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AP 3-31a Evaluation Administrative Professional And Technical Staff

Arapahoe Community College
Series 3 - College Personnel
AP 3-31a Evaluation of Administrative, Professional and Technical Staff

Originated: April 1996

Revised: December 1999; September 2000; December 2008; August 2014; July 2016

Effective: April 1996; December 1999; September 2000; December 2008; August 2014; July 2016

References: BP 3-31; SP 3-31a


Diana M. Doyle, Ph.D.
President, Arapahoe Community College


This Procedure contains pertinent information affecting employees, current through the date of its issuance. To the extent that any provision of this Procedure is inconsistent with State or Federal law, State Board for Community Colleges and Occupational Education Policies (BPs) or Colorado Community College System President’s Procedures (SPs), the law, BPs and SPs shall supersede and control. BPs and SPs are subject to change throughout the year and are effective immediately upon adoption by the Board or System President, respectively. Employees are expected to be familiar with and adhere to the BPs, SPs as well as College directives, including but not limited to this Procedure.

Nothing in this Procedure is intended to create (nor shall be construed as creating) an express or implied contract or to guarantee employment for any term. The College reserves the right to modify, change, delete or add to this Procedure as it deems appropriate.


This procedure applies to exempt administrators, professional, and technical staff (APT) employed by the state system community colleges.


Exempt - Full-time staff that are not eligible to receive overtime.


Factors in Evaluation of Job Performance

Employees will be evaluated according to their documented responsibilities, job description, and the ability to meet Board, System, College, and program goals related to their areas of responsibility.

Performance Planning and Evaluation

Arapahoe Community College (ACC) shall develop and implement a performance planning and evaluation plan which shall include the following rating levels:

  1. Exemplary (Distinguished, Exceptional)

    This rating shall be given to the employees whose performance is meritoriously sustained when compared to the overall job requirements and expectations.

    Examples may include: Successfully interfaces with coworkers; performance significantly exceeds the qualitative and quantitative standards of the job; displays complete mastery of all phases of the job; consistently displays a positive attitude toward others; has highly developed and effective interpersonal skills; displays ability to analyze facts and circumstances; maximizes use of work time and resources; shows excellent problem-solving ability; contributions are visible and meaningful,· performance is clearly distinguished; goals are highly exceeded; employee is highly involved in the ACC community and professional organizations.
  2. Commendable (Outstanding,  Excellent)

    Work is consistently at or above established standards or expectations.

    Examples may include: Effectively interfaces with co-workers; demonstrates a high degree of initiative and depth of knowledge; displays effective interpersonal skills; consistently demonstrates significant and lasting achievements which meaningfully impact the organization; makes good use of work time and resources; goals, accomplishments and expected results are consistently achieved; actively involved in the

    ACC community and professional organizations.
  3. Needs Improvement (Unsatisfactory, Below Expectations) Performance is inconsistent and below the standards established for the job.

    Examples may include: Interpersonal skills need improvement, work may be of variable quantity and quality or may be consistently below standards; a need for further improvement is clearly recognized; inconsistent use of work time and resources; goals are not consistently achieved; ACC community and professional organizational involvement is minimal.

All performance evaluations shall be conducted annually in written form and shall include:

  1. The extent to which the employee accomplished established objectives/goals for
    the evaluation period.
  2. Information to the extent to which the employee exhibited or failed to exhibit one or more of the following:
    • adaptability, flexibility, creativity
    • leadership
    • problem analysis, decision making
    • planning, organizing and coordinating
    • initiative exercised
    • accomplishment of college goals
    • ability to communicate/interact with others
    • ability to delegate effectively
    • other characteristics related to job

Performance evaluations and ratings shall be narrative- not numerical.

APT evaluations are not subject to the grievance process; however, an employee may submit a written response to the evaluation to be included in the personnel file.

Salary Increases

Only employees whose performance rating is Commendable or above are eligible for salary increases.

Procedural Revisions

Arapahoe Community College reserves the right to change any provisions or requirement of any procedure at any time.