Kenyon College views the performance review and development and evaluation plan as a method of developing an employee's potential and improving the lines of communication between employee and supervisor.
Each year, the supervisor will typically set a date for the performance review conference and give the staff member at least a one week notice. The employee is normally asked to complete the pre-evaluation worksheet and return it to the supervisor 2-3 days prior to the conference. (All performance review forms are available in the "Forms" section on the Human Resources web page.) The supervisor and the employee sign the completed performance review form. A copy is made for both parties of the pre-evaluation worksheet (completed by the employee) and the performance review (completed by the supervisor). The original of both forms is normally sent to the appropriate member of Senior Staff for his/her review and signature and forwarded to the Office of Human Resources for placement in the employee's personnel file.
During formal performance reviews, your supervisor will typically consider the following things, among others:
* Job Knowledge
* Quality of work
* Communication Skills
* Quantity of work
* Time Allocation
* Working Relations
The performance review process provides an opportunity for the employee and the supervisor to discuss development goals and jointly create a plan for achieving those goals. Performance reviews are also a useful tool to improve productivity through constructive feedback; identify training needs; communicate expectations and foster commitment and mutual understanding.
Exempt employees normally receive performance reviews each year. To prepare for the review conference, administrators are asked to complete a self-evaluation. (The self-evaluation can be written individually or the self-evaluation worksheets available in the "Forms" section of the Human Resources web page may be used.) The self-evaluation will provide a starting point for the performance review meeting between the exempt employee and their supervisor. The supervisor will normally schedule a performance review meeting after receiving the self-evaluation. Following that meeting, the supervisor should write a short summary of the review meeting. Both employee and supervisor sign a printed copy of the self-evaluation and summary; one copy of which is forwarded to the division head with a copy to the Office of Human Resources for placement in the employee's personnel file.