Annual Goal Setting and Assessment / Exempt Performance Appraisal System (E-PAS)

Setting and assessing individual goals annually is a critical part of the new evaluation process.  All CCS administrators and professional exempt staff will participate in the process of goal setting. The goal-setting/assessment session ensures that an annual conversation about performance continues. This training is for those supervisors who have "Annual Goal Setting and Assessment" forms to complete for professional exempt and administrators they supervise. The training session will cover how to use and complete the form as well as how to use E-PAS.  This new system places emphasis on 360 degree feedback, utilizes an on-line performance criteria menu, and incorporates goal assessment as an element of performance. This portion of the training focuses on the process, forms and formats of the new system and is appropriate for both evaluators and those being evaluated.

Classified Performance Appraisal System (C-PAS)

Effective evaluations are an important employee development tool for managers and provide a formal mechanism to give employees feedback on what they’re doing right, and areas for improvement. CCS’ new electronic Classified Performance Appraisal System is a user-friendly, simple to use electronic evaluation process. This training will provide you the information to use this new system as well as discussing ways to enhance the content of evaluations to improve employee performance.

Career Visioning and Planning

Don’t let your career happen by accident. Put together a career plan that puts your strengths to work and ensures a more satisfying journey as a professional in the world of work.

Disciplinary Action (pt.1) - Overview

How to effectively manage poor performance or unacceptable behavior of assigned employees. Focused primarily on classified service rules and procedures. Participants will also learn how to apply concepts to other categories of employment and will build a working understanding of just cause (pt.2), progressive discipline, Loudermill and other public employment rights.

Documenting Performance Issues

"Documentation, documentation, documentation."  The old management axiom still applies.  Learn how to appropriately, specifically and factually document performance issues in a way that supports, rather than jeopardizes subsequent disciplinary actions.

Just Cause

No academic employee may be reprimanded, remediated or disciplined without just cause.  Learn about the "7 tests" for just cause and how it is used to determine whether due process has been provided.

Just Cause (pt.2)

WAC 357-40 provides that disciplinary action can be taken only for "just cause." Similar language is contained in each of the district's master contracts with faculty and classified staff. Further, just cause is the standard of proof for the American Arbitration Association (AAA), who now serve as hearing officers for disciplinary action appeals. This training expands and builds upon general skills and knowledge gained from the Performance Management and Disciplinary Action training and participants should have first attended that program. Participants will learn how to establish just cause, how to evaluate your own case in AAA terms, and determine the best courses of action.
NOTE DATE AND LOCATION CHANGE

Performance Improvement Plan

A key element to any performance remediation or progressive discipline process is a focus on improvement or correction of the offending behavior or conduct.  Learn how to develop a corrective yet supportive plan.

Seven Guidelines for Goal Statements

Specific, attainable and measurable goals are now a requirement under most CCS evaluation processes.  This training will give you a "formula" for writing the perfect goal statement.

Tenure Review Committee Training

Tenure Review of probationary faculty is an immensely important decision for the long term academic quality of CCS.  This session focuses on the process and procedural requirements that must be followed to ensure a compliant and effective review of tenure potential.  This session is strongly encouraged for educational administrators and newly appointed committee chairs.  Current chairs may wish to attend as a refresher.

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