The purpose of this policy is for employees to have a clear understanding of the work expected from them, to receive ongoing feedback regarding how they are performing relative to expectations, to distribute rewards accordingly, to identify development opportunities, and to address performance that does not meet expectations.
This policy applies to all employees at Columbia College.
The College requires that all employees work efficiently and satisfactorily to complete work assignments. When an employee's level of performance falls below that required for the position, the supervisor will point out deficiencies and how these deficiencies may be corrected. Deficient performance is grounds for disciplinary action up to and including termination. Columbia College reserves the right, in its sole and complete discretion, to terminate the employment of any employee at any time for any reason, except on the basis of race, religion, sex, nationality, ethnicity, age, sexual orientation, veteran status, disability or any other legally protected status.
A performance evaluation should be completed by the supervisor at the end of the three (3) month New Employee Introductory Period. If the evaluation is unsatisfactory, the employee may be terminated or the New Employee Introductory Period extended. An annual performance evaluation should be conducted near the end of each fiscal year in order to help determine a merit pay raise. Additional performance evaluations may be conducted at any time at the request of the supervisor or employee.