Policy 112: Performance Review

Category: Personnel
Covered Individuals: All CEI Employees
Approved: 2023-02-28

Formerly Approved: 02/12/2020


112.1 Policy

Managers are required to provide each College of Eastern Idaho (CEI) permanent full-time and part-time CEI employee, excluding the President, a formal performance evaluation via the college’s performance management system annually. Evaluations are a mechanism to provide feedback and documentation about an employee’s performance through a defined time period, to provide clear communication of job expectations and goals, and to formally recognize staff contributions to CEI in accordance with CEI’s Mission Statement and Core Values. Evaluations may also serve as a tool to assist with mentoring on areas of improvement and professional growth.

112.2 Procedures

Performance will be evaluated by the employee’s immediate manager. Each manager shall utilize the evaluation process, forms, submission requirements, and related deadlines as outlined in the college’s performance evaluation system as specified by the Human Resources Office. The performance management system represents the official system of record for all evaluations.


The evaluation process should include the following components:

Evaluation Prior to Completion of the Probationary Period


Prior to the end of the first three (3) months of initial or promotion employment, managers will evaluate employees to determine if the probationary period has been successfully completed. When a probationary employee has rendered satisfactory service for the required probationary period, the supervisor shall notify in writing the vice president of human resources and the employee of the acceptance of the employee for permanent status. If the completed initial evaluation is not made available in writing prior to the end of the probationary period, the probationary employee will be designated as successfully completing the probationary period.


Performance Improvement Plans and Special Evaluations


Performance improvement plans and/or special evaluations may also be conducted outside of the college’s annual timeframe at any point in order to recognize special contributions to the college, to identify professional development opportunities, to provide official feedback to an employee, or to clearly define conduct-related issues, performance goals, objectives, and timelines.


“Needs Improvement” or “Does Not Meet Expectations” Overall Evaluation Rating and Appeals


An overall evaluation rating of “Needs Improvement” or “Does Not Meet Expectations” will disqualify an employee from receiving any budgeted merit increase.  Merit increases should reflect the overall performance and conduct of the employee and are not subject to employee appeal. In addition, any evaluation rating that falls below “Meets Expectations” may result in an accelerated review period or a recommendation for involuntary demotion or dismissal.  Please see Policy 106: Grievances or Policy 107: Disciplinary Actions for further information.


Incomplete Evaluations


If a complete and approved evaluation is not received in the Human Resources office, the employee will not be eligible to receive a pay increase.


Performance Review: CEI President


The Board of Trustees is solely responsible for reviewing the president’s performance. The performance of the college president will be formally reviewed on an annual basis and must be completed by April 30th of each year.  The review process is facilitated by the Board of Trustees and is not completed in the college’s performance review system.



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