American Samoa Community College

III.A.5 The institution assures the effectiveness of its human resources by evaluating all personnel systematically and at stated intervals.  The institution establishes written criteria for evaluating all personnel, including performance of assigned duties and participation in institutional responsibilities and other activities appropriate to their expertise.  Evaluation processes seek to assess effectiveness of personnel and encourage improvement.  Actions taken following evaluations are formal, timely, and documented.

Performance evaluation is performed on all employees at least once a year. Faculty performance evaluation and staff performance evaluation, specify criteria, based on unit core work, employee job description and strategic initiatives.1 The faculty performance evaluation instrument consists of four components that are aligned to the division’s stated outcomes, including Responsibility to instruction,

  • Responsibility to students,
  • Responsibility to institution and community,

Responsibility to professional development

Staff performance evaluation is based on the following criteria, which are also aligned to stated divisional outcomes: (two-way performance evaluation)

  • Productivity
  • Interactive skills
  • Additional responsibilities

The Faculty Performance Evaluation instrument was revised in Spring 2015 to include SLO assessment, extracurricular, and other faculty participation in institutional committees.
Faculty evaluation takes place on an annual basis and provides each instructor with feedback, critique and suggestions for improvement.  Faculty job description and evaluation include in its component the development, implementation, assessment and program review of student learning. 2

The staff performance evaluation is a two-part process with the initial portion performed by the employee and the second by their immediate supervisor.  The Human Resource Department acts in a timely manner to process evaluations by either confirming increment eligibility, or documenting any necessary corrective actions to be taken. All associated paperwork is filed for documentation purposes. 3

ASCC’s evaluation process integrates all programs and services beginning at the program level and proceeding to the departmental, divisional, and institutional levels. All of these levels inter-connect, and successful evaluation of faculty and staff provides a vital indicator of their effectiveness. HR compiles a quarterly Performance Evaluation Summary Report, which is distributed to each respective division. A combined summary report including results for all divisions is submitted to the Leadership Triangle and the IE Division. 4

Employees are held accountable to their position requirements through the performance evaluation process. The ASCC performance evaluation instruments allow for supervisors to rate employee performance, but also complete an explanation of ratings and action plans for improvement if necessary. If the ratings are unsatisfactory, the supervisor has the option to deny salary increment. In such case, HR requires the supervisor to develop an action plan with the employee on improving performance and document it in the action plan or comments section of the evaluation form.5, 6 This process ensures high quality of work performance and standard of service, thereby improving institutional effectiveness.
Performance evaluations are based on the position description and divisional goals for that position for the evaluation period. Performance evaluations are “related to performance elements based on unit core work, employee job descriptions, strategic initiatives, college service and professional development goals”.7

Ratings on criteria used in the performance evaluations demonstrate the level of achievement of position description requirements, divisional goals, as well as performance elements for the evaluation period. These measure the effectiveness of an employee.

ASCC has a comprehensive performance evaluation process. Criteria are established for evaluating personnel based on position description, which outlines assigned duties, as well as involvement in institutional responsibilities and productiveness. Performance evaluations are conducted at least once a year to ensure continuous and progressive improvement. HR has updated workflows that document the comprehensive performance evaluation process actions taken are consistent and timely.8

1 - Governance Policy Manual, Policy 4300.1 Evaluation Reporting Requirement
2 - Faulty Performance Evaluation Form
3 - Two-Way Performance Evaluation Form
4 - Performance Evaluation Summary Report - View on campus
5 - Governance Policy Manual, Policy 4300.2 Evaluation Counseling Improvement of Performance
6 - Personnel Manual, Section 4.2308 Step-Increment increases for length of service – Pay schedule structure
7 - Governance Policy Manual, Policy 4300 Employee Performance Evaluation
8 - ASCC Analysis of Show Cause Actions Taken