The employee evaluation system for Amarillo College is a communication tool for the employee and supervisor. It is designed to promote better understanding between supervisors and staff concerning job responsibilities and performance expectations.

Evaluation Process

Planning for the Evaluation and Completing the Evaluation

New Hires
At the beginning of employment, the supervisor and employee meet to discuss the job description, major responsibilities (job duties), specific objectives, and establish performance goals and specific career goals. The employee’s identification information, department’s purpose statement, and employee’s job duties must be identified on the Employee Evaluation form. The form must be completed and one copy submitted to the Office of Human Resources and another given to the employee within the first 30 days of hire.

At the end of the evaluation period, the remainder of the Employee Evaluation form must be completed including the professional development plan. The original completed evaluation will be submitted to the Office of Human Resources and a copy provided to the employee. New classified personnel serve a six month probationary period, during which time quarterly evaluations are conducted with the employee. Employees shall be evaluated using the Employee Evaluation form on their anniversary date of employment.

Continuing Employees

At the start of an employment period, the supervisor and employee meet to discuss the job description, major responsibilities (job duties), specific objectives, and establish performance goals and specific career goals. The employee’s identification information, department’s purpose statement, and employee’s job duties must be identified on the Employee Evaluation form. The form must be completed and one copy submitted to the Office of Human Resources and another given to the employee.

On the anniversary date of employment, the remainder of the Employee Evaluation form must be completed including the employee’s development plan. The original completed evaluation will be submitted to the Office of Human Resources and a copy provided to the employee. Special reviews (evaluations) are conducted when corrective action is deemed necessary or a job position change is made. A close out evaluation will be done on the former job when the employee takes on a new position. Another evaluation will be conducted on the employee’s anniversary date if the time frame between the special and anniversary evaluation is more than 6 months.

At the employee’s anniversary month, the supervisor will review peer feedback along with additional supporting documentation to determine and support the ratings given the employee.

Progress Review

At mid-year or as often as deemed necessary, the supervisor and employee shall meet to discuss the employee’s performance and determine if any revisions to the standards are needed. The information surrounding this session may be documented on the Journal Notes.

Corrective Action Plan

Any unsatisfactory rating requires a corrective action plan with goals and a 90 or 180 day special review period. A Corrective Action Plan allows the employee and supervisor to develop a plan to correct any specific deficiency noted on the appraisal.

The plan should have measurable expectations (goals) of duties and behaviors to be remedied. The plan will include a completion timeline of either 90 or 180 days for the particular tasks or corrected behavior and achievement of the desired outcome. The supervisor should establish incremental review periods every 30 days within the agreed upon timeframe of the Corrective Action Plan. Termination of employment may occur if performance does not reach proficient level within the special review period. This is not a guarantee of continued employment for the 90 or 180 day period.

Continue to the Employee Evaluation Form (Word Document)