Employee Performance Evaluation

Timeline

Process

The college is using DocuSign to administer the 2024 performance evaluation process. All employees have been set up with accounts in DocuSign to access, view and sign documents sent to them for electronic signature.

DocuSign is accessible in the "For Employees" tab in MyCCRI. Supervisors and employees will also receive emails enabling them to access their evaluation(s).

Anyone who wishes to participate in an overview or has questions related to the process, may attend in-person Drop-in sessions that are scheduled on the Warwick and Lincoln campuses, as well as virtually via WebEx. 

Drop-in session times and locations:

• Friday, April 5, 10AM - 12PM: Warwick Campus, room 2054
• Wednesday, April 10, 1PM - 3PM, WebEx
• Friday, May 3, 10AM - 12PM, Lincoln Campus, room 1160
• Friday, June 7, 1PM - 3PM, WebEx

Supervisors, remember that annual evaluations are an important part of an employee's professional development. Evaluations are to be conducted via real-time conversation between supervisors and their direct reports so please be sure to schedule meetings, in-person or virtually to discuss each employee's performance and share relevant feedback.

Accessing and using DocuSign

ESPA Employees

All original appointments and promotional appointments shall be considered probationary for the first one hundred thirty (130) days worked of their continuous employment. During this probationary period, the probationary employee will be evaluated by their immediate supervisor every two (2) months.

The employee and the supervisor shall discuss the employee’s performance and shall be notified in writing of the evaluation after each evaluation is made, and if appropriate, the supervisor shall offer constructive criticism to enable the employee to improve their performance. The employee has the right to attach appropriate comments to any evaluation.

(ESPA CBA, Article XIX, A.1 and A.2 – effective July 1, 2021 through June 30, 2024). 

PSA Employees

New staff members shall be considered as probationary members for the first twelve (12) months of their continuous employment. During this time, the employee shall receive quarterly performance reviews which will include one of the following assessments:  
     (1) Making Satisfactory Progress
     (2) Needs Improvement
     (3) Employment in Jeopardy.

(PSA CBA, Article VII, 7.5, 7.5(A) – effective July 1, 2022 through June 30, 2025). 

BOE Employees

All new employees shall serve a probationary period of one year and shall be evaluated by their supervisor in writing at least twice during this period.

All employees who are promoted shall serve a probationary period of six months and shall be evaluated by their supervisor in writing during this period.

(RIBOE Personnel Policy Manual, 2.06 - last revised July 2013). 

Staying on track

To assist supervisors and employees with staying on top of their required work. You may find it helpful to head to the Faculty/Staff Calendar to see important deadlines and even add reminders to your calendar.

Performance Evaluation Dates

Conducting an effective performance evaluation

When conducting performance evaluations, managers should review their employees' job descriptions and consider several key factors to ensure fairness, effectiveness, and employee development. Here are some considerations:

1. Preparation and Documentation: Managers should thoroughly prepare for performance reviews by gathering relevant data and documentation related to the employee's performance throughout the review period. This may include quantitative metrics, qualitative feedback, and specific examples of accomplishments or areas for improvement. Adequate preparation ensures that the review is based on concrete evidence rather than subjective impressions.

2. Clear Communication: Effective communication is crucial during performance reviews. Managers should provide clear expectations and feedback, ensuring that employees understand their strengths, areas for improvement, and goals for the future. Additionally, managers should encourage open dialogue, allowing employees to express their perspectives and concerns.

3. Goal Setting and Development Planning: Performance reviews offer an opportunity to set goals and create development plans tailored to each employee's needs and career aspirations. Managers should collaborate with employees to establish SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with organizational objectives and support individual growth. Development plans may include training opportunities, stretch assignments, or mentorship arrangements.

4. Recognition and Motivation: Recognizing and acknowledging employee contributions is essential for morale and motivation. Managers should use performance reviews as an opportunity to celebrate achievements and highlight areas where employees have excelled. Positive reinforcement reinforces desired behaviors and encourages continued effort and engagement.

5. Fairness and Consistency: Performance reviews should be conducted with fairness and consistency across the organization. Managers should adhere to established evaluation criteria and avoid bias or favoritism when assessing employee performance. Consistent evaluation practices help maintain trust and credibility in the performance management process.

By prioritizing these considerations, managers can conduct performance reviews that promote employee development, foster a culture of transparency and accountability, and contribute to overall organizational success. 

Considerations for Self Evaluation

Self-evaluations are an opportunity to reflect upon your work over the past year. Take this time to consider your strengths and areas of potential growth. You should celebrate your accomplishments and identify plans for improvement. How would your rate yourself (1-3) in the 11 categories of the Employee Annual Evaluation? What are some examples?

1. Attendance/Punctuality
2. Job Knowledge
3. Quantity/Quality of Work
4. Communications
5. Collaboration/Teamwork 
6. Commitment to Student Success 
7. Innovation/Resourcefulness
8. Adaptability/Managing Change
9. Planning/Organizing/Resource Management
10. Problem Recognition and Response
11. Managing and Developing People

Think about your professional development. What would you like to accomplish in the upcoming year and how can your manager support you? Are there trainings in which you'd like to participate? Take this time to identify any opportunities and with your manager, develop a plan to achieve your goals.

Finally, consider how your work helps CCRI achieve its strategic plan. Think about how your day-to-day activities link to the goals, strategies and tactics of the plan and help drive student success, experience, and completion; expand partnerships and programs; and/or strengthen institutional effectiveness.