24 ADVANCING YOUR CAREER It is important for employees to grow professionally and to strive for continuous improvement. Through personal and professional growth, employees will thrive and have the potential to take on new challenges. Supervision and Evaluation The College expects supervisors to provide guidance, outline clear expectations and goals, and identify professional development needs for their direct reports. All employees will receive ongoing coaching, supervision, and formal performance appraisal throughout the year. Employees should expect ongoing feedback from their supervisor. Performance Appraisal Supervisors will use the performance appraisal form to appraise their direct reports formally twice per year for non-probationary administrators and support staff, and three times per year for probationary administrators and support staff. AVPs/Deans will appraise probationary and continuous contract faculty once per year. Additional performance appraisals may be conducted at any time throughout the year. (See the Performance Appraisal intranet site.) Employee Development Plan (EDP) goals are established each fiscal year between a supervisor or AVP and their direct report or faculty member and must be sent to HR by September 30. In conjunction with the direct supervisor, each regular FCC employee is responsible for identifying their development goals through the individual EDP. Employees work with their supervisors to establish realistic goal(s) that connect to the team goals, the Annual Strategic Priorities established by the Board of Trustees, and FCC Forward (2020-2025), the College Strategic Plan. EDPs are reviewed and updated during each performance appraisal and may be revised when needed. A copy of the most current EDP indicating progress to-date should be attached to each performance appraisal when it is submitted to HR. A performance appraisal may be conducted at any time in addition to the required, scheduled appraisals. For all non-probationary administrators and support staff, required appraisals are due to HR no later than December 1 and May 1. For probationary administrators and support staff, a calendar should be kept by the supervisor with appraisals conducted at three months, seven months, and one year after the probationary administrator or support staff date of hire. Performance appraisals for probationary and continuous contract faculty may be completed at any time by the appropriate AVP/Dean or Executive Director during the evaluation period, but must be submitted no later than May 1. Faculty applying for promotion/continuous contract must follow the schedule in the Faculty Addendum. Professional Development The purpose of professional development is to increase knowledge, develop skills, and enhance employee performance. Professional development needs identified in EDPs inform the development of an annual schedule of professional development opportunities coordinated by the Employee Development Advisory Team (EDAT). College affinity groups may bring emerging professional development needs to the EDAT throughout the year for consideration.
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