The appropriate administrator shall inform the employee in writing that a performance
evaluation shall take place. Performance evaluation procedures shall be determined by the
President. Such procedures shall be put in writing and made available to employees.
Employees shall be evaluated on at least an annual basis, using the form that appears in
Appendix M, utilizing the following criteria:
- quality of the employee's work;
- quantity of the employee's work;
- professional judgment and responsibility (also including attendance abuse and
working relationships); and
- specific contributions to the campus/CSU and/or specific contributions to the
community in areas directly related to the employee's work assignment, if
- Performance evaluations shall be based on the direct observation or supervision of the
employee's work during the period since the employee's last performance evaluation. In the
event the evaluator has not directly observed or supervised the employee's work, the
evaluation shall be based primarily on the content of the employee's official personnel
file, including the applicable position description(s) and input from employees and/or
students who have interacted with the employee. If the employee receives any rating of
less than satisfactory (or its equivalent), the document(s) and/or specific example(s)
relied upon for the rating must be given to the employee and placed in the employee's
personnel file no later than the time at which the evaluation is given to the employee in
- Performance evaluations shall be prepared in draft form. Such evaluation shall refer to
key incidents relied on if they are not documented in the personnel file. A copy will be
given to the employee who shall have fourteen (14) days to submit a rebuttal (if any) to the
evaluator before the evaluation is finalized. An employee may elect to submit any such
rebuttal (accompanied by the draft evaluation it rebuts) to his/her personnel file. Any
documents referenced in the draft evaluation which are not part of the employee's official
personnel file at the time the draft is submitted to the employee shall be placed in the
file at that time.
- An employee may submit materials for consideration during the performance evaluation
process, including evaluative material from campus and community sources generated by
individuals familiar with the employee's work.
A written record of a final performance evaluation shall be placed in the employee's
personnel file and subject to the provisions of Article 11, Personnel File. The employee
shall be provided with a copy of the written recommendation, if any, made at each level of
If an employee disagrees with the record of a final performance evaluation which has been
placed in his/her personnel file, the employee may submit a rebuttal statement which shall
be attached to the record of the performance evaluation.
A performance evaluation shall not be considered a final personnel decision as referred to
in Article 11.
All final decisions regarding permanency shall be made by the President.
A performance evaluation for the purpose of retention or permanency shall consist, at a
minimum, of an administrative review. A performance evaluation may include a peer review
component. If such a component is included then service on such a peer review committee
shall be subject to provision 28.15, and such a committee shall consist of only permanent
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