Staff Performance Appraisals
Engagement. Reflection. Innovation.
Oklahoma City Community College promotes the support and development of employees by implementing the Staff Performance Appraisal process. This is an interactive process that allows for supervisors and employees to discuss their responsibilities and performance goals for the coming year, but is not currently set up as a method by which merit increases will be determined. At this time, there is no link between performance appraisals and salary increases.
There are four separate phases to be completed. Each phase has its own value and allows time for discussion in order to promote opportunities for growth, self-reflection, and accountability.
The step-by-step performance appraisal process timeline and detailed instructions for full-time Staff members and supervisors are below:
PROCESS TIMELINE
Phase 1: Initial Planning Meeting
Before October 31:
Supervisors are required to schedule a meeting with each of their Staff members to review the established Core Competencies and to document at least one SMART goal.
Helpful Tips:
To complete Phase 1, Staff members and supervisors should access and review each of the following documents in the order listed below:
Supervisors, use this link at the end of the Initial Planning Meeting with your Staff members.
Any time information is entered in the system, it generates an email from appraisal_no-reply@occc.edu. DO NOT DELETE THIS EMAIL.
The Staff member and supervisor will receive the first email described above, as soon as both participants initial and submit the Phase 1 information. Use this email and the instructions found in the P1-Setting Up A Rule In Outlook document to set up a rule in Outlook. Once set, Outlook will identify these emails and move them to a dedicated folder automatically. It is the responsibility of the Staff members and supervisors to maintain access to all information that is entered. Otherwise, you will need to search through your emails to locate, or ask your supervisor to forward the email each time it is needed, for each phase of the process.
For frequently asked questions, please reference the P1-FAQs.
Phase 2: Mid-Year Check-In Meeting
Before January 31:
Supervisors will schedule a meeting with their Staff members to discuss progress related to SMART goals and core competencies.
Helpful Tips:
To complete Phase 2, supervisors will document the Mid-Year review discussion while meeting with their Staff members, using this link. If the supervisor would like assistance with preparing themselves ahead of the Mid-Year review discussions, the P2-Staff Mid-Year Review Preparation for Supervisors document will help. The Staff member’s SMART goals should be reviewed and can also be revised/updated during this meeting, if desired. Please use the P2-Staff SMART Goal Revision Form when applicable/necessary.
Phase 3: Employee Self-Assessment
Before March 31:
Staff members will complete a review of their own progress related to SMART goals and enter it in the system.
Helpful Tips:
To complete Phase 3, Staff members will use this link to input a self-assessment of progress related to their established SMART goals.
Phase 4: Final Performance Meeting
Before May 31:
Supervisors and Staff members will meet and discuss overall performance results for the year and enter them in the system.
Helpful Tips:
To complete Phase 4, supervisors will schedule a meeting with Staff member(s), then use this link to input the Staff member’s overall progress related to their established SMART goals and core competencies for the year.
