PERFORMANCE EVALUATIONS 

Gads Hill Center seeks to attract and retain highly competent and motivated employees. The Agency believes that sound salary administration is vital to accomplishing this objective. Salaries are based on numerous factors including, but not limited to, the relative continuation of an employee’s work, their experience, skills, ability, efficiency, knowledge, education, dependability, teamwork, effort, attendance, disciplinary record, as well as Gads Hill Center’s economic situation and needs. Gads Hill Center reserves full and complete discretion to determine employees’ salaries. See appendix E for the Evaluation Form and materials. 

Evaluation Cycle 

Employee Goal Setting and Development Planning – Based on the operational goals of GHC, each employee will set their goals in consultation with their managers for the coming fiscal year. Completed by July 31 annually.

 Mid-Year Check-In – Based on ongoing feedback discussions, managers will conduct a formal mid-year performance check-in with all employees, which focuses on both progress to goals and progress in each employee’s development plan—completed by November 30 annually.

Talent Review and Gap Analysis – Directors and Managers will convene to review the performance and potential of key employees and conduct a gap analysis on needed performance and skills in conjunction with GHC’s mid-year operational goals review. Completed by January 31 annually.

Talent Planning – Directors and Executive Leadership will develop a talent plan for the coming fiscal year, prioritizing needed skills and competencies against organizational goals. Completed by March 31 annually.

Annual Evaluation and Cross-Calibrations – All managers will complete annual performance evaluations of their employees and participate in a cross-calibration meeting to ensure consistency in performance ratings; once completed, evaluations will be delivered to all employees. Completed by June 30 annually.

70-20-10 Plan Purpose 

GHC requires that all direct supervisors implement intentional actions toward the development of all staff members. This means that during the annual evaluation process, direct supervisors and staff should develop a concrete professional plan that outlines key actions and supports to accomplish the goals indicated in the plan. GHC has identified the 70-20-10 framework when developing professional development plans amongst staff and their supervisors. The 70-20-10 rule reveals that individuals tend to learn 70% of their knowledge from challenging experiences and assignments, 20% from developmental relationships, and 10% from coursework and training. When identifying the 70%, individuals should identify practical day-to-day experiences that will support the goal, 20% of mentoring and direct leadership support, and 10% of professional training and coaching

PROMOTION, RECLASSIFICATION, AND TRANSFER 

Current employees must have completed 12 months of successful service in their current role in order to be eligible for an internal transfer or a promotion. The waiting period may be waived by the employee’s current supervisor, such as in cases of a position elimination, other changes to the employee’s current position, or situations where the department may need the employee to fill a critical vacancy. Any current or former employee’s work record will be used as valid criteria for determining suitability for new positions at Gads Hill Center. As a result, employees with formal performance or conduct counseling or discipline, including a performance improvement plan, within the last 12 months of employment in the employee’s current role are generally not eligible for transfer or promotion. Exceptions to this eligibility restriction may be made with the approval of the hiring supervisor and a human resources representative. Internal applicants must apply for open positions and be expected to complete the screening process along with any other candidates. An employee’s initial application is considered confidential. Once an internal applicant is scheduled for a finalist or semifinalist interview, the employee must inform their current supervisor. Gads Hill Center reserves the right to transfer any employee to a different site to fit the needs of the Agency. Any employee receiving a promotion, reclassification or transfer will require a payroll status change. The form must then be submitted to the Program Director and then the CEO. Once the CEO approves, the documentation must be submitted to HR. Any change in pay requires approval from the CFO. Changes will take effect on the first of the month after HR receives the paperwork.