Red Rocks Community College is committed to the mission of developing and supporting life-long learners. All employees are evaluated on their contributions to the College’s mission. Through ongoing performance assessment and improvement, RRCC strives to provide the highest quality of educational services. The Administrator-Technical/Professional Pay for Performance Plan includes annual performance planning, multi-source feedback and supervisory evaluation in order to directly link job performance to pay.

Implementation of the plan will begin with the development of 2000-2001 performance plans, with first pay-out being allocated to 2001-2002 employee contracts. Salary increases will be dependent upon the amount of money allocated by RRCC to Admin-Tech/Pro salary increases each year and overall performance ratings received for the year just completed. In the event that the allocation of money for Admin-Tech/Pro increases, by the combined actions of the Board/System and the College, is not at least 75% of the increase in CPI as defined in legislative session, all Admin-Tech/Pro who receive evaluation ratings of Meets Expectations or higher will receive equal raises, and the normal distribution model will be suspended for that year.

Base Salaries Sum of the Admin-Tech/Pro salaries, excluding vacant positions and departing employees’ salaries.

Salary Pool Increase Percentage that the Admin-Tech/Pro base salaries are funded to increase in one year, as determined by Red Rocks Community College.

Funding Pool Total amount of dollars allocated by RRCC to Admin-Tech/Pro salary increases. This amount is determined by multiplying the sum of base salaries by the salary pool increase percentage.

 

The Performance Planning and Evaluation Form, Significant Events Record and Multi Source Feedback Questionnaire materials are attached.

Supervisors and employees will jointly develop performance plans, with supervisors being responsible for finalizing performance plans in a timely manner. Supervisors are responsible for completing performance evaluations within the established timelines. Performance plans and/or evaluations not completed by the supervisor are the responsibility of the next-level supervisor.

The performance evaluation period will begin on April 1 of each year and end on March 31 of the following year. To accommodate this new evaluation period, the 2000/2001 plan year will be from May 1, 2000 to March 31, 2001.

The performance evaluation process consists of the following three phases:

Within the first month of the evaluation period the supervisor and employee meet to identify and document job duties, performance goals and performance expectations on the Performance Planning and Evaluation Form. The Multi Source Feedback Questionnaire Worksheet is also completed.

The supervisor provides ongoing feedback to the employee on his/her performance throughout the year. The Significant Events Record is designed to record both positive and not-so-positive performance on a regular basis. At least once during the evaluation period the supervisor and employee meet to discuss and document progress. Goals and expectations may be revised as appropriate.

At the end of the evaluation period the supervisor and next level supervisor complete the performance evaluation prior to reviewing with the employee. The Multi Source Feedback Report of Findings information is included in determining an overall evaluation rating. The employee and supervisor meet to discuss the evaluation and overall rating. The employee signs the evaluation as an indication of having received and reviewed it. If the employee disagrees with the performance evaluation an explanation of his/her disagreement must be included.

Unsatisfactory Performance is not meeting the expectations of the job. Goals are consistently not achieved.

Needs Improvement Performance falls short of the standards established for the job. Work may be of variable quantity and quality or may be consistently short of the mark. Goals are usually not achieved.

Meets Expectations Performance fully satisfies the requirements of the job. Quality and quantity of work meets requirements of the job. Goals and expected results are achieved.

Exceeds Expectations Performance is better than established standards or expectations. Goals and expected results are exceeded.

Meritorious Performance surpasses the overall job requirements and expectations. Continuously performs in a manner consistent with the College’s mission, strategic initiatives and operational objectives.