Performance Assessment at Portland Community College
Assessment is a formal process by which a supervisor assesses an employee’s past performance, provides feedback, plans with them for future performance and identifies areas for professional and personal growth. The process also ensures accountability and excellence in the delivery of service, improves team performance and aids in assessing staffing and budget planning. Assessments are also part of the accreditation process, adding additional importance to their timely completion.
You will receive a notice from EmployeeAssessmentHelp@pcc.edu 90 days before an assessment due date. If you receive notice of an assessment that you have already completed, please send the documents to email@example.com.
Performance Assessment Process Guides, Reporting and Frequently Asked Questions
Click here to access process guides to assist you with the performance assessment process.
Performance Assessment by Employee Classification
For more information on a performance assessment by employee group, follow the links below:
Roles and Responsibilities
Managers should have regular one-on-one meetings (quarterly at a minimum) throughout the year to discuss job performance with each of their direct reports so there are no surprises in the assessment. Performance assessment must be done with mutual respect and understanding. Assessments are fair, objective, job-based and should be focused on improving performance. In an effort to facilitate a respectful, mutually-beneficial performance assessment please review the following responsibilities for each participant party to the assessment:
- Work jointly with their employee to identify essential job responsibilities and related goals at the beginning of the assessment period.
- Complete a written performance assessment for each employee as notified.
- Discuss openly and honestly the contents of the written assessment with the employee by addressing employee strengths, areas needing improvement and plans for further development.
- Meet informally, on an ongoing basis, with the employee to compare progress and results with goals, to suggest corrective measures if issues arise, to discuss performance improvement solutions, to modify current goals and to establish new goals when appropriate.
- Maintain records and documentation on the employee’s performance throughout the year. Using a performance log or something similar is helpful.
- Encourage employees to provide input on performance issues on an on-going basis.
- Assist employees in understanding the performance assessment process.
- Encourage employees to complete a self-assessment using interpreters or other support as needed.
- When employees are transferred or promoted, or when manager turnover occurs, the previous manager will pass on observations and input on employee performance to the new manager whenever possible.
- Work jointly with their manager to identify essential job responsibilities and related goals at the beginning of the assessment period.
- Complete a self-assessment of performance during the assessment period. Filling out a performance assessment form is strongly encouraged.
- Meet with manager to review past performance and plan future performance. This includes goals, determination of how best to achieve them, identification of needed support, time frames, and charting of progress toward meeting goals.
- Electronically sign the performance assessment after discussion with the manager. The employee’s signature does not necessarily indicate agreement. It shows that you read and understood the assessment’s content.
- Provide input regarding their performance throughout the 12-month assessment period. Using a performance log or something similar is helpful.
- Meet standards and expectations of job performance.
Peer/360° Reviewer’s Role (if applicable)
- Provide specific and constructive feedback in a timely manner.