The objective of performance evaluations is to evaluate and improve the professional image of the MSCSA in the academic and political communities via a greater understanding between the MSCSA’s Cabinet and the Executive Director, and between the Executive Director and staff members. The performance evaluations are also designed to assist the employees in personal and professional development and should be used, therefore, as a management tool to assess the progress of each employee towards the objective of his/her job description and to determine eligibility for promotions and salary increases.
Section A: Semi-Annual Evaluations of the Executive Director:
1. Commencing one quarter after the date of employment, written semi-annual performance evaluations shall be prepared by the President which address the provisions of the Executive Director’s job description and presented to the Governing Council in Executive Session.
2. The following process shall be adhered to in evaluating the Executive Director: a. The President will prepare a draft of the evaluation and discuss the draft with the Executive Director;
b. The GC, in Executive Session, will discuss the draft with the Executive Director present;
c. The President will prepare a final, formal evaluation to be included in the Executive Director’s personnel file;
d. The Executive Director shall have the opportunity to provide his/her comments to be attached to the performance evaluation. The submission of any comments shall not abridge the right of the Executive Director to grieve the performance evaluation; and
e. The Executive Director shall sign the performance evaluation and that signature shall only indicate that the Executive Director has read and received the performance evaluation.
Section B: Semi-Annual Evaluations of the Staff by the Executive Director: 1. A written evaluation, commencing six (6) months from the date of employment, relating to the provisions of the staff member’s job descriptions, will be conducted by the Executive Director for all paid staff members.
2. The Executive Director will discuss the evaluation with the employee during its preparation, before it becomes a permanent part of his/her personnel file.
3. Every employee shall have the opportunity to provide his/her comments to be attached to the performance evaluation. The submission of any comments shall not abridge the right of the employee to grieve the performance evaluation.
4. The employee shall sign the performance evaluation and that signature shall only indicate that the employee has read the performance evaluation.
Section C: All Performance Evaluations
1. All performance evaluations shall be rated in the following or similar manner: a. Makes superior contributions in major areas;
b. Exceeds performance requirements in major areas;
c. Performs requirements of the position in satisfactory manner;
d. Performs requirements of the position in a less than satisfactory manner; and
e. Fails to meet performance requirements in major areas.
2. All performance evaluations shall consider the following criteria:
a. An individual position description or work plan, reduced to writing. Employees with work plans must have them in writing and must have been developed at least ninety (90) calendar days prior to the completion of the performance evaluation period;
b. Written memorandum, when necessary; and
c. Disciplinary action(s). | 
MSCSA Working Documents
