DISTRICT RESOURCES - Self Initiated Performance Review Guidelines for County Based Faculty and Staff

General Guidelines

• Responsibility of each individual employee
• Shall be completed annually
• Individual has the responsibility to gather feedback from appropriate sources
• Individual analyzes own performance based on feedback and own analysis and shares with supervisor
• Supervisor shares supervisor's observations and analysis with employee
• Each county determines the format for the evaluation.  In counties where a county evaluation system exists, every effort will be made to avoid duplication between the two systems.
• The county partner will be involved in the performance review process.


Discussion between supervisor and employee may include:


• Accomplishments of past year
• areas of improvement needed
• Goals for future/program priorities
• Program planning and contributions to county priorities
• Program implementation and teaching
• Contributions to extension work teams
• Professional development needs
• Resources needed to conduct programs effectively

Who Conducts Reviews?

• County department heads have overall responsibility for the process used in the county and conducts appropriate reviews.
• Leadership for individual reviews may be delegated.  For example, FNP Coordinators may review FNP educators.  4-H Youth Development agents may review a 4-H Assistant.
• District directors review county department heads.  District directors conduct reviews in any county where the department head model is not adapted and on a case by case basis due to special circumstances.
• District director and department heads determine the format for review of department heads.

How Are Records Maintained?

• File copies are maintained in the county office and signed by the employee and the supervisor.
• Employees are encouraged to share the review as appropriate.

When is the District Director Involved?

• If the employee and supervisor disagree on the discussion held in the performance review and are unwilling to sign the agreement, the review is forwarded to the district director.
• When the supervisor, program area or support team identifies a serious performance concern, the district director shall be contacted.  The district director, supervisor and employee will work together to develop a performance improvement plan that addresses performance concerns.
• In individual counties on a special case basis or where department head model is not fully implemented.

Return to District Resources