Staff evaluation

The purpose of this Policy is to establish the University’s policy and expectations for all staff employees to annually participate in a performance evaluation process.

In keeping with our values and dedication to development, the University is committed to providing all staff employees with an annual discussion of performance and development opportunities.

Not Applicable.

I. President and Vice Presidents Evaluations

In order to promote systematic analysis for the improvement of the University and to meet the requirements of the Southern Association of Colleges and Schools (SACSCOC), an evaluation system for the assessment of Cabinet Members, specifically the President and the Vice Presidents, has been established.

President: The Board of Trustees of Lynn University is responsible for the evaluation of the President on an annual basis.

Vice Presidents: The University Vice Presidents report to the President, who reviews their performance annually. The annual comprehensive performance reviews evaluate the overall effectiveness of the Vice Presidents’ division and cover goals from the past year, and an assessment of success in meeting them. In addition, goals for the coming year based on that assessment, as well as priorities identified by the Board of Trustees and the President, are addressed. In addition, a mid-year review may be conducted in January to assess interim progress.

II. Staff Performance Evaluations

All regular staff employees will receive periodic performance appraisals. The employee’s immediate supervisor is responsible for conducting at least one annual appraisal. The appraisal program provides a planned opportunity for the employee and supervisor to meet, discuss, and document accomplishments, expectations, and overall job performance.

1. An annual evaluation to address performance and skill developmental needs and interests shall be completed by the employee’s immediate supervisor and reviewed by the next level supervisor. During the performance review, the supervisor should consider the following:

a. Attendance, initiative, and effort;

b. Knowledge of the employee’s work;

c. The employee’s ability to work as part of a team;

d. Quality and quantity of the employee’s work;

e. The employee’s communication skills.

If the supervisor does not cover these matters for some reason, the employee should feel free to ask about them.

2. Performance evaluations shall be discussed privately with the employee, who shall be given the opportunity to raise questions. An employee who disagrees with the evaluation shall be allowed to submit comments, which shall become part of the appraisal.

3. The employee shall indicate agreement with the evaluation and that the appraisal was discussed. The employee shall sign the appraisal. If the employee refuses to sign the evaluation, this shall be noted on the appraisal.

4. The evaluation shall be placed in the employee’s Personnel file and will become a permanent record to which access will be limited to persons having a direct and justifiable interest. Except in unusual circumstances, the employee, a member of Employee Services, the employee’s immediate supervisor/department head, or a prospective supervisor/division/department head have “need to know” access. Anyone else wishing to review the evaluations shall make such requests to Employee Services, where a determination will be made as to access.

5. Performance evaluation ratings are not subject to appeal.

To learn more about this policy or the supporting procedures, please contact Employee Services