to be filed in the personnel folders and reviewed and considered at the employee's time for evaluation. In the event a staff member receives an unfavorable review, he/she must be notified of his/her deficiencies in writing and counseled by his/her immediate supervisor.
Critical Importance of Employee Performance Appraisals. Promotions will be based on an acceptable evaluation of performance and ability to assume additional responsibilities. Conversely, unacceptable evaluations of performance will result in disciplinary actions, including separation from the Agency.
Performance appraisal ratings are key to any forced reduction of program staffing. Please note the performance appraisal provisions in Section 8.2 of the AACS Personnel Manual (attached by hypertext link to this Memorandum).
Right to Appeal for a Review of Performance Appraisal. The AACS recognizes the importance of the individual employee to the organization and the desirability of prompt consideration and disposition of problems affecting his/her status and welfare, and has established a procedure for the orderly hearing and equitable handling of employee grievances. An employee has the right to be represented at all stages of the proceedings by counsel retained at his/her own expense. Employees will have the right to examine and copy any documents which will be relied upon by the grantee to support the adverse personnel action. This right for a hearing of adverse personnel action(s) includes an adverse performance appraisal in the judgment of the employee.
The AACS has an established procedure for personal expression and the handling of grievances and conflicts within the Agency. Employees have a personal responsibility to utilize these procedures as stated in this manual and to keep differences and problems within the Agency. The Board of Directors expects all staff to maintain a high loyalty to the AACS. Violation of this policy and manifest disloyalty due to personal grievances or any other reason shall be reprimanded severely.
Employee-Supervisory Concurrence in Employee Performance Evaluations Not Required. AACS policy does not require or imply that an employee must or should agree with his/her employee performance evaluation as performed by his/her immediate supervisor and reviewed by the Executive Director. The policy does guarantee that an employee can appeal his/her evaluation to a higher level for review and receive an opportunity to present a case for reconsideration of the rating. In any event, the employee should understand the potential impact of a poor evaluation.
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Last updated on November 30, 1996 || E-mail Ron Logsdon, AACS executive director