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dc.contributor.authorHuman Resources Division
dc.date.accessioned2014-12-26T21:00:28Z
dc.date.available2014-12-26T21:00:28Z
dc.date.issued2011-11
dc.identifier.urihttp://hdl.handle.net/10675.2/337634
dc.descriptionHuman Resources Divisionen
dc.description.abstractGeorgia 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.isoen_USen
dc.subjectPerformance Appraisalsen
dc.subjectClassified Employeesen
dc.subjectpoliciesen
dc.titlePerformance Appraisals of Classified Employees Policyen_US
dc.typeWorking Paperen
dc.contributor.departmentGeorgia Health Sciences Universityen
refterms.dateFOA2019-04-09T20:38:09Z
html.description.abstractGeorgia 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.


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