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Performance Management Process

Section 303

The college's policy is to pay individuals in a fair and equitable manner for work performed. Various factors affect salary increases, including the labor market, internal equity, employee performance, and the college's financial constraints. These factors are reviewed annually in conjunction with performance reviews and are the basis for establishing wage and salary guidelines. Individual salary increases, when appropriate, are made based on these factors.

Performance Reviews

Performance reviews are conducted annually by your supervisor or department head and summarize your performance for the prior performance year. The annual review is an opportunity for you and your supervisor to have an open and honest dialogue about your performance over the past year and to document your achievements and development areas. It's an opportunity to review your position description, clarify expectations, and set performance and development goals for the coming year. Your performance review will be based on the responsibilities outlined in your position description.

Your documented performance review is a significant part of your employment record which influences recommendations for salary increases, promotions, transfers, and/or terminations. Salary increases must be supported by the performance review and must fall within guidelines issued by the Office of Human Resources.

While performance reviews are not subject to the grievance process, staff members are encouraged to include their own comments in the appropriate section on the performance review form or attach an additional memo.

Salary Increases

If you meet or exceed the performance criteria and standards established for your job, you may be eligible for a salary increase. The amount of the increase is determined by your department head and recommended to Senior Staff on the basis of pre-established wage and salary guidelines. Salary increases are normally effective on July 1.

Staff are normally ineligible for an increase on July 1 if terminating employment prior to July 31 or if, in his or her first year, an employee is hired after May 1.