Performance Appraisals of Classified Employees Policy
dc.contributor.author | Human Resources Division | |
dc.date.accessioned | 2014-12-26T21:00:28Z | |
dc.date.available | 2014-12-26T21:00:28Z | |
dc.date.issued | 2011-11 | |
dc.identifier.uri | http://hdl.handle.net/10675.2/337634 | |
dc.description | Human Resources Division | en |
dc.description.abstract | Georgia Health Sciences University supports a performance management process that is consistent and continuous, and emphasizes communication between supervisors and employees. Supervisors are expected to assess and ensure optimal employee performance, document acceptable and unacceptable performance, and to improve performance that is below standards or below an employee’s capabilities. Critical to meeting this expectation are regular evaluations of an employee’s progress, accurate documentation of that progress, and regular communications with the employee. | |
dc.language.iso | en_US | en |
dc.subject | Performance Appraisals | en |
dc.subject | Classified Employees | en |
dc.subject | policies | en |
dc.title | Performance Appraisals of Classified Employees Policy | en_US |
dc.type | Working Paper | en |
dc.contributor.department | Georgia Health Sciences University | en |
refterms.dateFOA | 2019-04-09T20:38:09Z | |
html.description.abstract | Georgia Health Sciences University supports a performance management process that is consistent and continuous, and emphasizes communication between supervisors and employees. Supervisors are expected to assess and ensure optimal employee performance, document acceptable and unacceptable performance, and to improve performance that is below standards or below an employee’s capabilities. Critical to meeting this expectation are regular evaluations of an employee’s progress, accurate documentation of that progress, and regular communications with the employee. |