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Administrative and Unclassified Employee Evaluation Policy

Administrative and Unclassified Employee Evaluation Policy

Authority: 
President
Date enacted or revised: 
September 2015
This policy demonstrates compliance with applicable criteria from the Southern Association of Colleges and Schools – Commission on Colleges (SACSCOC) and the University of Louisiana System. SACSCOC requires the following:  
3.2.1 – “The governing board of the institution is responsible for the selection and the periodic evaluation of the chief executive officer.”
3.2.9 – “The institution publishes policies regarding appointment, employment, and evaluation of all personnel.”
3.2.10 – “The institution periodically evaluates the effectiveness of its administrators.”

The University of Louisiana System’s Board Bylaws and Rules include information about evaluations of institution presidents in Chapter III, Section IV: Role, contractual arrangements, benefits, expenses, and evaluations of presidents.
 
All full time unclassified and administrative staff must be evaluated annually according to the “Annual Performance Review Policy” for the Office of Human Resources. This policy provides a clear means:
 
            1 – for the supervisor to define the major job functions of the position to the employee;
            2 – for the supervisor and employee to develop a shared understanding of the work and
goals to be accomplished; and
            3 – to identify the performance and behavioral factors that will be evaluated.
 
Official job descriptions for University employees are available in the Office of Human Resources. 
 
Additional evaluation measures include the following:
 
I. President’s Evaluation by the University of Louisiana System
The Board of Supervisors of the University of Louisiana System approves the process for the performance evaluation of Presidents. The evaluation (1) fulfills the Board’s responsibility to ensure each institution is well-managed, (2) helps the president improve performance, (3) ensures sound institutional goals are being pursued, and (4) identifies areas for improving management and planning functions of the UL System.
 
II. Administrative Performance Evaluations
Administrators, Vice Presidents, Deans, Directors, and Department Heads are evaluated annually by peers, supervisors, their respective staff members, and others with whom they interact in performing their administrative duties. The President may require Administrative Performance Evaluations for other employees who interact with multiple units on campus. Evaluation results are reviewed by the appropriate Vice President who then discusses results with the employee. The Office of Institutional Research and Effectiveness administers these Evaluations each year, and results are shared with the employee and filed in appropriate personnel files.
 
III. Dean and Department Head Evaluations
Deans and department heads are evaluated by faculty within the college/department.  Evaluation results are reviewed by the Vice President for Academic and Student Affairs and shared with the respective dean.  The dean, in turn, discusses results with the respective department head.  The Office of Institutional Research and Effectiveness administers these Evaluations each year, and results are filed in appropriate personnel files.
 
The Administrative Performance Evaluations and Dean and Department Head Evaluations are separate from the Annual Performance Review for faculty. Department Heads and other faculty   participate in the Annual Performance Review for faculty, but Deans do not. Refer to the Faculty Annual Performance Review Policy. 


Communication
New employees are informed of evaluation policies and procedures upon employment. This policy is communicated through Academic Advisory Council, Administrative Advisory Council, and the campus listserv. Information is also communicated annually when the evaluation processes take place.